Pramod Thomas is a senior correspondent with Asian Media Group since 2020, bringing 19 years of journalism experience across business, politics, sports, communities, and international relations. His career spans both traditional and digital media platforms, with eight years specifically focused on digital journalism. This blend of experience positions him well to navigate the evolving media landscape and deliver content across various formats. He has worked with national and international media organisations, giving him a broad perspective on global news trends and reporting standards.
FUGITIVE businessman Nirav Modi on Tuesday (22) lost his appeal against extradition to India in a UK High Court.
On April 15, UK Home Secretary Priti Patel approved Modi’s extradition to India in the estimated $2 billion Punjab National Bank (PNB) scam case.
In February, the Westminster Magistrates’ Court in the UK had ordered that the fugitive diamond merchant can be extradited to India to face trial.
Modi was arrested on March 19, 2019, and has been lodged in London’s Wandsworth jail.
Modi had approached the High Court to determine if there are any grounds for appeal against Patel’s decision or the Westminster Magistrates’ Court order. However, the UK High Court dismissed the appeal on paper, reported the PTI.
According to the report, Modi has only five business days to apply for the oral hearing, giving him time until next week.
If the oral submission is rejected, he will have no legal remedies left in the UK. The fugitive businessman, however, can still approach the European Human Rights court, media reports said.
In his February ruling, District Judge Samuel Goozee had said he was satisfied that Modi’s extradition to India was in compliance with human rights. “There is no evidence that if extradited Nirav Modi will not get justice.”
The judge added that prima facie there was a money laundering case against him. “I am satisfied again that there is evidence he could be convicted,” he said.
Modi is facing two sets of criminal proceedings. The Central Bureau of Investigation (CBI) case relates to the large-scale fraud upon PNB through the fraudulent obtaining of “Letters of Undertaking”, while the Enforcement Directorate is investigating the laundering of the proceeds of that fraud.
He also faces two additional charges of “causing the disappearance of evidence” and intimidating witnesses or criminal intimidation to cause death added to the CBI case.
Throughout the proceedings of the case, Modi has denied the charges and opposed the efforts to extradite him from Britain to India. But his multiple attempts at seeking bail was repeatedly turned down as he was deemed a flight risk.
There is still some way to go before Modi can be moved from Wandsworth Prison in London to Barrack 12 Arthur Road Jail in Mumbai and face trial in India as in the case of former Kingfisher Airlines chief Vijay Mallya.
Mallya remains on bail in the UK while a 'confidential' matter, believed to relate to an asylum request, is resolved, the report added.
Everywhen’s Menopause & Menstruation Support Group won the Network of Networks award for promoting inclusivity across all employee life stages.
Centrica’s + Network, Virgin Media O2, and other organisations were recognised for pioneering initiatives supporting gender, ethnicity, LGBTQIA, family, and well-being inclusion.
Leadership awards celebrated individuals driving cultural change, including Luke Martin, Rosie Whitfield, Jacquline Alcindor, and Tiernan Brady
Championing inclusion
The Employee Network Awards 2025, hosted by MP Dawn Butler and sponsored by Haleon, celebrated the nation’s leading diversity and inclusion initiatives on Wednesday (1) at the London Hilton on Park Lane. The ceremony recognised networks and leaders championing meaningful change in their organisations.
Everywhen’s Menopause & Menstruation Support Group won the Network of Networks award, the evening’s highest honour, recognised for creating inclusive workplaces that support employees at every stage of their working lives.
Other major winners demonstrated the breadth of inclusion work across sectors. Centrica’s + Network won Best Network Initiative of the Year for its pioneering Transgender Inclusion Policy. Nina Goswami from Clifford Chance received the Network Inspirational Role Model of the Year award for championing cultural change across law.
The University of Wolverhampton’s Disabled Staff Network won Outstanding Ability Network of the Year, while EDF (UK)’s Young Professionals Network received Outstanding Employee Network of the Year.
Sky UK’s Parents & Carers@Sky won Outstanding Family Network of the Year and Entain’s BeYou@Entain took the Outstanding LGBTQIA Network title. Virgin Media O2’s Enrich Network won Outstanding Ethnicity Network of the Year, Heathrow Airport’s Altitude Network received Outstanding Women’s Network of the Year, and HSBC Innovation Banking UK’s Well-being Employee Resource Group was named Outstanding New Network.
Simon Blake, George Bleasdale, Jacquie Lawrence, Jude Guaitamacchi, Linda Riley (Founder), Dawn Butler MP, Jennifer Stoute, Sarah Campbell, Kara Smith, Chizzy Akudolu
Empowering leaders
Leadership recognition also featured prominently. Luke Martin and Rosie Whitfield from Virgin Media O2 won Outstanding Network Lead of the Year. Jacquline Alcindor from L&G received Outstanding Executive Sponsor of the Year, while Tiernan Brady from Clifford Chance won Head of Diversity of the Year.
Linda Riley, founder of the Employee Network Awards, said: “It’s inspiring to see so many networks and individuals pushing for real change. Their creativity, dedication, and leadership show that supporting employees makes workplaces stronger, fairer, and more innovative.”
The awards recognise how employee resource groups strengthen workplace cultures by bringing together diverse voices and perspectives across age, gender, ethnicity, sexuality, disability, and other characteristics.
Speaking at the event, Claire Dickson, Chief Digital & Technology Officer and executive sponsor of Haleon’s Pride ERG, emphasised the importance of these networks. “Employee networks can really shine by providing safe spaces for constructive dialogue, challenging the status quo, and driving new initiatives to effect change,” she said.
By creating inclusive environments, organisations report stronger business performance better customer relationships making workplace inclusion essential for success.
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