United Kingdom
Information under the Electronic Commerce (EC Directive) Regulations 2002.

Weil, Gotshal & Manges (London) LLP (“Weil London”) is a limited liability partnership registered in England and Wales (registration number: OC400678) and is authorised and regulated by the Solicitors Regulation Authority (“SRA”) with registration number 623206. Weil London is a firm of solicitors, registered foreign lawyers and exempt European lawyers who practise from the following address:

Address: 110 Fetter Lane, London EC4A 1AY, England UK
Telephone: +44 20 7903 1000
Fax: +44 20 7903 0990
E-mail: postmaster@weil.com
VAT Number: 229 8834 63

A list of the names and professional qualifications of the partners is available for inspection at 110 Fetter Lane, London EC4A 1AY.

All solicitors and registered foreign lawyers based in the London are subject to the SRA’s principles and rules of professional conduct which can be viewed on its website at www.sra.org.uk. Lawyers based in the London office who are not admitted as solicitors in England and Wales are subject to regulation by the SRA and the relevant regulatory body in their jurisdiction of admission.

Weil London is not authorised under the Financial Services and Markets Act 2000 but we are in certain circumstances able to offer a limited range of investment services to clients because we are regulated by the SRA and included on a register maintained by the Financial Conduct Authority. We can provide these investment services if they are an incidental part of the professional services we have been engaged to provide.

Complaints: 
Weil London is committed to providing a high quality and efficient service to all of our clients. If, however, you are unhappy about any aspect of a matter that we have handled on your behalf, or about any fees and expenses that we have submitted, you should contact the Matter Partner or your Relationship Partner (if different) who will be happy to discuss your concerns. If your concerns remain unresolved, please contact our London Managing Partner. Please be aware that we operate a formal complaints procedure, a copy of which we will send you on request.

If, for any reason, we are unable to resolve your complaint to your satisfaction, you may be entitled (if you are an individual or small business) to refer it to the Legal Ombudsmen within 6 months of receiving our written response. The Legal Ombudsman may be contacted on 0300 555 0333 or at enquiries@legalombudsman.org.uk. The Legal Ombudsman may deal with your complaint directly or refer it to the SRA. If you object to any invoice rendered by us you may also be entitled to apply to the court to have it assessed under the Solicitors Act 1974.

Alternatively, if your complaint still remains unresolved and you do not wish to submit your complaint to the Legal Ombudsmen, you may be able to submit your complaint via the European Commission’s ODR platform or to other bodies such as ADR Group (http://www.adrgroup.co.uk/) which may be competent to provide an alternative dispute resolution process relating to legal services.

Professional Indemnity Insurance:
Weil London is required to hold professional indemnity insurance. In accordance with the disclosure requirements of The Provision of Services Regulation 2009 our insurer is Lloyds Syndicate, a qualifying insurer for the purposes of the SRA Indemnity Insurance Rules 2013 located at One Lime Street, London, EC3M 7HA. The insurance coverage is for claims brought against the insured entity wherever arising and is therefore not subject to territorial restriction.

Service:
Weil London does not accept service by email of court proceedings, other processes or formal notices of any kind without specific, prior, written agreement.

Diversity:
A summary of London office diversity data is available here.

Gender Pay Gap Report:
At Weil, Gotshal & Manges (London) LLP we welcome the opportunity to report on our gender pay gap.

A commitment to diversity and inclusion has been at the core of our firm since Weil was founded, and we are committed to further promoting gender diversity and equality amongst our workforce. We recognize that an inclusive culture is crucial for how we attract, retain and develop the best talent and we are determined to continue our efforts to reduce our gender pay gap.

To view our full gender pay gap report, please click here.