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Company law

02 December 2010
Issue: 7444 / Categories: Case law , Law digest
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Holland v Revenue and Customs Commissioners and another [2010] UKSC 51, [2010] All ER (D) 255 (Nov)

It was clear from established authority that the circumstances in which a person could be held to be a de facto director for the purposes of the remedy provided for by s 212 of the 1986 Act varied widely from case to case, and was very much a question of fact and degree. All the relevant factors had to be taken into account. The purpose of the section was to impose liability on those who had been in a position to prevent damage to creditors by taking proper steps to protect their interests.

It was, of course, right to bear in mind the interests of the creditors. Their protection lay in the remedies that were available for breach of the fiduciary duty that rested on the shoulder of every director. But the essential point was that for a creditor of the subject company to obtain those remedies the individual had to be shown to have been a director, not just of

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MOVERS & SHAKERS

Muckle LLP—Rachael Chapman

Muckle LLP—Rachael Chapman

Sports, education and charities practice welcomes senior associate

Ellisons—Carla Jones

Ellisons—Carla Jones

Partner and head of commercial litigation joins in Chelmsford

Freeths—Louise Mahon

Freeths—Louise Mahon

Firm strengthens Glasgow corporate practice with partner hire

NEWS
One in five in-house lawyers suffer ‘high’ or ‘severe’ work-related stress, according to a report by global legal body, the Association of Corporate Counsel (ACC)
The Legal Ombudsman’s (LeO’s) plea for a budget increase has been rejected by the Law Society and accepted only ‘with reluctance’ by conveyancers
Overcrowded prisons, mental health hospitals and immigration centres are failing to meet international and domestic human rights standards, the National Preventive Mechanism (NPM) has warned
Two speedier and more streamlined qualification routes have been launched for probate and conveyancing professionals
Workplace stress was a contributing factor in almost one in eight cases before the employment tribunal last year, indicating its endemic grip on the UK workplace
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