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Property: What are Promotion Agreements for Developers and Landowners?

 

Promotion Agreements

Under the terms of a Promotion Agreement, a Developer (“Promoter”) agrees to promote the Landowner’s Land through the planning process, in order to ultimately secure planning permission and the subsequent sale of the Land to a Third Party. The Landowner will be compelled to sell the promoted Land to the Third Party, and the net proceeds from the sale will be split between the Landowner and the Promoter in accordance with the proportions agreed within the Promotion Agreement.  The benefit of this type of agreement is that the Landowner has somebody with the right experience and knowledge to promote the Land and assist in achieving its highest value, whilst the Promoter benefits from being able to promote the land and obtain a future financial gain, without having the financial burden of purchasing the Land themselves.

Things to consider when negotiating a Promotion Agreement

Whilst a Promotion Agreement appears to be mutually beneficial to both the Landowner and the Promoter, there are many factors that must be considered when negotiating a Promotion Agreement, such as:


Promotion Costs

  • Who shall bear the costs of the planning applications and all other costs involved in promoting the land?

  • Landowners will often seek to cap these costs.


Promotion Period

  • This is particularly relevant for the Landowner, as during this period they will not be permitted to dispose of the Land to anybody else and would therefore not want to be tied into an overly long promotion period.


How the Land should be Promoted

  • Both the Landowner and Promoter should discuss whether it is most beneficial to promote the Land as one piece to be sold to a single purchaser, or whether it would be financially beneficial to split the Land up and deal with multiple purchasers.

  • The Landowner and Promoter should also discuss the level of input that the Landowner shall have in the promoting of the Land, especially in relation to any planning appeals or conditions that are attached to any planning applications.


The Land to be sold

  • The Landowner may wish to retain a parcel of land for their own use, or a ransom strip to prohibit any future development. The Landowner and Promoter should discuss the extend of the Land to be sold in detail, and ensure that this is made clear in the Promotion Agreement.

Sales

  • A prudent Landowner would consider any necessary safeguards to a sale, including a minimum price that must be achieved for them to be legally compelled to sell the Land to the Third Party.

  • The Landowner and Promoter should also discuss which agent which will acting on the sale of the Land to the Third Party.

 

How the Sales Proceeds shall be Divided

  • Typically, the sales proceeds will be divided between the Landowner and the Promoter as a percentage, with the Promoter also being reimbursed for their promotion costs too.

  • If the Promoter is to not be repaid for their promotion costs, they will often seek to be entitled to a slightly higher percentage of the sales proceeds.

 

Key Points

When considering entering into a Promotion Agreement, it is imperative that both parties obtain the correct advice from the outset of the transaction – including the tax implications of entering into the Agreement. 

Our Commercial Team is able to work on the transaction alongside fellow professionals and will structure the transaction in the best way possible to suit your needs. If you are considering entering into a Promotion Agreement, get in contact with our Commercial Team today.

Contact Us here for more information or assistance

Dylan Mann
Dylan Mann, Commercial Property
Lawson West Solicitors, Leicester

Our lawyers have years of experience dealing with Promotion Agreements and work closely with other professionals to make sure the transaction is structured in the best possible way for Landowner or Developer. 

Commercial team Jan 2023

This article is not intended to be legal advice and cannot be relied upon or applied to any set of circumstances. For further guidance, please contact Lawson West Solicitors Limited.

1st Feb – One-Day Strike for HM Land Registry

The Public and Commercial Services Union (PCS) announced on 11 January that its executive committee had agreed to call a one-day strike on 1 February of all members in employers where the turnout passed the 50% threshold required by law for action. See list of voting turnout

The list of departments that reached the 50% threshold and voted for strike action include Land Registry, Serious Fraud Office, Legal Aid Agency, Government Legal Department, Parole Board, Youth Justice Board and Courts and Tribunals Judiciary.

PCS said the strike will be the largest civil service strike for years, with 100,000 members expected on picket lines.

The PCS said in a statement:

“As the cost-of-living crisis worsens, with inflation at nearly 11%, members are saying they’ve had enough of being treated appallingly.

“Our campaign is for a 10% pay rise, pensions justice, job security and no cuts in redundancy terms.”

More here

This week, on 24th January, the PCS further announced “No Resolution” to strike action unless their pay and working conditions were addressed. 

“PCS has today written to Cabinet Office minister Jeremy Quin to say there will be no resolution to the current industrial action unless the government addresses this year’s pay crisis.”

 

Consultation for Holiday Pay Entitlement – ends 9th March

The employment law Supreme Court ruling

There has been a lot of debate and discussions around the Supreme Court’s Judgment in the matter of Harpur Trust -v- Brazel and the effect that it has had on employers to calculate a part time worker’s calculation for annual leave. 

Employment lawyers and HR representatives have been trying to get their heads around what the ruling Harpur Trust -v- Brazel has meant for calculating holiday pay and making changes where necessary within the business to reflect the decision of the Supreme Court.

Government Consultation – employment law & holiday pay

The Government has now commenced a consultation to review how holiday entitlement is calculated for part-year workers and workers with irrgular hours. The consultation is to remain open until the 9th March 2023 and is designed to provide some clarity on holiday entitlement which has become extremely confusing and complex area of employment law leaving many employers crying out for certainty as to how to calculate holiday entitlement for those in their workforce.

The aim of this consultation is to make it clearer and simpler to calculate holiday entitlement which is both fair to both the employers and the workers.

This proposed method will ensure that holiday entitlement is calculated not only consistently for workers with irregular hours, but such workers will not receive a disproportionate amount of holiday entitlement when considering the hours they have worked which was a criticism of the findings of Harpur Trust -v- Brazel. 

So the new method proposed by the Government would see a reversion back to the 12.07 % calculation that was previously employed within many businesses in respect of part tier workers/workers with irregular hours.   

This proposal is to allow workers a ‘fixed pot’ of holiday entitlement based on the 12.07% hours worked in the previous 52 weeks (weeks where no work has been undertaken will still be taken into account within this 52 week period).

This method would not work during the first year of employment and the Government has therefore proposed an alternative method used during the first year where holiday entitlement is calculated at the end of each month based on the 12.07% of the hours worked within that month.

Irregular Hours

The proposals also look at how to address a day’s leave is calculated for those that work irregular hours. The rational behind the consultation is to enable both employers and workers to provide feedback on this proposed method for calculating the holidays entitlement.

 

Full details of the Consultation – where you can have your say – can be found <here>

 

Vaishali Thakerar

Vaishali Thakerar, Director & Employment Solicitor
Lawson West Solicitors, Leicester

“This Consultation is important because there are so many types of employment contract for casual workers, part-time workers, part-year and seasonal workers that makes the calculation of holiday pay entitlement very difficult. The findings will help to shape future employment regulations and provide valuable clarity for employers.”

Discrimination at Work due to Marital Status…

What constitutes Direct Discrimination in the law?

With regards to the Equality Act 2010 it is unlawful for a person to treat those with ‘protective characteristics’ less favourably than they would treat others.

There are nine protective characteristics:

  • Age

  • Race

  • Disability

  • Gender re-assignment

  • Marriage and Civil partnership

  • Pregnancy

  • Maternity

  • Religion or belief

  • Sexual orientation

Reported cases with regards to marriage and civil partnership discrimination are rare and is overlooked as a protected characteristic.

Vaishali Thakerar of Lawson West Solicitors explores the reason Employment Appeal Tribunal case of Ellis -v- Bacon and Advances Fire Solutions Limited which is a useful reminder of this application and narrow scope.

FACTS

Ms Bacon joined Advance Fire Solutions Limited as a bookkeeper in 2005 and she later married Jonathan Bacon, the Managing Director and majority shareholder and became a director and shareholder herself. 

Mr Ellis then became Managing Director in 2017 Jonathon Bacon continued to be a majority shareholder.  That year Ms Bacon commenced divorce proceedings against Jonathan Bacon.  As a part of this proceedings Jonathan Bacon made false accusations against her that she had misused company IT.  Due to these allegations Miss Bacon was subjected to unfair treatment suspended and ultimately dismissed by Mr Ellis.  Ms Bacon raised an Employment Tribunal claim for unfair dismissal and unlawful discrimination on the grounds of her marital status.

TRIBUNAL DECISION

The Tribunal found that Mr Ellis had sided with Jonathan Bacon in their marital dispute which was a factor in dismissing Ms Bacon.  The Employment Tribunal concluded that Mr Ellis had distanced himself from Ms Bacon following her separation from Jonahtan Bacon and that she was unlawfully discriminated against on the grounds of her marital status.  Mr Ellis then appealed the Tribunal’s decision.

EAT DECISION

The Employment Appeals Tribunal allowed the Appeal and found that the Employment Tribunal had focused on Ms Bacon’s marriage to Jonathan Bacon rather than the fact that she was married.  The questions for the Employment Tribunal is whether the unmarried woman whose circumstances or otherwise are the same as hers i.e. being in a close relationship with Mr Bacon would have been treated differently which was not satisfied.

 

THE IMPLICATIONS OF THIS DECISION

Vaishali Thakerar

Vaishali Thakerar, Director & Employment Solicitor
Lawson West Solicitors, Leicester

“This case reminds us that the question to ask in marital status discrimination claims is whether the individual was treated unfavourably due to the marital status in isolation not because they were married to a particular person.

It is very common in employment disputes where emotions, relationships and families are involved that the waters become muddied. Employers should be satisfied that the risk of a claim and associated management time and financial costs required to deal with these still exists.”

If you are an employee who feels that you have been discriminated against due to your marital status then please Contact Us. We’re here to help and advise you in your employment matter.