Can someone be a director and shareholder of a company in UK without having rights to work in UK Can someone be a director and shareholder of a company in UK without having rights to work in UK ? Scenario: 2 Directors, one is British, second one is not british and there right to work is expired, even though they applied for ILR, it will take couple of months to come back. So they are allowed to live in UK under 3C but no rights to work. Can a non british person be part of shares as share holder and director with another british partner in UK ? Edit To help others who want to know answer in future... I was able to open the limited company but now it seems impossible to open a business bank account as they are asking for residence card which is expired.
A person can be a shareholder or director of a UK company without being in the UK. Being a shareholder or director of a UK company does not give a person a right to be in the UK. The 3C leave extension is unrelated to this. A person with 3C leave may remain in the UK on that basis regardless of whether the person is a shareholder or director of a company. Attending "board-level meetings" is an activity that is allowed under the visitor rules, even if the director is paid (see V4.7), so one may conclude that doing so does not constitute "work." It should therefore be permitted for someone under 3C leave even if the person is not authorized to work. Doing work for the company other than attending meetings would not be permitted until the person gains authorization to work.
To preface my answer, this aspect of UK law is unclear at best and I try to set out general principles where available. If you are acting in a private sphere, then the recording of conversations are unregulated, however this is only for personal use – i.e., should you desire to make notes on what was said for your reference at a later date. Should you wish to share it with a third party, then you would need consent from all participants or be able to demonstrate that it would be in the public interest. If you are acting as an employee or a company, then the situation changes. Firstly, you need to check your contract, whilst this does not constitute a crime, it may be against the terms of your employment. Secondly, a company can only make recordings without knowledge under statutory conditions, such as to establish facts, ensure regulatory compliance or demonstrate standards that are achieved or need to be achieved by training. It is a general principle that conversations recorded without consent are inadmissible in court, particularly in terms of a criminal proceedings. In civil matters, it similarly follows the concept that a claimant should come to court with clean hands. However, judges are usually more pragmatic in civil cases and if parties are aware of the existence of the recording, then it often be subject to usual rules of disclosure, though this may open the creator of the recording to subsequent litigation regarding the illegality of the recording under Data Protection Act or others.
This is a live political issue. Currently, the various datasets are incomplete and have known accuracy issues. Considering a particular parcel of land: It might not be in the Land Registry at all. About 85% of land in England and Wales is registered, and less in Scotland and Northern Ireland. Scottish registered land might only appear on the paper &quot;Register of Sasines&quot;, as opposed to the more recent electronic database, or potentially in even older county-specific sasine registers. The owner might be a company, partnership, trust, etc., rather than a natural person. The ownership and control of that company (etc.) can be hard to trace. Companies House data is not verified; companies can be incorporated overseas; the trusts register is not publicly searchable; things can be muddled. Raw data might not show that a dozen properties, each owned by a single company that owns nothing else, are in fact ultimately controlled by a particular person of interest. Different people may own the freehold, or a leasehold, or have various other forms of ownership or control. Even a long-term tenancy may be of interest for database purposes. Because of continuing interest in anti-money laundering, tax evasion, and general accumulation of wealth, there have been plans to have a new &quot;register of beneficial ownership&quot;. Such a register would record, for each plot of land, the name of the human beings who actually own and control it in the end. In the anticipated structure, each of those people would have an identifying number, and so we would get your proposed reverse index where you could look up a person and see what they owned. The register introduced by the Economic Crime (Transparency and Enforcement) Act 2022 is the &quot;Register of Overseas Entities&quot; (ROE). However, as the name suggests, it only covers companies/partnerships/etc. from outside the UK. It's operated by Companies House. Overseas entities who have dealt in UK land since 1999/2014/2022 (depending on which part of the UK the land was in) have to list their beneficial owners. Because this is new, it is also not very complete yet: it only went live on 1 August 2022 and no penalties apply until the deadline of 31 January 2023. In Scotland, the &quot;Register of Persons Holding a Controlled Interest in Land&quot; (RCI) is meant to do the same but not just for overseas entities. It is live since 1 April 2022 and the initial registration period ends on 1 April 2023, so again it may not be very complete just yet. There will likely be more political tussle over potential creation of a more extensive UK-wide register. Until that exists, this is a known problem with the extent of current data. You can get a partial view but even that will be frustrating when it comes to the most interesting chunks of property.
A special case is not paying the income tax that the company is supposed to be paying on behalf of its employees. If an employee makes £4,000 a month, and the employer is supposed to pay £1,000 tax and doesn't, that's not the employer's money, that's the employee's money. Not paying the employee's money is a much more serious matter than not paying your own taxes. A google search found this article http://www.gaebler.com/Not-Paying-Payroll-Taxes.htm which says that a person not paying taxes for employees is personally liable, that this liability does not go away with bankruptcy, and that jail is possible. So their advice is: Whatever other debt you have, paying taxes for your employees' payroll is the absolutely highest priority (higher priority than paying wages, paying the rent, paying company taxes and so on).
People are laid off all the time when sales are down, the market is bad, etc: there is no legal "right to a job" except whatever is in your employment contract. There is a legal concept of promissory estoppel which boils down to promises being binding. However, there has to be a clear and definite promise, not for example a statement like "we hope to bring you back after this is over". Normally, the employer can argue that they have the right to fire you regardless of performance, and that would be the end of it. Let's say you have it in writing, and it is clear that they unconditionally promise to hire you back: you would want to (e)stop them from arguing that they have the right to fire you. The underlying idea of promissory estoppel is that such a promise keeps them from making that argument. But: it is not enough that they made the promise, you also had to rely on the promise and act / forbear from acting in some way because of that promise. It could be, for example, taking another job, or moving to another country, or simply looking for another job. The hard part, then, would be getting a clear and definite promise.
Links are in French. As the author of a work, you would generally hold copyright unless there's a contract otherwise. L113 of the Code de la propriété intellectuelle determines who is the rights holder of a given work and I don't see anything there that changes things for you as a contractor. Even if you assigned some rights to your employer through a contract, France has moral rights which can never be ceded. In fact, even if you were a salaried employee, you still hold the rights by default, unlike the US. There are a few exceptions to that though: software, inseparable joint works, and works where the creative process was purely directed by your superiors.
There are two legal jurisdictions in the Channel Islands, the Bailiwick of Guernsey and the Bailiwick of Jersey. The law in Guernsey differs from the law in the UK partly because the Common Law developed differently (more Norman influence on Guernsey than on England) and partly because Guernsey and the UK have different legislatures and so pass different laws. Until recently the UK was a member of an organisation based in Belgium and Luxembourg called the European Union which has its own legal system and courts and which requires member states to enact identical legislation in certain matters including, in particular, employment law. Although the UK is no longer a member of the EU most of its employment laws remain as they were in the EU-era. By contrast Guernsey has never been a member of the EU. So this is an additional reason for differences in laws. Generally the parties to a contract can stipulate what law governs the contract and which country's courts have jurisdiction. For example a contract between a Guernsey company and an individual resident in England could be stipulated to be governed by the laws of France and subject to the jurisdiction of the courts of Barbados (this particular example is highly unlikely but I am just illustrating the principle). If the contract does not stipulate the law (or the contract is unwritten) then there are default rules which determine which jurisdiction's laws apply. However, that said, most countries, including England and Wales, have some &quot;mandatory&quot; employment laws. These are laws which apply to everyone employed in England (or Wales) even if England/Wales does not generally cover the contract of employment. Mandatory laws typically cover such things as minimum pay rates, rest periods, minimum paid holiday entitlement, protection from unfair dismissal etc. So some employment laws in England and Wales apply to everyone working in England and Wales whilst some other aspects of the employment relationship are governed by the law of the contract - which might be England and Wales or might be some other system of law.
united-kingdom To extend on @ohwilleke's answer about US inheritance tax, I can answer the UK side of things. UK inheritance tax does not apply to inheritances from abroad, unless that person was domiciled in the UK or some of their assets were in the UK. If you are not a UK resident for tax purposes (which, from the context of your question is unlikely), then you wouldn't even have to pay tax on the interest you earned from depositing the inheritance. If the deceased were taxed for being domiciled in the UK, and the US taxed your inheritance, you'd actually qualify for tax relief from HMRC based on what you'd already paid the IRS. If you are not domiciled in the UK for tax purposes, and neither was the decedent you would owe precisely zero to HMRC in the UK. More info can be found here: https://www.taxoo.co.uk/uk-resident-receiving-inheritance-from-abroad/