Law/Legal
Here's a look at documents from law firms and legal groups
Featured Stories
Max Karpel Authors Bloomberg Law Article on the Hedge Fund Start-Up Boom and Key Considerations for Hedge Fund Lawyers
WASHINGTON, April 7 -- Akin Gump, a law firm, issued the following news release:
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Max Karpel Authors Bloomberg Law Article on the Hedge Fund Start-Up Boom and Key Considerations for Hedge Fund Lawyers
Bloomberg Law has published an article titled, "Lawyers for Emerging Hedge Fund Managers Need Deep Experience," authored by Akin investment management partner Max Karpel. The article examines the key capabilities lawyers need when advising hedge fund managers in current market conditions.
With the landscape for emerging hedge fund managers changing dramatically following a decade of more
... Show Full Article
WASHINGTON, April 7 -- Akin Gump, a law firm, issued the following news release:
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Max Karpel Authors Bloomberg Law Article on the Hedge Fund Start-Up Boom and Key Considerations for Hedge Fund Lawyers
Bloomberg Law has published an article titled, "Lawyers for Emerging Hedge Fund Managers Need Deep Experience," authored by Akin investment management partner Max Karpel. The article examines the key capabilities lawyers need when advising hedge fund managers in current market conditions.
With the landscape for emerging hedge fund managers changing dramatically following a decade of moredifficult fundraising conditions, Max says this "requires a different skill set."
"Emerging managers need to ensure that the lawyer they hire is an experienced deal lawyer, qualified to negotiate on their behalf with the most sophisticated hedge fund investors."
To read the full piece, please click here (https://news.bloomberglaw.com/banking-law/lawyers-for-emerging-hedge-fund-managers-need-deep-experience).
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People Mentioned in This News
Max Karpel
Partner
mkarpel@akingump.com
+1 212.872.8010
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Original text here: https://www.akingump.com/en/insights/media-mentions/max-karpel-authors-bloomberg-law-article-on-the-hedge-fund-start-up-boom-and-key-considerations-for-hedge-fund-lawyers
[Category: BizLaw/Legal]
Littler Issues Commentary: UK Government Confirms Commitment to Introduce Mandatory Ethnicity and Disability Pay Gap Reporting for Large Employers
SAN FRANCISCO, California, April 7 -- Littler, a law firm, issued the following commentary on April 6, 2026, by senior associate Donall Breen:
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UK Government Confirms Commitment to Introduce Mandatory Ethnicity and Disability Pay Gap Reporting for Large Employers
At a Glance
* The UK Government confirmed its commitment to introduce mandatory ethnicity and disability pay gap reporting for large employers (with 250 or more employees).
* No specific time frame for the changes has been provided. For the Government to introduce mandatory ethnicity and disability pay gap reporting for large
... Show Full Article
SAN FRANCISCO, California, April 7 -- Littler, a law firm, issued the following commentary on April 6, 2026, by senior associate Donall Breen:
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UK Government Confirms Commitment to Introduce Mandatory Ethnicity and Disability Pay Gap Reporting for Large Employers
At a Glance
* The UK Government confirmed its commitment to introduce mandatory ethnicity and disability pay gap reporting for large employers (with 250 or more employees).
* No specific time frame for the changes has been provided. For the Government to introduce mandatory ethnicity and disability pay gap reporting for largeemployers, it will need to make primary legislation and regulations.
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As part of its "Plan to Make Work Pay," the UK Government pledged to introduce mandatory ethnicity and disability pay gap reporting for large employers via a draft Equality (Race and Disability) Bill. A public consultation ran from March to June 2025 on the proposals (see our article at the time).
On March 25, 2026, the Government confirmed its commitment to introduce mandatory ethnicity and disability pay gap reporting for large employers (with 250 or more employees). The announcement was accompanied by publication of the Government's response to its consultation along with draft legislation.
The timeline for implementation has not been set, but this response shows a clear commitment from the Government - which would make the UK one of the first countries in the world to require reporting of this kind.
This article breaks down what these changes will mean for employers.
Background
Currently, mandatory pay gap reporting rules apply to certain employers in respect of gender pay gaps only. Large employers (with 250 or more employees) are required to publicly report specific gender pay gap information annually.
As part of the Employment Rights Act 2025 (ERA 2025) reforms, from 2027 the Government will also be requiring large employers to publish an equality action plan alongside their gender pay gap reports (see our article and Reform Hub for more).
The consultation in 2025 proposed introducing mandatory ethnicity and disability pay gap reporting for large employers, using a similar framework to that already in place for gender pay gap reporting (but with distinct considerations for ethnicity and disability, particularly with regards to data collection and analysis).
Mandatory Ethnicity and Disability Reporting Framework
The Government's consultation response says that its decision to introduce mandatory ethnicity and disability pay gap reporting will "help increase transparency of pay disparities in the workforce, allow inequalities to be exposed, and encourage actions to break down barriers in recruitment, retention and progression of ethnic minority and disabled employees."
While the Government recognised employers' concerns about the additional burden these new requirements may impose, it explains it is seeking to reduce this impact by aligning, wherever possible, the ethnicity and disability pay gap reporting with the existing mandatory gender pay gap reporting framework. For example:
* Using the same geographic scope - this means that private and voluntary sector employers in Great Britain (England, Wales and Scotland), public sector bodies in England, and certain public authorities operating across Great Britain in relation to non-devolved functions, will be in scope - provided they have 250 or more employees.
* Requiring the same six calculations - which include both the mean and median differences in average hourly pay, pay quarters (the percentage of employees in four equally-sized groups, ranked from highest to lowest hourly pay), both the mean and median differences in bonus pay and the percentage of employees receiving bonus pay.
* Using the same "snapshot" dates for collecting pay information and statutory reporting dates and the same online reporting service - for large employers in the private and voluntary sectors this means using a snapshot date of April 5 and for large public bodies in England, March 31. The reporting deadlines would be April 4 and March 30, respectively. The response also confirms the intention to require use of the same reporting service.
* Using the same enforcement mechanisms - the Equality and Human Rights Commission (EHRC) will be responsible for enforcing reporting annually, however, comments were made in responses that there should be "further accountability" placed on employers (including monitoring of how employers work to decrease pay gaps and implement their action plans). In response to this, the Government has said it will work further with the EHRC.
* Introducing mandatory action plans - as noted above, the Government is introducing via the ERA 2025 and associated regulations and guidance, the requirement to publish equality action plans for gender pay gap reporting. The Government has confirmed that large employers will also need to publish action plans to tackle ethnicity and disability pay gaps as part of mandatory ethnicity and disability pay gap reporting. However, the approach will be harmonised so that employers can produce a single equality action plan on the same service covering sex, race (including ethnicity) and disability when all the reporting requirements are in force.
Workforce Reporting and Declaration Rates
Of course, there are some key differences with ethnicity and disability reporting due to the complexity of the data that needs to be collected and analysed. It is for this reason that the Government has also said that it will include the following requirements to provide additional context to the figures:
* Workforce reporting - i.e., reporting the overall breakdown of their workforce ethnicity and disability pay.
* Reporting declaration rates - i.e., including details of employees who did not disclose their ethnicity and/or disability, on the basis that employers do not generally hold ethnicity and disability data about their employees.
Ethnicity Data Collection and Calculations
The Government's proposed approach for ethnicity data collection and calculations for mandatory ethnicity pay gap reporting is as follows:
* Employees' ethnicity data must be collected voluntarily with a "prefer not to say" option, using the questions set out in the GSS harmonised ethnicity standard (noting guidance will be needed as there are slightly different questions across England, Wales and Scotland).
* Employers should report a binary comparison as a minimum, provided they have the minimum threshold of employees to make the comparison without compromising confidentiality/data privacy. The binary comparison will be between White (including White Other) with all other ethnic groups combined. Where possible and the minimum employee thresholds in each group are met, employers will also be required to report comparisons between five broad ethnic groups (White, Asian or Asian British, Black/Black British/Caribbean or African, Mixed or multiple ethnic groups, Other ethnic groups). The White ethnic group would be the main "comparator" against which the other four groups would be compared. Employers are encouraged to conduct a more detailed analysis where possible.
* A de minimis threshold for reporting will be applied for employees in each ethnic group for data privacy and identification reasons. A threshold of 10 employees was suggested, however the Government is considering this further in conjunction with the Information Commissioner's Office (ICO).
Disability Data Collection and Calculations
The Government's proposed approach for disability data collection and calculations for mandatory disability pay gap reporting is as follows:
* Employees' disability data must be collected voluntarily with a "prefer not to say" option.
* Disability will be defined in line with the Equality Act 2010 definition as the basis for identification - although the Government has said it will use "careful consideration" of the language used to collect disability data to help respondents ensure a consistent understanding of how this definition is applied.
* Employers should report on disability using a binary approach, reporting on differences in pay between disabled employees and non-disabled employees.
* A de minimis threshold for reporting will be applied for employees in each category for data privacy and identification reasons. As for ethnicity, a threshold of 10 employees was suggested, however the Government is considering this further in conjunction with the ICO.
Impacts
This proposal represents a ground-breaking piece of pay transparency legislation, which is largely unprecedented worldwide. Further guidance is awaited, however there are a few areas in particular that raise potential complexities for employers:
* Data privacy - a minimum dataset of 10 is being considered by the Government as a way to safeguard the personal data of respondents, however this remains under review. The input of the ICO in this respect will be welcomed to help employers understand how to balance their data privacy obligations against the requirement to report statistics for potentially small groupings of employees.
* Data security - employers will need to collect and process large volumes of special category personal data in a way they have not done in the past. It will therefore be critical for employers to ensure that appropriate technical and organisational safeguards are in place to manage this data.
* Response rate - it remains to be seen to what extent employees will be willing to disclose their ethnicity and health data to employers for the purposes of reporting these statistics. Unlike gender data, which employers are required to collect in any event, this data will need to be collected on a voluntary basis. The Government has said it will not impose a minimum declaration threshold, but intends to produce specific guidance for employers on how they can improve declaration rates.
* Communications strategy - employers will need to consider their communications strategy when it comes to reporting their statistics and action plans. These statistics and the public discussions surrounding them are likely to draw high media interest and scrutiny by internal and external stakeholders.
* Pay transparency - with the upcoming implementation of the EU's Pay Transparency Directive, and global drives towards greater gender pay reporting and transparency, multinational employers are increasingly needing to have a well prepared and thorough strategy on how they approach pay structures, job architecture and pay reporting. These new reporting requirements will add an additional layer of complexity for which organisations will need to consider preparing sooner rather than later.
Next Steps
No specific time frame for the changes has been provided. For the Government to introduce mandatory ethnicity and disability pay gap reporting for large employers, it will need to make primary legislation and regulations. The consultation response sets out draft clauses, but these are high-level regulation-making powers and so the details are not provided. The Government has also confirmed that it will provide guidance and practical tools, including how to improve employee declaration rates, step-by-step guidance on how to make calculations and advice on how to address ethnicity and disability pay gaps.
These reforms had been promised in the King's Speech in July 2024 as part of the broader Equality (Race and Disability) Bill. This Bill may also include equal pay and pay transparency laws for race and disability following a call for evidence in April 2025 (see our articles here and here). It is unclear whether the Government still plans on bringing in legislation to cover all of these changes together and therefore when these changes will come into force.
However, the commitment from the Government is clear - this change is coming.
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Authors
Donall Breen
Senior Associate
London
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Original text here: https://www.littler.com/news-analysis/asap/uk-government-confirms-commitment-introduce-mandatory-ethnicity-and-disability
[Category: BizLaw/Legal]
Littler Issues Commentary: Puerto Rico Supreme Court Holds That Commercial Image Rights Require Written Transfer and Revocable Consent
SAN FRANCISCO, California, April 7 -- Littler, a law firm, issued the following commentary on April 6, 2026, by managing capital member Erika Berrios - Berrios and associate Diego M. Pico-Vazquez:
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Puerto Rico Supreme Court Holds that Commercial Image Rights Require Written Transfer and Revocable Consent
In Osvaldo Friger Salgueiro v. Mech-Tech College, LLC; Mech-Tech Management, LLC; Artificial Intelligence, 2026 TSPR 30, 218 D.P.R. ___, the Puerto Rico Supreme Court held that any transfer of commercial image rights must be in writing, regardless of the nature of the relationship between
... Show Full Article
SAN FRANCISCO, California, April 7 -- Littler, a law firm, issued the following commentary on April 6, 2026, by managing capital member Erika Berrios - Berrios and associate Diego M. Pico-Vazquez:
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Puerto Rico Supreme Court Holds that Commercial Image Rights Require Written Transfer and Revocable Consent
In Osvaldo Friger Salgueiro v. Mech-Tech College, LLC; Mech-Tech Management, LLC; Artificial Intelligence, 2026 TSPR 30, 218 D.P.R. ___, the Puerto Rico Supreme Court held that any transfer of commercial image rights must be in writing, regardless of the nature of the relationship betweenthe parties. Accordingly, the use of people's image for commercial or advertising purposes requires prior consent, which may be withdrawn at any time.
In the underlying case, the plaintiff had consented to the defendant's use of certain audiovisual materials during the course of their employment relationship. Following the termination of that relationship, the plaintiff issued a cease-and-desist letter withdrawing his consent. Nonetheless, the defendant continued using the plaintiff's image. As a result, the Court determined that the defendant violated plaintiff's rights to his commercial image, and concluded the plaintiff is entitled to relief under Puerto Rico's Right to One's Own Image Act (Act No. 139-2011).
This decision provides critical guidance for businesses in Puerto Rico that use images of people for commercial or advertising purposes. Businesses must now recognize that any transfer of commercial image rights must be made in writing, and that consent may be withdrawn at any time. Failure to comply may result in significant statutory damages, as well as the imposition of mandatory attorneys' fees.
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*/ Diego M. Pico-Vazquez is an associate in Littler's San Juan office.
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Authors
Erika Berrios - Berrios
Managing Capital Member
San Juan
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Original text here: https://www.littler.com/news-analysis/asap/puerto-rico-supreme-court-holds-commercial-image-rights-require-written-transfer
[Category: BizLaw/Legal]
Kilpatrick Attorneys Named to Law360's 2026 Editorial Advisory Boards
ATLANTA, Georgia, April 7 -- Kilpatrick Townsend and Stockton, a law firm, issued the following news release on April 6, 2026:
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Kilpatrick Attorneys Named to Law360's 2026 Editorial Advisory Boards
Kilpatrick announced today that 10 of the Firm's attorneys have been named to Law360's 2026 Editorial Advisory Boards. Kilpatrick continues to rank among the top firms with the most editorial board members. Members of the editorial advisory board provide feedback on Law360's coverage and expert insight on how best to shape future coverage.
The following attorneys were named editorial advisory
... Show Full Article
ATLANTA, Georgia, April 7 -- Kilpatrick Townsend and Stockton, a law firm, issued the following news release on April 6, 2026:
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Kilpatrick Attorneys Named to Law360's 2026 Editorial Advisory Boards
Kilpatrick announced today that 10 of the Firm's attorneys have been named to Law360's 2026 Editorial Advisory Boards. Kilpatrick continues to rank among the top firms with the most editorial board members. Members of the editorial advisory board provide feedback on Law360's coverage and expert insight on how best to shape future coverage.
The following attorneys were named editorial advisoryboard members:
Carrie Barbee joins Law360's 2026 California Editorial Advisory Board. Ms. Barbee, Office Managing Partner of the Firm's Los Angeles office, focuses her practice on policing and enforcing trademarks and copyrights - through both pre-litigation enforcement and enforcement litigation - for companies across industries, including some of the world's largest technology and consumer products companies. She has designed and implemented intellectual property enforcement programs protecting against all types of copyright and trademark violations, including counterfeiting, gray market, infringement, phishing, hacking, and cybersquatting
Steve Berlin joins Law360's 2026 North Carolina Editorial Advisory Board for the third consecutive year. Office Managing Partner of the Firm's Winston-Salem office, Mr. Berlin has significant experience in several areas of environmental law, including environmental litigation, business transactions involving environmental issues and environmental compliance matters. Since joining the Firm, he has worked in most areas of environmental litigation, both in federal and state courts with an emphasis on private environmental costs recovery actions and representations of potentially responsible parties at Superfund sites and RCRA issues.
Tamara Caldas joins Law360's 2026 Access to Justice Editorial Advisory Board for the third consecutive year. Ms. Caldas heads the Firm's Pro Bono Program and leads the Firm's attorneys in providing pro bono legal services to low-income clients, community groups and nonprofit organizations.
Lauren Ferrante joins Law360's 2026 State & Local Tax Editorial Advisory Board. Ms. Ferrante, Counsel in the Firm's Chicago office, focuses her practice on state and local taxation. She represents clients at all stages of state and local controversy disputes at the audit, administrative, and judicial levels. She also counsels clients on planning, transactional, and compliance matters with respect to various state and local tax issues. In particular, Lauren has extensive experience defending clients against qui tam (False Claims Act) claims filed in the state tax arena.
John Jett joins Law360's 2026 Telecommunications Editorial Advisory Board for the second consecutive year. Mr. Jett, Partner in the Firm's Atlanta office, represents plaintiffs and defendants in commercial and intellectual property litigation before state and federal courts as well as in arbitration. John primarily works with clients operating at the intersection of two or more of the technology, financial, telecommunications, franchising, and entertainment industries.
John Livingston joins Law360's 2026 Real Estate Editorial Advisory Board for the second consecutive year. As Partner in the Firm's Raleigh office, he is leader of the Firm's Real Estate Investment and Development Team and a member of the Firm's Energy Team. He devotes his practice to sustainable development, including mixed-use projects, LEED certified projects, and renewable energy transactions.
Hillary Rightler joins Law360's 2026 White Collar Editorial Advisory Board. Ms. Rightler, based in the Firm's Atlanta office, focuses her practice on white collar criminal defense matters including internal, criminal, and SEC investigations. Hillary has experience representing both individuals and corporations in handling government enforcement issues, including the Foreign Corrupt Practices Act, the False Claims Act (including government contracting and healthcare matters), Civil Investigative Demands, securities fraud allegations, and grand jury investigations.
Rachel Saimons joins Law360's 2026 Native American Editorial Advisory Board for the third consecutive year. Based in the Seattle office, she focuses her practice on litigation, including Native American Affairs and Labor & Employment-related matters. Ms. Saimons has represented tribes and tribal entities in all stages of litigation before state, federal, and tribal courts in a variety of matters.
Burleigh Singleton joins Law360's 2026 Georgia Editorial Advisory Board for the third consecutive year. Mr. Singleton serves as the Managing Partner of the Firm's Atlanta office. He represents clients in a variety of commercial disputes, including commercial real estate matters, transactional/cross-border litigation, partnership disputes, business torts, and contract claims.
Roger Wylie joins Law360's 2026 Washington Editorial Advisory Board for the second consecutive year. Mr. Wylie is the Managing Partner of the Firm. He focuses his practice on patent prosecution and counseling and advises start-up and established corporations, venture investors, and other intellectual property stakeholders on all aspects of patent prosecution and acquisition, counseling, licensing, and litigation.
Learn more at www.ktslaw.com and follow the Firm on LinkedIn for the latest updates.
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Original text here: https://ktslaw.com/en/insights/news/news%20release/2026/3/kilpatrick%20attorneys%20named%20to%20law360s%202026%20editorial%20advisory%20boards
[Category: BizLaw/Legal]
Hanson Bridgett Signs Onto Amicus Brief Supporting Rule of Law and Independence of the Legal Profession
SAN FRANCISCO, California, April 7 -- Hanson Bridgett, a law firm, issued the following news release:
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Hanson Bridgett Signs Onto Amicus Brief Supporting Rule of Law and Independence of the Legal Profession
Hanson Bridgett has joined an amicus brief (https://www.hansonbridgett.com/sites/default/files/2026-04/2026.04.03%20Brief%20of%20Amici%20Curiae%20Law%20Firms%20in%20Support%20of%20Plaintiffs-Appellees%20and%20Affirmance%20with%20Appendix%20A.pdf) filed in the United States Court of Appeals for the District of Columbia Circuit in support of Perkins Coie LLP, Jenner & Block LLP, Wilmer
... Show Full Article
SAN FRANCISCO, California, April 7 -- Hanson Bridgett, a law firm, issued the following news release:
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Hanson Bridgett Signs Onto Amicus Brief Supporting Rule of Law and Independence of the Legal Profession
Hanson Bridgett has joined an amicus brief (https://www.hansonbridgett.com/sites/default/files/2026-04/2026.04.03%20Brief%20of%20Amici%20Curiae%20Law%20Firms%20in%20Support%20of%20Plaintiffs-Appellees%20and%20Affirmance%20with%20Appendix%20A.pdf) filed in the United States Court of Appeals for the District of Columbia Circuit in support of Perkins Coie LLP, Jenner & Block LLP, WilmerCutler Pickering Hale and Dorr LLP, and Susman Godfrey LLP. The brief was submitted in connection with the government's appeals of rulings on executive orders targeting those firms.
Signed by more than 800 law firms nationwide, the amicus brief addresses the broader implications of the appeals for the legal profession. It emphasizes that the justice system depends on lawyers' ability to represent clients without fear of government retaliation, regardless of the client or matter at issue.
The filing highlights the essential role of an independent legal profession in ensuring that courts can fully and fairly consider the issues before them. As the brief explains, lawyers represent a wide range of clients -- including businesses, public agencies, nonprofit organizations, and individuals -- all of whom rely on the impartial administration of justice.
The Executive Orders at issue raise important legal questions for the courts to resolve. Hanson Bridgett is proud to join with hundreds of law firms across the country in contributing to this effort and supporting the principles that underpin the rule of law. This filing follows the firm's participation in a similar amicus brief last year, and reflects our unwavering commitment to the rule of law and the principles fundamental to democracy.
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Original text here: https://www.hansonbridgett.com/news/hanson-bridgett-signs-amicus-brief-supporting-rule-law-and-independence-legal-profession
[Category: BizLaw/Legal]
Dentons Canada and IGNITE Atlantic Partner to Support Entrepreneurs Across Rural Nova Scotia
WASHINGTON, April 7 -- Dentons, a law firm, issued the following news:
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Dentons Canada and IGNITE Atlantic partner to support entrepreneurs across rural Nova Scotia
Dentons, Canada's Global Law Firm, is pleased to announce a new partnership with IGNITE Atlantic to support entrepreneurs and innovators across rural Nova Scotia.
Through this collaboration, Dentons will provide in-kind programming and resources to members of the IGNITE community, helping founders access practical knowledge on key legal and business topics as they grow their ventures.
As part of the partnership, Dentons will
... Show Full Article
WASHINGTON, April 7 -- Dentons, a law firm, issued the following news:
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Dentons Canada and IGNITE Atlantic partner to support entrepreneurs across rural Nova Scotia
Dentons, Canada's Global Law Firm, is pleased to announce a new partnership with IGNITE Atlantic to support entrepreneurs and innovators across rural Nova Scotia.
Through this collaboration, Dentons will provide in-kind programming and resources to members of the IGNITE community, helping founders access practical knowledge on key legal and business topics as they grow their ventures.
As part of the partnership, Dentons willhost monthly "General Counsel Office Hours", offering virtual drop-in sessions where IGNITE entrepreneurs can learn about legal considerations and ask general questions in an informal setting. Dentons will also collaborate with IGNITE on educational webinars and workshops covering topics such as intellectual property, artificial intelligence, privacy, and commercialization strategies.
"Entrepreneurs in rural communities deserve access to the same expertise and opportunities available in larger centres," said Doug Jones, CEO of IGNITE Atlantic. "We're excited to partner with Dentons to provide our founders with valuable insights and educational resources that will help them build and scale their businesses."
In addition to programming, Dentons will provide Founder Series booklets and resources for entrepreneurs at IGNITE locations in Glasgow, Yarmouth, and Cape Breton, further strengthening support available to the region's startup ecosystem. The Firm's Founder Series is a helpful and quick-to-read guide designed to equip founders with the basics needed to identify common legal issues facing startups.
"IGNITE plays a vital role in the startup ecosystem in Nova Scotia and we are excited and proud to be a partner. Empowering rural entrepreneurs isn't just about building businesses - it's about unlocking the potential of entire communities, where one idea can create opportunity and lasting change for generations," said Seema Aggarwal, Atlantic Canada Lead of Dentons' Venture Technology and Emerging Growth Companies team.
The partnership also includes collaborative events, networking opportunities, and shared visibility initiatives that will connect Dentons professionals with entrepreneurs and innovators across the IGNITE network.
Together, IGNITE Atlantic and Dentons aim to strengthen Nova Scotia's innovation ecosystem by ensuring founders have access to the knowledge, connections, and resources they need to succeed.
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About IGNITE Atlantic
IGNITE Atlantic is a rural innovation hub dedicated to building a vibrant ecosystem where entrepreneurs, communities, youth, and industry professionals can collaborate to spark meaningful change and opportunity across rural Nova Scotia. IGNITE operates locations in Glasgow, Yarmouth, and Cape Breton.
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About Dentons
Dentons is Canada's Global Law Firm. The Venture Technology and Emerging Growth Companies group's many prominent national and global rankings, including the latest Top 10 ranking in PitchBook's Q2 2025 Global League Tables for venture capital and M&A deals, reflect the Firm's reputation as Canada's top legal advisor to growth-oriented technology companies - from startup to exit, whether by IPO or mergers and acquisitions - as well as to venture capital investors. Whether you're a startup, founder, investor or technology company, Dentons can help you achieve your business objectives, wherever your ventures take you. Learn more about our leading Venture Technology and Emerging Growth Companies group.
Tap into our unparalleled resources for Canadian startups and emerging growth companies by exploring the Dentons Venture Hub.
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Original text here: https://www.dentons.com/en/about-dentons/news-events-and-awards/news/2026/april/dentons-canada-and-ignite-atlantic-partner-to-support-entrepreneurs-across-rural-nova-scotia
[Category: BizLaw/Legal]
Akin Attorneys Author Bloomberg Law Article Discussing Expected Rulemaking on Prediction Markets
WASHINGTON, April 7 -- Akin Gump, a law firm, issued the following news release:
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Akin Attorneys Author Bloomberg Law Article Discussing Expected Rulemaking on Prediction Markets
Bloomberg Law has published an article titled, "CFTC Wants to Answer the Tough Questions on Prediction Markets" authored by Akin white collar defense & government investigations senior counsel Jack Murphy and associate William Fowkes. The article examines the key issues expected to shape the CFTC's upcoming rulemaking on prediction markets, following its March 12 advance notice of proposed rulemaking.
The authors
... Show Full Article
WASHINGTON, April 7 -- Akin Gump, a law firm, issued the following news release:
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Akin Attorneys Author Bloomberg Law Article Discussing Expected Rulemaking on Prediction Markets
Bloomberg Law has published an article titled, "CFTC Wants to Answer the Tough Questions on Prediction Markets" authored by Akin white collar defense & government investigations senior counsel Jack Murphy and associate William Fowkes. The article examines the key issues expected to shape the CFTC's upcoming rulemaking on prediction markets, following its March 12 advance notice of proposed rulemaking.
The authorshighlight that "as prediction markets grow from a fringe curiosity to an established financial sector, the CFTC is seeking to keep pace. It's asking similar questions regarding fraud and abuse, manipulability, public interest, and regulatory authority."
For the full piece: https://news.bloomberglaw.com/legal-exchange-insights-and-commentary/ctfc-wants-to-answer-the-tough-questions-on-prediction-markets
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People Mentioned in This News
John C. Murphy
Senior Counsel
jmurphy@akingump.com
+1 212.872.8177
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William J. Fowkes
Associate
wfowkes@akingump.com
+1 212.872.1088
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Original text here: https://www.akingump.com/en/insights/media-mentions/akin-attorneys-author-bloomberg-law-article-discussing-expected-rulemaking-on-prediction-markets
[Category: BizLaw/Legal]
