Featured Stories
Troutman Pepper Locke Shortlisted for Legal Services Provider of the Year by Insurance Insider U.S.
ATLANTA, Georgia, Aug. 1 -- Troutman Pepper, a law firm, issued the following news:
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Troutman Pepper Locke Shortlisted for Legal Services Provider of the Year by Insurance Insider US
NEW YORK - Troutman Pepper Locke has been shortlisted by Insurance Insider US for Legal Services Provider of the Year, recognizing those firms providing exceptional legal services to the insurance and reinsurance market, with winners selected based on quality of advice, client outcomes, and breadth of representation across the sector.
The nomination recognizes the firm's Insurance Transactional and Regulatory
... Show Full Article
ATLANTA, Georgia, Aug. 1 -- Troutman Pepper, a law firm, issued the following news:
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Troutman Pepper Locke Shortlisted for Legal Services Provider of the Year by Insurance Insider US
NEW YORK - Troutman Pepper Locke has been shortlisted by Insurance Insider US for Legal Services Provider of the Year, recognizing those firms providing exceptional legal services to the insurance and reinsurance market, with winners selected based on quality of advice, client outcomes, and breadth of representation across the sector.
The nomination recognizes the firm's Insurance Transactional and RegulatoryPractice Group for its market-leading counsel and innovation across the insurance sector. The practice has drawn recognition in part for its entrepreneurial approach, including the development of a proprietary regulatory intelligence product for the surplus lines market that keeps clients continuously informed and ahead of compliance challenges. The nomination also comes at a time when the practice has guided clients through a period of significant market uncertainty and complexity, inflationary pressures, and shifting regulatory priorities.
The winners will be announced at the Honors 2026 ceremony on September 30 in New York.
Troutman Pepper Locke's Insurance Transactional and Regulatory Practice navigates the complex landscape of insurance laws, regulations, and corporate transactions.
The team provides strategic counsel to insurance companies, reinsurers, brokers, and other industry stakeholders, ensuring compliance with regulatory frameworks while facilitating mergers, acquisitions, capital raising, restructurings, and innovative market entries. By combining deep experience with industry insights, Troutman Pepper Locke empowers clients to achieve their business objectives while mitigating risks in a highly regulated sector.
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Troutman Pepper Locke
Troutman Pepper Locke helps clients solve complex legal challenges and achieve their business goals in an ever-changing global economy. With more than 1,600 attorneys in 30+ offices, the firm serves clients in all major industry sectors, with particular depth in energy, financial services, health care and life sciences, insurance and reinsurance, private equity, and real estate. Learn more at troutman.com.
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Original text here: https://www.troutman.com/insights/troutman-pepper-locke-shortlisted-for-legal-services-provider-of-the-year-by-insurance-insider-us/
[Category: BizLaw/Legal]
Littler Issues Commentary: UK Government Consults on Workplace Monitoring Technologies
SAN FRANCISCO, California, Aug. 1 -- Littler, a law firm, issued the following commentary on July 31, 2026, by senior counsel Deborah Margolis and associate Hannah Drury:
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UK Government Consults on Workplace Monitoring Technologies
The Government consultation explores regulation of workplace monitoring technologies, with proposals aimed at enhancing transparency, accountability and worker engagement.
At a Glance
* On July 8, 2026, the UK Government launched a new consultation on the use of workplace monitoring technologies (WMT), with responses due by September 30, 2026.
* The consultation
... Show Full Article
SAN FRANCISCO, California, Aug. 1 -- Littler, a law firm, issued the following commentary on July 31, 2026, by senior counsel Deborah Margolis and associate Hannah Drury:
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UK Government Consults on Workplace Monitoring Technologies
The Government consultation explores regulation of workplace monitoring technologies, with proposals aimed at enhancing transparency, accountability and worker engagement.
At a Glance
* On July 8, 2026, the UK Government launched a new consultation on the use of workplace monitoring technologies (WMT), with responses due by September 30, 2026.
* The consultationseeks views on how WMT is currently used, how decisions are made and whether further intervention is needed in respect of WMT. In particular, it puts forward three possible regulatory options for intervention: (i) a statutory code of practice supported by guidance; (ii) a new legislative duty to consult and negotiate with trade unions or elected staff representatives before introducing WMT; or (iii) non-statutory guidance alone.
* How this impacts employers will depend on where the Government lands on the details. Businesses may want to understand how the proposals could affect their use and adoption of WMT and may wish to consider responding to the consultation.
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Government Reforms
To date, the Government has largely taken a hands-off approach to regulating AI in the UK, preferring to position the UK as an "AI maker" in line with its AI Opportunities Action Plan published in January 2025. The UK's approach has been markedly distinct from the approach taken in the EU, whose EU AI Act has provoked significant global discourse on AI regulation both in and out of the workplace. We have written previously about the EU AI Act here.
However, the possibility of regulating AI in the employment sphere has been in the background since the Government published its Plan to Make Work Pay, which included commitments to address concerns around workplace surveillance and discriminatory algorithmic decision-making. This consultation represents the first significant step towards delivering those commitments.
What Are Workplace Monitoring Technologies?
The consultation adopts a broad definition of WMT, describing them as digital tools used by employers to collect, track, analyse or make decisions based on information about workers and their activities, including technologies used to "observe performance, behaviour, attendance or communications" and systems that use this data "to inform or make decisions affecting workers." The consultation acknowledges WMT could operate in physical workplaces or remotely and could incorporate the use of automated decision making, algorithmic management and AI. The consultation gives the following examples of WMT:
* GPS and location-tracking systems;
* Digital activity monitoring (e.g., keystroke monitoring);
* Biometric technologies, such as facial recognition and fingerprint scanning;
* Health and physiological monitoring tools;
* Video monitoring systems; and
* Automated performance evaluation and algorithmic scoring tools.
While this definition captures a broad range of monitoring, a significant hurdle for the Government will be creating a definition that stands the test of time. This has already been an issue faced by the EU's AI Act (for example, the first draft of the AI Act in April 2021 did not anticipate the use of generative AI and pre-dated the release of ChatGPT by nearly 18 months) and is something with which the Government is grappling in this consultation as it considers further regulation. Unlike the EU AI Act, however, the consultation is not proposing a risk-based AI regulatory regime and instead focuses on employment relations, transparency and worker engagement.
Existing Legal Protections
While the Government is considering reforms, it is important to note that this consultation is not starting from a blank slate: a range of existing legal frameworks already govern workplace monitoring in the UK.
From a data protection perspective, employers must comply with existing UK data protection laws including by ensuring personal data processing is lawful, fair and proportionate, and by providing individuals with clear information regarding how their data is used and, where applicable, how automated decision-making and profiling systems operate.
UK data protection laws further provide that where solely automated decisions based entirely or partly on the processing of special category data produce legal or similarly significant effects, organisations must ensure workers can obtain information about the decision, make representations, seek human intervention and challenge outcomes (see our article here on recent developments in this regard).
In addition, employers remain subject to employment law and equality law obligations when using WMT, meaning decisions informed by monitoring technologies or algorithmic systems must be fair and non-discriminatory. Employers remain responsible for outcomes produced by such systems.
However, despite the breadth of existing legal principles, the Government considers that existing protections are not consistently understood or applied, and therefore believes further steps may be needed to improve transparency, worker engagement and accountability in relation to WMT.
The Consultation
The Government is seeking views on three broad options for intervention. While there are different possible approaches to intervention, the options are supported by eight core principles intended to underpin the responsible use of WMT, including purpose and rationale; transparency and understanding; worker engagement and voice; fairness and equality; necessity, proportionality and privacy; human oversight and accountability; dignity and wellbeing; and accuracy, reliability and review.
An important theme running through the consultation is the extent to which any intervention should protect not only employees, but also a broader category of workers who may be subject to WMT. The consultation acknowledges that each option put forward may have different implications for the scope of coverage. It also recognises that extending any new framework beyond employees raises practical and legal challenges, particularly given the different statutory rights and workplace structures that apply to different categories of worker.
Option 1: A Statutory Code of Practice
The first option is to put in place a statutory Code of Practice, supported by non-statutory guidance.
The consultation states that the proposed Code would not create new legal obligations but is intended to establish practical and clear expectations regarding the responsible use of WMT following the Government's eight principles. Employment Tribunals could take compliance with the Code into account when considering relevant claims, such as unfair dismissal or discrimination, and, in appropriate cases, compensation could potentially be increased by up to 25% where an employer unreasonably failed to follow the Code. The Code would also be supplemented by non-statutory guidance, which would provide more detailed practical support for employers and workers.
While it is hoped that a statutory Code would provide a balanced approach, to improve clarity for both employers and workers without creating new requirements on employers, it is acknowledged that its impact and legal effect would be limited and would depend on it being relevant in existing Employment Tribunal litigation. The Government's intention is that the Code would cover both employees and workers, but recognises that workers generally have access to a narrower range of Employment Tribunal claims than employees. This means the practical impact of a statutory Code may be uneven between categories of worker who are nevertheless subject to WMT, with employees more likely to benefit from the Code's legal effect than other workers.
Option 2: A Statutory Duty to Consult and Negotiate
The second, and potentially most significant, option would create a new statutory requirement via primary legislation for employers to consult and negotiate with a view to agreement with trade unions or elected staff representatives before introducing, or significantly changing, WMT.
Although key design considerations are explored, the Government envisages a process through which employers would be required to provide relevant information and give workers a genuine opportunity to influence outcomes, although agreement would not necessarily be required before implementation could proceed. It is proposed that enforcement could be carried out via the Employment Tribunal system with potential protective awards in cases of non-compliance.
While this option would likely enhance worker voice and transparency, the consultation acknowledges concerns regarding complexity, compliance burdens and the practical difficulty of applying consultation requirements to technologies that evolve incrementally over time. The consultation also explicitly seeks views on whether any legislative requirement should apply only to employees, to employees and workers, or to all non-self-employed individuals exposed to WMT (noting the Government has not indicated a preference on this issue). Questions arise as to how any consultation obligation would operate in relation to workers who are not employees, particularly those engaged through more fragmented or platform-based working arrangements. In those environments, identifying appropriate representatives and ensuring meaningful consultation may be significantly more challenging, which could make the design and implementation of any new consultation duty more complex.
This option would introduce some similarities with the position under the EU AI Act, which provides that before putting into service or using a "high-risk AI system" at the workplace, employers must inform worker representatives and affected workers that they will be subject to the use of high-risk AI, although this doesn't go as far as imposing a requirement to consult and negotiate as is considered in the consultation.
Option 3: Non-Statutory Guidance
The third option is the publication of non-statutory guidance aimed at helping employers understand and implement good practice, again in line with the Government's eight principles. The Government presents this as the most flexible and lowest-burden approach, capable of evolving alongside technological developments. However, it also recognises that guidance alone may have limited influence on employers who are already failing to meet best practice standards. The consultation suggests that the guidance would apply to both employees and workers and could be tailored to reflect different workplace contexts, however it acknowledges that it may be less effective in environments that are more reliant on remote or platform working.
Of the three options, the proposed duty to consult and negotiate would create the greatest practical and administrative burden, particularly where technologies are introduced incrementally or updated on a frequent basis, but it remains to be seen whether this is a step the Government will take. The consultation notes too that no intervention may remain a legitimate outcome if evidence does not demonstrate a clear problem in relation to WMT.
What Does this Mean for Employers?
The consultation does not propose immediate legal changes. However, it sits within the wider direction of travel under the Employment Rights Act 2025 reforms: a stronger role for worker voice, trade unions and staff representatives in shaping workplace decisions. In that context, workplace technology is unlikely to remain a purely management-led issue. Even if the outcome is guidance or a Code rather than a new statutory duty, employers should expect greater scrutiny of how they explain, justify and consult on the introduction and use of monitoring, AI and workforce analytics tools in the workplace.
The consultation closes on September 30, 2026. Employers that are impacted by this consultation may wish to respond and can do so here (https://www.gov.uk/government/consultations/make-work-pay-workplace-monitoring-technologies).
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Authors
Deborah Margolis
Senior Counsel
London
dmargolis@littler.co.uk
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Hannah Drury
Associate
London
hdrury@littler.co.uk
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Original text here: https://www.littler.com/news-analysis/asap/uk-government-consults-workplace-monitoring-technologies
[Category: BizLaw/Legal]
K&L Gates Advises Amaroq on London Stock Exchange Main Market Listing
PITTSBURGH, Pennsylvania, Aug. 1 -- K&L Gates, a law firm, issued the following news release:
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K&L Gates Advises Amaroq on London Stock Exchange Main Market Listing
Global law firm K&L Gates has advised Amaroq Ltd., an independent mine development company focused on unlocking Greenland's mineral potential, on the admission of its shares to the Equity Shares (Commercial Companies) category of the Official List of the UK Financial Conduct Authority and to trading on the Main Market of the London Stock Exchange.
The admission marks a significant milestone for Amaroq as it continues to advance
... Show Full Article
PITTSBURGH, Pennsylvania, Aug. 1 -- K&L Gates, a law firm, issued the following news release:
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K&L Gates Advises Amaroq on London Stock Exchange Main Market Listing
Global law firm K&L Gates has advised Amaroq Ltd., an independent mine development company focused on unlocking Greenland's mineral potential, on the admission of its shares to the Equity Shares (Commercial Companies) category of the Official List of the UK Financial Conduct Authority and to trading on the Main Market of the London Stock Exchange.
The admission marks a significant milestone for Amaroq as it continues to advanceits mining, exploration, and infrastructure activities in Greenland and supports its next phase of growth. Amaroq believes a Main Market listing will enhance its visibility among international investors and broaden access to long-term institutional capital.
The matter was led by London corporate partner James Green and included senior associates Rob Boughey, Madeleine Williams, and Alex Woolley, associate Eklavya Sharma, and trainee solicitors Anna Carter and Alvi Elezi.
Green commented: "We are delighted to have advised Amaroq on this milestone. Admission to the Main Market is a significant achievement for the company and a testament to the progress it has made in establishing itself as a leading mining and exploration business in Greenland."
Eldur Olafsson, CEO of Amaroq Ltd., said: "Admission to the Main Market marks an important step in Amaroq's evolution as a producing mining company. We appreciate the support and guidance provided by James Green and the K&L Gates team throughout the process and look forward to continuing to build on our momentum."
K&L Gates' Corporate practice is one of the most substantial in the legal industry, with hundreds of lawyers in offices across the globe providing clients with practical legal solutions in the structuring, financing, and closing of domestic, international, and cross-border transactions.
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K&L Gates is a globally integrated law firm trusted by sophisticated clients to deliver market leading legal counsel across jurisdictions and industries. Operating as one firm worldwide, K&L Gates combines deep local insight with seamless global coordination to address clients' most complex legal and business challenges. Guided by a relentless focus on client service, the firm delivers practical, high impact solutions with consistency, efficiency, and a clear emphasis on results.
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URL: Amaroq Ltd.
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Original text here: https://www.klgates.com/KL-Gates-Advises-Amaroq-on-London-Stock-Exchange-Main-Market-Listing-7-31-2026
[Category: BizLaw/Legal]
India Business Law Journal Names K&L Gates Among Top Firms for India-Related Work in 2026 Report
PITTSBURGH, Pennsylvania, Aug. 1 (TNSxrep) -- K&L Gates, a law firm, issued the following news release:
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India Business Law Journal Names K&L Gates Among Top Firms for India-Related Work in 2026 Report
Global law firm K&L Gates has been recognized again as a "Key Player" in India Business Law Journal's 2026 report spotlighting top foreign law firms with India practices.
Work highlights in this year's report include advising Olam Holdings on the sale of its India-based technology and digital services arm, Mindsprint Pte. Ltd., to Wipro Limited, India's fourth-largest technology services
... Show Full Article
PITTSBURGH, Pennsylvania, Aug. 1 (TNSxrep) -- K&L Gates, a law firm, issued the following news release:
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India Business Law Journal Names K&L Gates Among Top Firms for India-Related Work in 2026 Report
Global law firm K&L Gates has been recognized again as a "Key Player" in India Business Law Journal's 2026 report spotlighting top foreign law firms with India practices.
Work highlights in this year's report include advising Olam Holdings on the sale of its India-based technology and digital services arm, Mindsprint Pte. Ltd., to Wipro Limited, India's fourth-largest technology servicesprovider. The transaction, reportedly Wipro's largest acquisition to date, also formed the foundation of a more than US$1 billion, eight-year digital transformation partnership between Olam and Wipro.
The report also recognizes the firm's role as counsel to Samvardhana Motherson International, one of the world's top 15 automotive OEM suppliers, on two strategic transactions: the acquisition of a 95% stake in Atsumitec, a leading Japanese manufacturer of automotive control systems and transmission components, and the investment in Rider Dome, a developer of rider assistance systems for two-wheelers.
Now in its 20th year, IBLJ's rankings are based on extensive research conducted by seasoned researchers into the type and complexity of India-related work that international law firms have undertaken over the last 12 months. It is also based on feedback from interviews with India-focused corporate counsel around the world, as well as with partners at both Indian and international law firms.
Earlier this year, Singapore partners Raja Bose and Meraj Noor were named in IBLJ's International A-List 2026 as two of India's Top Foreign Lawyers for India-related matters.
To learn more about K&L Gates' India practice, please visit our website (https://www.klgates.com/india).
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K&L Gates is a globally integrated law firm trusted by sophisticated clients to deliver market leading legal counsel across jurisdictions and industries. Operating as one firm worldwide, K&L Gates combines deep local insight with seamless global coordination to address clients' most complex legal and business challenges. Guided by a relentless focus on client service, the firm delivers practical, high impact solutions with consistency, efficiency, and a clear emphasis on results.
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Original text here: https://www.klgates.com/India-Business-Law-Journal-Names-KL-Gates-Among-Top-Firms-for-India-Related-Work-in-2026-Report-7-31-2026
[Category: BizLaw/Legal]
Hughes Hubbard & Reed: Amina Hassan and Erin Pamukcu Examine Expansion of Tokenization Into Traditional Finance in Law360
NEW YORK, Aug. 1 -- Hughes Hubbard and Reed, a law firm, issued the following news:
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Amina Hassan and Erin Pamukcu Examine Expansion of Tokenization into Traditional Finance in Law360
Tokenization is moving into traditional financial markets through securities, banking and payments initiatives.
Highlights
* Article discusses how tokenization has moved beyond crypto-based trading venues and into traditional financial markets.
* Highlights initiatives involving the DTC tokenization pilot, tokenized commercial bank deposits and institutional stablecoin settlement.
* Examines how these
... Show Full Article
NEW YORK, Aug. 1 -- Hughes Hubbard and Reed, a law firm, issued the following news:
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Amina Hassan and Erin Pamukcu Examine Expansion of Tokenization into Traditional Finance in Law360
Tokenization is moving into traditional financial markets through securities, banking and payments initiatives.
Highlights
* Article discusses how tokenization has moved beyond crypto-based trading venues and into traditional financial markets.
* Highlights initiatives involving the DTC tokenization pilot, tokenized commercial bank deposits and institutional stablecoin settlement.
* Examines how theseinitiatives seek to integrate tokenization into existing legal and regulatory frameworks.
-
Amina Hassan and Erin Pamukcu authored an article in Law360 examining the legal and regulatory implications of tokenization moving into traditional financial markets.
The article discusses a July 15 announcement by the Depository Trust Company (DTC), touting its successful use of tokens representing DTC-held securities to complete real world trades, signaling that tokenization is no longer limited to crypto-based trading ventures.
This announcement is part of a broader trend across industry-regulated financial institutions, which is testing whether settlements in traditional finance can be made faster, more programmable and more interoperable by moving them onto distributed ledgers.
The article highlights three initiatives in different sectors of the financial industry that illustrate this trend: the DTC tokenization pilot; an intra-bank initiative to launch a shared tokenized-deposit network; and a collaboration between Visa Inc. and fintech Brale to explore stablecoin-based settlement of institutional payments.
"Rather than creating a separate legal ecosystem, these initiatives reflect efforts to integrate tokenization into existing legal and regulatory frameworks for securities, banking, and payments settlements while preserving the underlying legal rights and obligations of market participants," the authors write.
Ultimately, the article argues that these initiatives don't alter the existing legal and regulatory framework for settlements, but are nonetheless incredibly significant to financial institutions, fintech companies and counsel navigating this sector.
"Together, these initiatives represent an incremental but potentially important step toward integrating distributed ledger technology into traditional financial markets," the article states.
Read the article (https://www.law360.com/articles/2503561).
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Featured Lawyers
Amina Hassan
Partner
Locations
New York
amina.hassan@hugheshubbard.com
+1 (212) 837-6793
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Erin Pamukcu
Associate
Locations
New York
erin.pamukcu@hugheshubbard.com
+1 (212) 837-6187
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Original text here: https://www.hugheshubbard.com/news-insights/insights/amina-hassan-and-erin-pamukcu-examine-expansion-of-tokenization-into-traditional-finance-in-law360
[Category: BizLaw/Legal]
Fisher Phillips Issues Insight: H-2A Farmworker Rates Are Here - What Agricultural Employers Need to Know
ATLANTA, Georgia, Aug. 1 -- Fisher Phillips, a law firm, issued the following insight on July 31, 2026:
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New H-2A Farmworker Rates Are Here: What Agricultural Employers Need to Know
H-2A agricultural employers have been awaiting the Department of Labor's publication of the new H-2A Adverse Effect Wage Rates (AEWRs), and eager to hear how soon they would be required to update rates. Federal officials just released a public inspection copy of the new rates, which is set to be published in the Federal Register on Monday. Below are the key takeaways for H-2A employers.
Quick Background
The
... Show Full Article
ATLANTA, Georgia, Aug. 1 -- Fisher Phillips, a law firm, issued the following insight on July 31, 2026:
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New H-2A Farmworker Rates Are Here: What Agricultural Employers Need to Know
H-2A agricultural employers have been awaiting the Department of Labor's publication of the new H-2A Adverse Effect Wage Rates (AEWRs), and eager to hear how soon they would be required to update rates. Federal officials just released a public inspection copy of the new rates, which is set to be published in the Federal Register on Monday. Below are the key takeaways for H-2A employers.
Quick Background
TheDOL issued an interim final rule in October 2025 that dramatically reshaped the H-2A program's minimum wage policy. Under this framework, the DOL calculates the AEWR for H-2A job orders using a new skill-based and occupation specific wage structure. While the United Farm Workers are currently challenging the rule, a federal court in California officially denied the UFW's request to temporarily block the rule while the litigation plays out.
When are the new rates effective?
Per the notice, the rates are effective immediately once it is published on August 3 for most states. However, a slightly later effective date (August 17) will apply to states covered by a 2024 court ruling related to the Farmworker Protection Rule, including: Arkansas, Florida, Georgia, Idaho, Indiana, Iowa, Kansas, Louisiana, Missouri, Montana, Nebraska, North Dakota, Oklahoma, South Carolina, Tennessee, Texas, and Virginia.
What are the new rates?
We expect the rates to be published here, though they haven't been updated as of publication of this Insight.
The new rates, which should be published by Monday, will vary between the "Big 5" occupations (which cover more than 95% of jobs) versus "other" occupations (such as heavy truck drivers, mechanics, and first-line supervisors). Rates will further vary based on "skill levels" and the "adverse compensation adjustment" (which aims to reflect other employer expenses, such as housing provided to workers at "no cost").
Remember, employers must pay the highest of the AEWR, the state minimum wage, the federal minimum wage, or the prevailing wage. This means, for example, that the new AEWRs will not change anything for employers where the state minimum wage is higher, such as California. In addition, if the published AEWR (including the adverse compensation adjustment) is lower than the current wage in the employer's job order, the employer must continue to pay at least the rate guaranteed on the job order.
Any updates to the average AEWR used for calculating H-2ALC surety bonds?
The national average AEWR decreased from $17.74 (where it's been since January 1, 2025) to $15.96. The national average AEWR is the number used to calculate H-2ALC surety bonds, so those employers will see a reduction in surety bond costs.
This average is used exclusively for purposes of calculating the surety bonds that farm labor contractors must purchase when they apply to hire H-2A workers. It takes the average for each state for a single occupation - though that isn't a wage rate that anyone would be paid, it's just one of the factors for calculating those bond amounts.
Sidenote: What's happening with agricultural wage rates in California?
As we reported earlier this year, California lawmakers are considering a bill (AB 2646) that would functionally raise the hourly minimum wage to $19.75 for H-2A employees and "corresponding employees."
The proposal currently defines "corresponding employee" more broadly than the H-2A definition and would include any other agricultural local employee performing the same or similar work at the same time for the same employer in the same county. If finalized, this would mean that if an H-2A employer had local workers performing similar work in non-H-2A approved fields in the same county, those local workers would be entitled to the $19.75 wage.
The state bill passed the Assembly in May, but it remains to be seen whether it will pass the Senate and ultimately be signed into law by Governor Newsom.
Conclusion
We will continue to monitor federal AEWR updates and California's AB 2646. We will provide updates as warranted, so make sure you are subscribed to Fisher Phillips' Insight System to gather the most up-to-date information. If you have questions, please contact your Fisher Phillips attorney, the authors of this Insight, or any attorney on our Agriculture Industry Team.
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Related People
Rebecca Hause-Schultz
Partner
916.210.0391
rhause-schultz@fisherphillips.com
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Chris Schulte
Partner
202.559.2440
cschulte@fisherphillips.com
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Joshua H. Viau
Co-Regional Managing Partner
404.240.4269
jviau@fisherphillips.com
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Original text here: https://www.fisherphillips.com/en/insights/insights/new-h-2a-farmworker-rates-are-here
[Category: BizLaw/Legal]
Dentons Advises on Freqcon's Self-Administration Proceedings
WASHINGTON, Aug. 1 -- Dentons, a law firm, issued the following news:
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Dentons advises on Freqcon's self-administration proceedings
Technology pioneer in grid-forming energy systems to be acquired by Spain's Grupo Amper
Frankfurt am Main--Global law firm Dentons advised Freqcon, a battery storage manufacturer based in Lower Saxony, Germany, during its self-administered insolvency proceedings. The company, which specializes in frequency converters and cutting-edge energy storage solutions, was forced to file for insolvency in mid-April of this year. The Walsrode Local Court subsequently
... Show Full Article
WASHINGTON, Aug. 1 -- Dentons, a law firm, issued the following news:
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Dentons advises on Freqcon's self-administration proceedings
Technology pioneer in grid-forming energy systems to be acquired by Spain's Grupo Amper
Frankfurt am Main--Global law firm Dentons advised Freqcon, a battery storage manufacturer based in Lower Saxony, Germany, during its self-administered insolvency proceedings. The company, which specializes in frequency converters and cutting-edge energy storage solutions, was forced to file for insolvency in mid-April of this year. The Walsrode Local Court subsequentlyapproved the continuation of operations under provisional self-administration. Within just over three months, a new shareholder--the Spanish Grupo Amper--has been found, ensuring the continuation of operations at the company's headquarters in Rethem. All jobs will be preserved. The creditors' committee has approved the sale. Business operations will be transferred to Freqcon Amper Group GmbH, a subsidiary of Grupo Amper, effective August 1, 2026.
"We are pleased that we have concluded the self-administration process swiftly and successfully, thereby securing a sustainable future for Freqcon. In Grupo Amper, we have gained a strong and well-known shareholder who values our company's expertise and innovative strength while also providing new impetus for its further development," explains Dr. Michael Weber, who will continue to serve as managing director of Freqcon Amper Group GmbH.
"The proceedings have shown that self-administration can be an effective tool for sustainable restructuring. Together with management, we succeeded in bringing the investor process to a successful conclusion and reaching a solution that best serves both the company's continued existence and the interests of its creditors," said Daniel Fritz, lead partner at Dentons and general authorized representative in the self-administration proceedings.
Dr. Stefanie Zulauf, who is overseeing the proceedings as the court-appointed administrator, added: "The investor solution that has now been reached safeguards the interests of the creditors as well as the prospects for business operations and the employees. Preserving all jobs is a key component of this sustainable restructuring solution."
Freqcon GmbH is an internationally active specialist in innovative power electronics and energy systems based in Rethem (Aller), Lower Saxony. For over 35 years, the company has been developing and manufacturing high-performance frequency converters, battery storage, hybrid, and ultracapacitor systems for demanding applications in the fields of renewable energy, industry, and critical infrastructure. With its own research, development, and manufacturing capabilities, Freqcon delivers customized solutions to customers worldwide. The company thus makes an important contribution to the secure, efficient, and sustainable energy supply of the future.
Headquartered in Madrid, Grupo Amper is one of Spain's leading technology and industrial groups in the fields of defense, national security, energy, and sustainability. The publicly traded company has more than 70 years of experience and, with approximately 3,800 employees in more than 20 countries, develops innovative solutions for critical infrastructure, industrial applications, and the energy transition.
Advisors:
Dentons (Frankfurt am Main/Dusseldorf/Berlin):
Restructuring: Daniel Fritz (Partner, overall responsibility and authorized signatory), Hans Beyer (Partner), Tariq Marsahwah (Associate), Hasan Canpolat (Associate, all Frankfurt am Main)
Corporate: Julia Sieber (Counsel, Frankfurt am Main)
Real Estate Law: Sabine Wieduwilt (Partner, Frankfurt am Main)
Public Law and Regulation: Dr. Peter Braun (Partner, Frankfurt am Main), Dr. Sebastian Helmes (Partner, Berlin, Energy Law)
Employment Law: Dr. Sascha Grosjean (Partner, Dusseldorf), Dr. Wiebke Schulz (Partner, Frankfurt am Main)
Trust Administration: Eckert Attorneys at Law and Tax Advisors: Dr. Stefanie Zulauf (Trustee)
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About Dentons
Redefining possibilities. Together, everywhere. For more information visit dentons.com
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URL: Freqcon
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Original text here: https://www.dentons.com/en/about-dentons/news-events-and-awards/news/2026/july/dentons-advises-on-freqcons-self-administration-proceedings
[Category: BizLaw/Legal]
