Member News & Insights Archives - Ƶ Transatlantic Business Organization Tue, 28 Apr 2026 09:09:43 +0000 en-US hourly 1 https://wordpress.org/?v=6.9.4 /wp-content/uploads/2019/09/bab_logo_cmyk_R4c_icon.ico Member News & Insights Archives - Ƶ 32 32 UK Visa Options: An alternative to the 2026-2027 H-1B Cap https://vanessaganguin.com/news/key-spring-2026-uk-immigration-changes-include-new-duties-for-employers-with-sponsor-licences/#new_tab?utm_source=rss&utm_medium=rss&utm_campaign=https-bateswells-co-uk-updates-uk-visa-options-an-alternative-to-the-2026-2027-h-1b-cap Tue, 28 Apr 2026 09:08:09 +0000 /?p=125981 The annual H-1B visa cap remains highly competitive, and many candidates find themselves unable to secure a spot due to overwhelming demand.

This article from Chetal Patel and Gill McKearney of Bates Wells explores the alternative visa routes available to those looking to work and live in the UK.

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The Neonatal Care (Leave and Pay) Act 2023

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The Neonatal Care (Leave and Pay) Act 2023 introduces a significant new right for eligible working parents, coming into force on 6 April 2025. This legislation ensures that parents of newborns requiring neonatal care can access additional leave and pay, providing much-needed support during a critical period.

What Is Neonatal Care Leave and Pay?

Neonatal care leave is designed to support parents whose babies require specialist neonatal care after birth. Under this new right, eligible employees will be entitled to up to 12 weeks of neonatal leave, in addition to their statutory maternity, paternity, or shared parental leave. This ensures that parents can spend time with their newborn without the added pressure of work commitments.

Neonatal care pay will also be available for eligible parents, mirroring statutory maternity and paternity pay. The details on the rate of pay will align with existing statutory entitlements, providing financial assistance to those needing to take time away from work.

Who Is Eligible?

To qualify for neonatal leave and pay, parents must meet certain criteria, which will likely include:

  • Being an employee with a newborn admitted to hospital for neonatal care for a continuous period of at least seven days within the first 28 days of life.
  • Meeting specific employment length and earnings criteria to qualify for paid leave.

More detailed eligibility requirements and guidance are expected as the implementation date approaches.

What This Means for Employers

Employers should prepare for the introduction of neonatal leave and pay by:

  • Reviewing and updating family-friendly policies to include neonatal leave provisions.
  • Ensuring HR teams are informed and ready to handle requests for neonatal leave.
  • Budgeting for potential costs related to neonatal care pay.
  • Providing support to employees, acknowledging the emotional and practical challenges faced by parents of premature or unwell newborns.

Why This Matters

The introduction of neonatal leave and pay represents a positive step in employment law, offering vital support to parents at a difficult time. Employers who follow these changes and show genuine support will build a positive reputation as a caring workplace.

If you need guidance on updating your policies or understanding how this new right impacts your business, contact Davenport Solicitors for .

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]]> Smith & Wollensky | Private Dining Offer: Save 10% on Your Next Event! https://www.smithandwollensky.co.uk/private-dining-offer-save-10-on-your-next-event/#new_tab?utm_source=rss&utm_medium=rss&utm_campaign=private-dining-offer-save-10-on-your-next-event Fri, 24 Apr 2026 12:37:40 +0000 /?p=125947 Host your next private event at Smith & Wollensky and enjoy 10% off your final food and beverage bill when you book one of our private dining rooms. This exclusive offer is valid for events taking place between 16 March – 30 April 2026, with bookings required to be made between 16 March – and 30 April 2026. To redeem, simply quote “Private Dining Offer” at the time of booking.

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The Neonatal Care (Leave and Pay) Act 2023

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The Neonatal Care (Leave and Pay) Act 2023 introduces a significant new right for eligible working parents, coming into force on 6 April 2025. This legislation ensures that parents of newborns requiring neonatal care can access additional leave and pay, providing much-needed support during a critical period.

What Is Neonatal Care Leave and Pay?

Neonatal care leave is designed to support parents whose babies require specialist neonatal care after birth. Under this new right, eligible employees will be entitled to up to 12 weeks of neonatal leave, in addition to their statutory maternity, paternity, or shared parental leave. This ensures that parents can spend time with their newborn without the added pressure of work commitments.

Neonatal care pay will also be available for eligible parents, mirroring statutory maternity and paternity pay. The details on the rate of pay will align with existing statutory entitlements, providing financial assistance to those needing to take time away from work.

Who Is Eligible?

To qualify for neonatal leave and pay, parents must meet certain criteria, which will likely include:

  • Being an employee with a newborn admitted to hospital for neonatal care for a continuous period of at least seven days within the first 28 days of life.
  • Meeting specific employment length and earnings criteria to qualify for paid leave.

More detailed eligibility requirements and guidance are expected as the implementation date approaches.

What This Means for Employers

Employers should prepare for the introduction of neonatal leave and pay by:

  • Reviewing and updating family-friendly policies to include neonatal leave provisions.
  • Ensuring HR teams are informed and ready to handle requests for neonatal leave.
  • Budgeting for potential costs related to neonatal care pay.
  • Providing support to employees, acknowledging the emotional and practical challenges faced by parents of premature or unwell newborns.

Why This Matters

The introduction of neonatal leave and pay represents a positive step in employment law, offering vital support to parents at a difficult time. Employers who follow these changes and show genuine support will build a positive reputation as a caring workplace.

If you need guidance on updating your policies or understanding how this new right impacts your business, contact Davenport Solicitors for .

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]]> Vanessa Ganguin Immigration Law | Spring 2026 UK Immigration Changes for sponsoring Employers https://vanessaganguin.com/news/key-spring-2026-uk-immigration-changes-include-new-duties-for-employers-with-sponsor-licences/#new_tab?utm_source=rss&utm_medium=rss&utm_campaign=spring-2026-uk-immigration-changes-for-sponsoring-employers Fri, 24 Apr 2026 09:43:01 +0000 /?p=125935 Spring has brought a host of UK immigration changes for employers to be aware of. These mainly affect organisations with a licence to sponsor migrants and accompany a rise in enforcement by UK Visas and Immigration (UKVI).

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The Neonatal Care (Leave and Pay) Act 2023

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The Neonatal Care (Leave and Pay) Act 2023 introduces a significant new right for eligible working parents, coming into force on 6 April 2025. This legislation ensures that parents of newborns requiring neonatal care can access additional leave and pay, providing much-needed support during a critical period.

What Is Neonatal Care Leave and Pay?

Neonatal care leave is designed to support parents whose babies require specialist neonatal care after birth. Under this new right, eligible employees will be entitled to up to 12 weeks of neonatal leave, in addition to their statutory maternity, paternity, or shared parental leave. This ensures that parents can spend time with their newborn without the added pressure of work commitments.

Neonatal care pay will also be available for eligible parents, mirroring statutory maternity and paternity pay. The details on the rate of pay will align with existing statutory entitlements, providing financial assistance to those needing to take time away from work.

Who Is Eligible?

To qualify for neonatal leave and pay, parents must meet certain criteria, which will likely include:

  • Being an employee with a newborn admitted to hospital for neonatal care for a continuous period of at least seven days within the first 28 days of life.
  • Meeting specific employment length and earnings criteria to qualify for paid leave.

More detailed eligibility requirements and guidance are expected as the implementation date approaches.

What This Means for Employers

Employers should prepare for the introduction of neonatal leave and pay by:

  • Reviewing and updating family-friendly policies to include neonatal leave provisions.
  • Ensuring HR teams are informed and ready to handle requests for neonatal leave.
  • Budgeting for potential costs related to neonatal care pay.
  • Providing support to employees, acknowledging the emotional and practical challenges faced by parents of premature or unwell newborns.

Why This Matters

The introduction of neonatal leave and pay represents a positive step in employment law, offering vital support to parents at a difficult time. Employers who follow these changes and show genuine support will build a positive reputation as a caring workplace.

If you need guidance on updating your policies or understanding how this new right impacts your business, contact Davenport Solicitors for .

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]]> Halcyon London International School | Engaging Teens in the Age of AI https://www.eventbrite.co.uk/e/engaging-teens-in-the-age-of-ai-tickets-1985449301307?aff=oddtdtcreator#new_tab&utm_source=rss&utm_medium=rss&utm_campaign=halcyon-london-international-school-engaging-teens-in-the-age-of-ai Tue, 07 Apr 2026 14:17:54 +0000 /?p=125647 The evening will feature journalist and author Jenny Anderson, whose recent book The Disengaged Teen explores why so many young people are losing connection with school—and what adults can do to help them rediscover curiosity, confidence, and purpose. Jenny will join Jeff Wetzler of Transcend for a fireside conversation that draws on research, reporting, and practical insight about how learning environments can better support young people today.

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The Neonatal Care (Leave and Pay) Act 2023

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The Neonatal Care (Leave and Pay) Act 2023 introduces a significant new right for eligible working parents, coming into force on 6 April 2025. This legislation ensures that parents of newborns requiring neonatal care can access additional leave and pay, providing much-needed support during a critical period.

What Is Neonatal Care Leave and Pay?

Neonatal care leave is designed to support parents whose babies require specialist neonatal care after birth. Under this new right, eligible employees will be entitled to up to 12 weeks of neonatal leave, in addition to their statutory maternity, paternity, or shared parental leave. This ensures that parents can spend time with their newborn without the added pressure of work commitments.

Neonatal care pay will also be available for eligible parents, mirroring statutory maternity and paternity pay. The details on the rate of pay will align with existing statutory entitlements, providing financial assistance to those needing to take time away from work.

Who Is Eligible?

To qualify for neonatal leave and pay, parents must meet certain criteria, which will likely include:

  • Being an employee with a newborn admitted to hospital for neonatal care for a continuous period of at least seven days within the first 28 days of life.
  • Meeting specific employment length and earnings criteria to qualify for paid leave.

More detailed eligibility requirements and guidance are expected as the implementation date approaches.

What This Means for Employers

Employers should prepare for the introduction of neonatal leave and pay by:

  • Reviewing and updating family-friendly policies to include neonatal leave provisions.
  • Ensuring HR teams are informed and ready to handle requests for neonatal leave.
  • Budgeting for potential costs related to neonatal care pay.
  • Providing support to employees, acknowledging the emotional and practical challenges faced by parents of premature or unwell newborns.

Why This Matters

The introduction of neonatal leave and pay represents a positive step in employment law, offering vital support to parents at a difficult time. Employers who follow these changes and show genuine support will build a positive reputation as a caring workplace.

If you need guidance on updating your policies or understanding how this new right impacts your business, contact Davenport Solicitors for .

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]]> Vedder | Helen Biggin Publishes Article, “Getting Planes Back: How Lessors Navigate Airline Insolvencies” in Logistics Middle East https://www.vedder.com/insights-events/helen-biggin-publishes-article-getting-planes-back-how-lessors-navigate-airline-insolvencies-in-logistics-middle-east/#new_tab?utm_source=rss&utm_medium=rss&utm_campaign=helen-biggin-publishes-article-getting-planes-back-how-lessors-navigate-airline-insolvencies-in-logistics-middle-east Wed, 25 Mar 2026 09:00:28 +0000 /?p=125274 When airlines face financial trouble, aircraft owners need a clear plan. Vedder Partner Helen Biggin provides a guide for lessors in her article for Logistics Middle East Magazine, "Getting Planes Back: How Lessors Navigate Airline Insolvencies."

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The Neonatal Care (Leave and Pay) Act 2023

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The Neonatal Care (Leave and Pay) Act 2023 introduces a significant new right for eligible working parents, coming into force on 6 April 2025. This legislation ensures that parents of newborns requiring neonatal care can access additional leave and pay, providing much-needed support during a critical period.

What Is Neonatal Care Leave and Pay?

Neonatal care leave is designed to support parents whose babies require specialist neonatal care after birth. Under this new right, eligible employees will be entitled to up to 12 weeks of neonatal leave, in addition to their statutory maternity, paternity, or shared parental leave. This ensures that parents can spend time with their newborn without the added pressure of work commitments.

Neonatal care pay will also be available for eligible parents, mirroring statutory maternity and paternity pay. The details on the rate of pay will align with existing statutory entitlements, providing financial assistance to those needing to take time away from work.

Who Is Eligible?

To qualify for neonatal leave and pay, parents must meet certain criteria, which will likely include:

  • Being an employee with a newborn admitted to hospital for neonatal care for a continuous period of at least seven days within the first 28 days of life.
  • Meeting specific employment length and earnings criteria to qualify for paid leave.

More detailed eligibility requirements and guidance are expected as the implementation date approaches.

What This Means for Employers

Employers should prepare for the introduction of neonatal leave and pay by:

  • Reviewing and updating family-friendly policies to include neonatal leave provisions.
  • Ensuring HR teams are informed and ready to handle requests for neonatal leave.
  • Budgeting for potential costs related to neonatal care pay.
  • Providing support to employees, acknowledging the emotional and practical challenges faced by parents of premature or unwell newborns.

Why This Matters

The introduction of neonatal leave and pay represents a positive step in employment law, offering vital support to parents at a difficult time. Employers who follow these changes and show genuine support will build a positive reputation as a caring workplace.

If you need guidance on updating your policies or understanding how this new right impacts your business, contact Davenport Solicitors for .

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]]> Vedder | Henrietta Worthington Authors Article on the Global Magnitsky Act for WorldECR https://www.vedder.com/insights-events/henrietta-worthington-authors-article-on-the-global-magnitsky-act-for-worldecr/#new_tab?utm_source=rss&utm_medium=rss&utm_campaign=the-global-magnitsky-act-for-worldecr Sun, 22 Mar 2026 15:01:25 +0000 /?p=125279 Almost a decade on from the Global Magnitsky Act, do thematic sanctions have enough ‘bite’? That is the question explored by Vedder Counsel Henrietta Worthington in her article published in the latest print issue of WorldECR.

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The Neonatal Care (Leave and Pay) Act 2023

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The Neonatal Care (Leave and Pay) Act 2023 introduces a significant new right for eligible working parents, coming into force on 6 April 2025. This legislation ensures that parents of newborns requiring neonatal care can access additional leave and pay, providing much-needed support during a critical period.

What Is Neonatal Care Leave and Pay?

Neonatal care leave is designed to support parents whose babies require specialist neonatal care after birth. Under this new right, eligible employees will be entitled to up to 12 weeks of neonatal leave, in addition to their statutory maternity, paternity, or shared parental leave. This ensures that parents can spend time with their newborn without the added pressure of work commitments.

Neonatal care pay will also be available for eligible parents, mirroring statutory maternity and paternity pay. The details on the rate of pay will align with existing statutory entitlements, providing financial assistance to those needing to take time away from work.

Who Is Eligible?

To qualify for neonatal leave and pay, parents must meet certain criteria, which will likely include:

  • Being an employee with a newborn admitted to hospital for neonatal care for a continuous period of at least seven days within the first 28 days of life.
  • Meeting specific employment length and earnings criteria to qualify for paid leave.

More detailed eligibility requirements and guidance are expected as the implementation date approaches.

What This Means for Employers

Employers should prepare for the introduction of neonatal leave and pay by:

  • Reviewing and updating family-friendly policies to include neonatal leave provisions.
  • Ensuring HR teams are informed and ready to handle requests for neonatal leave.
  • Budgeting for potential costs related to neonatal care pay.
  • Providing support to employees, acknowledging the emotional and practical challenges faced by parents of premature or unwell newborns.

Why This Matters

The introduction of neonatal leave and pay represents a positive step in employment law, offering vital support to parents at a difficult time. Employers who follow these changes and show genuine support will build a positive reputation as a caring workplace.

If you need guidance on updating your policies or understanding how this new right impacts your business, contact Davenport Solicitors for .

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]]> Vedder | Daniel Stander Authors “How Should Employers Respond to Bullying from Managers?” for People Management https://www.vedder.com/insights-events/daniel-stander-authors-how-should-employers-respond-to-bullying-from-managers-for-people-management/#new_tab?utm_source=rss&utm_medium=rss&utm_campaign=how-should-employers-respond-to-bullying-from-managers-for-people-management Thu, 19 Mar 2026 15:04:17 +0000 /?p=125282 In his latest article for People Management, Vedder attorney Daniel Stander explores the best ways HR departments can handle complaints of bullying against senior staff.

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The Neonatal Care (Leave and Pay) Act 2023

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The Neonatal Care (Leave and Pay) Act 2023 introduces a significant new right for eligible working parents, coming into force on 6 April 2025. This legislation ensures that parents of newborns requiring neonatal care can access additional leave and pay, providing much-needed support during a critical period.

What Is Neonatal Care Leave and Pay?

Neonatal care leave is designed to support parents whose babies require specialist neonatal care after birth. Under this new right, eligible employees will be entitled to up to 12 weeks of neonatal leave, in addition to their statutory maternity, paternity, or shared parental leave. This ensures that parents can spend time with their newborn without the added pressure of work commitments.

Neonatal care pay will also be available for eligible parents, mirroring statutory maternity and paternity pay. The details on the rate of pay will align with existing statutory entitlements, providing financial assistance to those needing to take time away from work.

Who Is Eligible?

To qualify for neonatal leave and pay, parents must meet certain criteria, which will likely include:

  • Being an employee with a newborn admitted to hospital for neonatal care for a continuous period of at least seven days within the first 28 days of life.
  • Meeting specific employment length and earnings criteria to qualify for paid leave.

More detailed eligibility requirements and guidance are expected as the implementation date approaches.

What This Means for Employers

Employers should prepare for the introduction of neonatal leave and pay by:

  • Reviewing and updating family-friendly policies to include neonatal leave provisions.
  • Ensuring HR teams are informed and ready to handle requests for neonatal leave.
  • Budgeting for potential costs related to neonatal care pay.
  • Providing support to employees, acknowledging the emotional and practical challenges faced by parents of premature or unwell newborns.

Why This Matters

The introduction of neonatal leave and pay represents a positive step in employment law, offering vital support to parents at a difficult time. Employers who follow these changes and show genuine support will build a positive reputation as a caring workplace.

If you need guidance on updating your policies or understanding how this new right impacts your business, contact Davenport Solicitors for .

The post appeared first on Ƶ.

]]> enigmaFIT | Investing in Brain Skills: The Missing Piece of the AI Revolution /enigmafit-investing-in-brain-skills-the-missing-piece-of-the-ai-revolution/?utm_source=rss&utm_medium=rss&utm_campaign=enigmafit-investing-in-brain-skills-the-missing-piece-of-the-ai-revolution Thu, 19 Mar 2026 12:08:11 +0000 /?p=125246 Artificial intelligence is transforming the global economy at extraordinary speed. Yet a January 2026 report from the World Economic Forum and the McKinsey Health Institute highlights a critical reality: technology alone will not determine which organizations succeed in the AI era.

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enigmaFIT | Investing in Brain Skills: The Missing Piece of the AI Revolution

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Artificial intelligence is transforming the global economy at extraordinary speed. Yet a January 2026 report from the World Economic Forum and the McKinsey Health Institute highlights a critical reality: technology alone will not determine which organizations succeed in the AI era.

The report, The Human Advantage: Stronger Brains in the Age of AI, argues that human cognitive capability — what the Forum calls “brain skills” — will become one of the most valuable assets in the global economy. Simply put, the future of work will depend not only on smarter machines, but on stronger brains and human thinking.

Phillip Campbell
CEO
enigmaFIT

I work with business leaders to upgrade their brain skills—building the cognitive capabilities leaders need to think clearly, adapt and perform in the AI age.

Learn more:





The Rise of Brain Capital

The WEF report introduces the concept of brain capital, combining brain health and brain skills as drivers of productivity, resilience and innovation. Despite advances in technology, nothing replaces the brain’s ability to interpret complexity, operate under pressure, generate ideas and make high-stakes decisions.

Yet many organizations have underinvested in developing these capabilities.

As AI adoption accelerates, the gap is becoming clear. According to the WEF’s Future of Jobs analysis, 59% of the global workforce will require significant reskilling by 2030. At the same time, employers consistently rank capabilities such as analytical thinking, adaptability, creativity and social leadership among the most important skills for the future workplace.

These are not traditional technical skills. They are cognitive capabilities rooted in how the brain processes information, adapts to uncertainty and solves complex problems.

Why AI Raises the Cognitive Bar

Rather than replacing human thinking, AI raises the bar for it.

As routine tasks become automated, the work that remains increasingly requires people to interpret complex information, exercise judgement under uncertainty and integrate human and machine insights.

In this environment, optimizing the brain and the quality of human thinking becomes a decisive competitive advantage.

Without strong cognitive capability surrounding it, even the most advanced technology struggles to deliver its full potential.

From Awareness to Capability

The workplace itself plays a major role in shaping cognitive performance. Employees spend roughly a third of their lives at work, making organizations powerful environments for strengthening — or eroding — brain performance.

Cognitive overload, burnout and constant digital interruption can undermine decision quality and productivity. Conversely, organizations that invest in brain skills and cognitive resilience can unlock stronger performance and innovation.

At enigmaFIT, our work focuses on strengthening these brain skills capabilities through enhancing Fluid Thinking — the brain’s ability to analyze unfamiliar problems, recognise patterns and make sound decisions under pressure. Drawing on cognitive science and neuroscience, we work with leaders and teams to develop the brain skills the WEF identifies as essential for navigating complexity.

Our assessment and development programs are grounded in cognitive science, neuroscience principles and the most extensive research into Human Cognitive Abilities to develop brain skills such as analytical thinking, adaptability and decision-making under pressure. Our clients stretch across USA, UK, Europe and AsiaPac including Boston Consulting Group, Microsoft, Westfield, Anthem Insurance and Bank of America.

The Next Frontier of Advantage

For the past decade, organizations have invested heavily in digital transformation. The next frontier is human cognitive transformation.

AI will reshape industries, but it will deliver the greatest value when paired with leaders who can think clearly, adapt quickly and make high-quality decisions in complex environments.

As the WEF report concludes, stronger brains build stronger businesses, economies and societies.

In the AI era, the organizations that thrive will not simply deploy the best technology.

They will invest in the thinking capability of the humans who lead it.

Authors

Phillip Campbell
CEO
enigmaFIT

I work with business leaders to upgrade their brain skills—building the cognitive capabilities leaders need to think clearly, adapt and perform in the AI age.

Learn more:





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]]> SelectUSA | Join the SelectUSA Investment Summit May 3-6 2026 https://www.selectusasummit.us/#new_tab?utm_source=rss&utm_medium=rss&utm_campaign=selectusa-join-the-selectusa-investment-summit-may-3-6-2026 Thu, 19 Mar 2026 12:04:34 +0000 /?p=125251 The SelectUSA Investment Summit is the highest profile event in the United States to facilitate business investment by connecting thousands of investors, companies, economic development organizations (EDOs), and industry experts to make deals happen.

The 2026 SelectUSA Investment Summit returns to National Harbor, Maryland from May 3 - 6, 2026 to establish new connections and opportunities to grow through investing in the United States.

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]]> British Chambers of Commerce | AI Academy https://www.britishchambers.org.uk/ai-academy/#new_tab?utm_source=rss&utm_medium=rss&utm_campaign=british-chambers-of-commerce-ai-academy Thu, 19 Mar 2026 11:59:31 +0000 /?p=125247 Accelerate Growth and Stay Ahead: Unlock the Power of Everyday AI

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