Please sign in with your existing account details.
Register to access exclusive content, sign up to receive our updates and personalise your experience on brownejacobson.com.
Privacy statement - Terms and conditions
Forgotten your password?
You have exceeded the maximum number of login attempts for this email address and your account has been locked. An email has been sent to member of Browne Jacobson's web team and some one will be contacting you over the next two working days with details of how to change your password.
Are you sure you want to remove this item from you pinned content?
In the case of Global Draw Ltd v IGT-UK Group Ltd the Commercial Court refused an application for summary judgment on the grounds that the application required the court to decide on a number of factual matters which could not be determined without a trial.
The case arose in the context of a share purchase agreement (SPA) pursuant to which the claimant was to purchase the entire share capital of the defendant. As part of the SPA the defendant agreed to indemnify the claimant in respect of two ongoing claims the defendant was party to in Italy.
Following completion of the SPA a dispute arose between the parties as to the extent of the indemnities, the claimant believing that its entitlement to the indemnity was a matter of interpretation and to which the defendant had no defence.
The Commercial Court did not agree with the claimant’s position, finding that as this dispute required determination of wider factual issues it could not be resolved on summary judgment; demonstrating that a successful summary judgment application cannot involve factual issues which need to be resolved.
As has been widely reported this week, some 3,000 UK workers are taking part in a six month trial to assess the viability of a four-day working week without any reduction in their normal pay.
View blog
The Employment Appeal Tribunal (EAT) decision in the case of Warburton v The Chief Constable.
Restrictive covenants are widely recognised as a complex area of employment law that is of key importance to many organisations. However more recently, they have become a hot topic with the Government launching their consultation.
In Nissan v Passi, the High Court recently considered the issue of an employee retaining confidential documents belonging to his former employer in the context of the employer’s application for an injunction seeking the return of such documents from the employee.
Select which mailings you would like to receive from us.
Sign up