Business news

Corporate lawyer Scott Sands, a partner at leading Manchester law firm George Davies, advised the founders of Salford based Tutors Direct Limited (Tute) on a multi million pound investment that it has received from travel group Holidaybreak.

In the case of Seldon v Clarkson Wright and Jakes (a Partnership), the Supreme Court has today decided that although a compulsory retirement age contained in a deed of partnership is directly discriminatory, it is possible to justify it.

A HR Manager's week can be varied! We look at managing issues including poor performance, long term absence and internet abuse in a week from hell!

The property team at leading North West law firm George Davies is up against national practices Addleshaw Goddard and DWF for the Property Law Firm of the Year award at this year’s Insider North West Property Awards.

A recent case (Raithatha v Williamson) has made a significant change to the way that pension funds can be dealt with in bankruptcy.

Leading Manchester law firm George Davies Solicitors LLP acted for national insolvency specialists Begbies Traynor in the pre-pack sale of Bolton-based concrete supplier Barcon Precast.

Internet giant wins judgement saying it cannot be held liable for postings on its sites. Courts are refusing to hold internet service providers liable for potentially libellous comments posted on their sites, leaving individuals to fight their own battles.

As Lord Justice Jackson calls for a culture change in dispute resolution to encompass more ADR and less recourse to the courts, we examine below how best to achieve a result using alternative dispute resolution.

Following the Budget on Wednesday 21st March 2012, there has been much debate on what it all means for the property market. We have summarised the key points below including mansion taxes, carbon reduction, planning reform and empty property rates relief.

Like Wayne Rooney, everyone has the right to reap the benefits of their career success, and employers cannot stall the progress of key employees by imposing conditions after someone moves on – it’s got to be in their contract, and even so any restriction has to be reasonable.