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Trinity Business School has announced it will launch a new MSc Responsible Business & Sustainability programme. As the demand for ethical leadership continues to grow, this new programme will give students the understanding and skillset needed to meet the challenges of building a sustainable future for business and society. The one-year, full-time course will embody Trinity’s commitment to “Transforming Business for Good” by combining cutting-edge insights from business ethics, sustainability, as well as management and organisational science. Participants will be prepared to pursue careers in leadership positions with responsibilities across several areas, such as CSR, corporate sustainability, ESG, business and human rights, and more. The programme will offer 8 core modules – covering subjects such as Sustainable Corporate Governance, ESG-Reporting and Climate Action – and a dissertation that allows students to work on current challenges of responsible and sustainable business either in the form of an individual research dissertation, or in small groups for a student consulting project with a company, civil society or public sector organisation. Partnering with organisations within industry and academia, Trinity’s MSc in Responsible Business & Sustainability will afford students the chance to also learn from leading practitioners and academic experts. The programme has a balanced curriculum that covers the core dimensions of responsible business and sustainability, the choice of a research dissertation or collaborative project, and access to expertise within industry and academia beyond Trinity Business School. Dr Maximilian Schormair, Director of the MSc in Responsible Business & Sustainability at Trinity Business School, says: "The MSc in Responsible Business and Sustainability is the ultimate expression of Trinity Business School’s ‘Transforming Business for Good’ strategy. Through its research-driven and impact-oriented approach, this programme aims to enable future business leaders to drive forward responsible and sustainable business practices." "We firmly believe that business and society at large are in urgent need of graduates with the necessary skills and expertise to advance the sustainability transformation. We are excited to welcome the global business leaders of the future and empower them to make an impactful career.” Professor Laurent Muzellec, Dean of Trinity Business School adds: "Today marks a significant milestone for Trinity Business School as we unveil our new MSc in Responsible Business and Sustainability. This innovative programme reflects our commitment to shaping future global business leaders who will champion responsible and sustainable business practices. Our curriculum, informed by industry insights and academic excellence, will enable our students to make a real difference both in society and for the environment." "Trinity Business School is launching the MSc Responsible Business & Sustainability because we firmly believe that business and society at large are in urgent need of graduates with the necessary skills and expertise to advance the sustainability transformation." For this programme, Trinity welcome applicants from a variety of academic disciplines. However, those applying to study on MSc Responsible Business & Sustainability without an undergraduate degree in a related subject – such as business, management, engineering natural sciences, political science and humanities – are asked to demonstrate a clear motivation for their interest in business and/or some relevant practical experience. The first class of the MSc Responsible Business & Sustainability will take place in September 2024, with applications closing for the first cohort closing on 31st July 2024. You can find out more about the MSc Responsible Business & Sustainability here .

Bitcoin, introduced in 2009 by an individual or group using the pseudonym Satoshi Nakamoto, has revolutionized the landscape of digital currencies and financial transactions. It operates on a decentralised peer-to-peer network, utilising blockchain technology to enable secure and transparent transactions without the need for intermediaries like banks. One key feature of Bitcoin is that it aims to curb inflation and mimic the scarcity of precious metals like gold. This scarcity contributes to its appeal as a store of value, akin to digital gold, attracting investors seeking an alternative asset class. The blockchain, a public ledger that records all transactions, ensures transparency and security. Each transaction is verified by a network of computers (miners) through complex cryptographic processes, making it nearly impossible to alter past transactions. This immutability enhances trust in the system and reduces the risk of fraud. Despite its revolutionary potential, Bitcoin faces challenges and criticisms. One major concern is its volatility, with prices experiencing significant fluctuations. Critics argue that this volatility hinders its viability as a stable currency for everyday transactions. Additionally, concerns about energy consumption related to Bitcoin mining have sparked debates regarding its environmental impact. Governments worldwide grapple with how to regulate and integrate Bitcoin into existing financial systems. Some see it as a disruptive force challenging traditional banking, while others view it as an opportunity for financial innovation and inclusion. The regulatory landscape continues to evolve, shaping the future of cryptocurrencies and their role in the global economy. Bitcoin has also paved the way for the development of numerous altcoins and blockchain projects, each with its unique features and use cases. These include smart contracts, decentralized finance (DeFi), and non-fungible tokens (NFTs), expanding the possibilities beyond simple peer-to-peer transactions. In conclusion, Bitcoin stands as a groundbreaking innovation, challenging conventional notions of currency and finance. Its decentralized nature, limited supply, and blockchain technology offer a glimpse into the potential future of a more inclusive and transparent financial system. However, challenges such as volatility and regulatory uncertainty persist, leaving the long-term trajectory of Bitcoin and the broader cryptocurrency landscape uncertain.

The CEO Trust Test – 35% of professionals in UK and Ireland would rethink accepting a job offer based on a company’s CEO – even if they ‘liked’ their line manager – with a further 15% stating that they would outright decline a job offer based on who the CEO is. The findings come from new research from specialist recruitment firm Robert Walters – unveiling the significant role CEOs and leaders are having on workplaces and professionals in the UK and Ireland. According to the poll of 2,000 white-collar professionals, over a third (38%) do not trust the leaders of their organisation to do what is right. Key Findings: 50% would rethink or reject a job offer based on the company’s Chief Exec 38% do not trust the leader of their company to ‘do what is right’ Almost half say that hidden agendas & playing into corporate politics are the primary factors leading to distrust in leadership 48% feel CEO’s and leaders have the biggest impact on workplace culture 2 in 5 feel the biggest value CEOs bring is the ability to ‘lead by example’ Chris Poole, Managing Director of Robert Walters UK, comments: “Over the last 18 months, the profile of the CEO - and leaders in general - has definitely been raised, and this can be seen across the board right through to government officials, celebrities, and influencers." “Anyone who has a significant ‘voice’ is feeling the pressure to use it wisely – and increasingly are expected to comment or provide a perspective on a host of different issues. With this ‘voice’ comes judgement – and our polls showcase that prospective employees are in fact making career decisions based on a CEO’s opinion, or lack of." CEO Front & Centre According to the Robert Walters poll, almost half of professionals feel that the CEO has the biggest impact on a company’s culture (48%) – with a further third (35%) stating mid-management are just as influential. Interestingly just 17% feel that it is the overall employees of an organisation that have an influence of the workplace culture. Testament to this, is the recent news of Sam Altman – CEO of research company OpenAI - being fired by the company’s board and reinstated in less than a week. According to reports, the change of heart by the board was in part driven by an employee-led threat of mass resignations. Chris adds: “We only have to look at examples such as OpenAI, or even the recent government cabinet reshuffle, to see the influence that senior leadership has on whether people even want to work for the organisation. Increasingly CEO and senior leaders will play a crucial role in turnover, attraction, and retention rates.” The Key To CEO Success Further to findings, two fifths (41%) of professionals believe that CEOs who ‘lead by example’ bring the most value to a company – whilst a quarter put CEO success down to being empathetic and a good listener. Just over a fifth feel that being decisive and taking advice where needed is the key to winning people in the company over. Chris adds: “Increasingly we are finding that professionals want to know that the leaders sitting at the helm of major companies know what they are doing and can lead with confidence and conviction – as well as maintain an empathetic and listening ear to their employees, and even wider society." “It’s all about being in-touch with the people around you, having a diverse team, and hearing a host of different opinions and mediating on the single best solution to any problems that may arise. No matter how experienced a leader may be – they should never assume they have all the answers.” The Solution: Two-Way Trust The 2022 Edelman Trust Barometer found that out of the 71% of employees who felt trusted by their CEO, 87% trusted their CEO in return – whilst the 29% of professionals who didn’t feel trusted by their CEO, only 27% trusted their CEO. Chris comments: “There are many ways employees develop trust with their CEOs – things like feeling that their opinions are valued, they can express their views and see how they are recognised as well as feeling some involvement or are least aware of the decisions being made.” Unsurprising results from the poll found that the two most common factors that led to employees distrusting CEOs was leaders having a ‘hidden agenda and playing into corporate politics’ (48%), and those who delivered unclear & inconsistent messages (31%). Other factors that led to employees to distrusting were CEOs who lacked a strong voice (14%) – whilst only 6% were led to doubts over a negative reputation. Chris comments: “The blueprint for building trust is clear – employees want leaders who are transparent and good communicators who maintain a strong, consistent voice. Who aren’t afraid to play an active role in creating a positive culture." “Reputation, surprisingly, trails behind these other qualities. Showing it’s not always about trying to have the popular opinion."

A Caithness reindeer centre has successfully opened its doors after its director accessed expert support and guidance from Business Gateway, Scotland’s national business advisory service. Lichen Caithness is home to Sven, Levvi and Mr Antlers, who are the UK’s most northerly reindeer. The furry residents are the stars of the centre’s daily reindeer experiences, which give visitors the chance to learn about the reindeer habitat, food sources, and climate-specific adaptations. Visitors to the centre can also feed the hoofed inhabitants with reindeer moss, as well as being able to enjoy a deluxe hot chocolate with marshmallows toasted over a fire or in a Nordic-style Kota hut. With no other competitors in the far North of Scotland, husband-and-wife, Chris and Elizabeth Irwin, spotted an opportunity to open a reindeer centre after considering the idea for almost 20 years. They approached Business Gateway in June 2023 with a vision to bring the animals to the local area. The duo accessed a suite of Business Gateway’s start-up support, including one-to-one guidance from a dedicated business adviser, as well as advice on their business plan, marketing, and funding. Business Gateway Highland assisted the couple with the Highland Council’s Business Growth Grant and the Caithness Business Fund, which gave them a solid foundation to get the business off the ground. Through Business Gateway, Chris and Elizabeth also received digital support, which helped them develop a strong social media strategy. Since officially launching on Facebook in June, the centre’s followers have grown to 1,700, with their social posts reaching around 35,000 people per month. Since opening in August, Lichen Caithness has welcomed a large number of visitors, including both locals and tourists. The team has forged links with a popular hotelier on the NC500 route, which has contributed to their visitor numbers increasing steadily as word continues to spread about the centre. The team are now preparing for what they expect to be a very busy festive season. Chris Irwin, Director, said: “Both the support from Business Gateway and the start-up grant have benefitted us massively. We’ll continue to work with local providers to promote our beautiful centre, and we look forward to continuing to work with Business Gateway as the business continues to grow.” Jennifer Irvine, Business Gateway adviser, said: “It’s been fantastic to support Chris and Elizabeth this year, and to see just how well received the reindeer centre has been with locals and tourists alike. Like many others, I’m very much looking forward to visiting the beautiful reindeer this Christmas and in years to come.” To find out how Business Gateway could help your business, visit their website here

After more than a century on the seabed, the secrets of a German submarine have been revealed in new detail by University of Dundee experts. UC-71 struck fear into seafarers throughout World War One after sinking more than 60 ships during her reign of terror in the North Sea. However, after meeting her own watery grave in the aftermath of the conflict, questions have remained as to how this killer machine met her fate, including claims that she had been deliberately scuttled. Utilising world-leading expertise and state of the art technology, Professor Chris Rowland, an expert in the 3D visualisation of underwater environments at Dundee’s Duncan of Jordanstone College of Art & Design, and Professor Kari Hyttinen, an expert in Communication Design, believe they can confirm what happened to the vessel moments before it disappeared beneath the waves for the final time. “Hatches are certainly open across the submarine, which corroborates the claim that it was deliberately sunk,” says Professor Rowland. “It is possible, however, that divers may have visited the wreck before it was protected. Indeed, it is highly likely that divers may even have been inside the sub, though this would be exceptionally dangerous. “But given what we know and from the physical evidence witnessed when we were down there and from our imagery, it is likely that the boat was sunk deliberately.” Launched into action in November 1916, UC-71 conducted 19 enemy patrols, sinking 61 civilian ships throughout the conflict, via either torpedo or mines. Following the signing of the Armistice on 11 November 1918, the vessel, like others in the German Navy was to be turned over to the Allies. However, on 20 February 1919, as UC-71 headed for the UK from its homeland, the submarine sunk off the German Archipelago of Helgoland. A telegram from its captain cited bad weather and high waves as the cause. It came to rest 22 metres below the surface, where it remains to this day. Professor Rowland worked with Florian Huber, underwater archaeologist with scientific diving company Submaris, to visit the wreck site off the German archipelago. Using state of the art camera and lighting equipment, he was able to capture the stricken sub in unprecedented levels of detail. The full reconstructions are produced using a process called photogrammetry, with sophisticated software and powerful computers working to create the highly detailed 3D renders. High intensity lights allowed the team to traverse the wreck site, shooting both still images and video to produce a sequence of overlapping images. Capturing the 50-metre vessel took place over four, hour-long dives, with thousands of images taken. “It was a flat seabed without too much silt, which made the process of capturing the wreck fairly easy,” said Chris, who has previously surveyed the wreck of HMS Royal Oak. “Indeed, compared to some of the wrecks near Orkney it was a walk in the park. It feels like we’re making a portrait and while we’re using sophisticated cameras, it’s not vastly different from using an iPhone. People watching us say it looks like underwater synchronised swimming and I suppose it is. We try to keep the same distance apart and travel at the same speeds to ensure we have an accurate picture of the vessel.” Interest in UC-71 was revived recently following the publication of a diary entry from the ship’s Engineer. It sparked the claim that the ship had been deliberately scuttled, with an entry stating, “No Englishman should step on the boat. That was the will of the crew, and they achieved it." Previous visits to the wreck site have, with permission, seen the boat’s net cutter returned to the surface, as well as extensive charting of its final resting place on the seabed. However, these new 3D images are the most detailed of UC-71 to date and provide a fascinating insight into the final moments of the boat. As one of the few World War One-era wrecks in a good state of preservation, it is considered a site of outstanding significance and is legally protected to deter potential trophy hunters. Asked about the importance of the wreck, Professor Rowland added, “This wreck is different from many others because it was sunk by an act of defiance, not an act of war. While the conflict may have been declared over, for those who sailed on submarines such as UC-71 there was still a tremendous sense of loyalty to their crew, their boat, and their nation." “I’ve spoken with navy veterans in the past and they have asked me why we put these images together, particularly on wrecks where people have died. For me, the answer is not always about the vessels, but for those who were onboard." “While nobody died in this sinking, UC-71 is associated with a great loss of life at sea. By capturing this particular wreck we are able to capture a moment in time that allows us not only to study this single act, but also serves to remind us of those who lives were claimed by the vessel during the hostilities.” With the wreck site now comprehensively mapped, there are plans for a two-metre, 3D model of the wreck to be produced using the Dundee imagery, that will sit alongside the crew member’s journal at a museum on Helgoland. Photo Credit: Prof. Chris Rowland/Prof. Kari Hyttinen/University of Dundee

Brexit has made working for non-UK clients more difficult for contractors with more than one in three reporting issues, new research from Workwell shows. The study by Workwell & IPSE found non-UK business makes up a substantial part of business for contractors. Around 27% questioned say they do some work for clients based outside the UK. Around 35% say this has become more difficult since Brexit, according to the study. Despite the potential issues, around one in 10 (9%) contractors questioned said they are considering moving abroad to work with the potential to earn more the biggest motivator for moving alongside concerns about domestic issues. Around 38% of those who are considering working as contractors abroad say they can earn more. The same number are considering moving because of worries about the UK crime rate while 25% blame the relatively poor performance of the UK economy and the cost of living crisis. Workwell collaborated with IPSE, a community of over 35,000 self-employed people in conducting the research. Chris Mollan, Head of Accountancy Services at Workwell said: “Working for non-UK clients makes up a substantial part of the UK contracting market with more than a quarter of contractors working for some clients based abroad and many contractors considering working overseas." “Those contractors who are already working abroad or are considering this, and those with clients based overseas, need expert support on accountancy and tax in order to make sure their business runs smoothly." “The numbers of contractors who have run into problems post-Brexit underlines the need for planning and advice.” Workwell’s award-winning accountancy service is designed to help contractors, freelancers and business owners to manage their business easily and tax-efficiently. Clients are supported by their own dedicated accountant and have online accounting to access and manage their accounts easily, from anywhere. It also provides umbrella company solutions for contractors. Workwell enables businesses in the UK and overseas to more easily and compliantly benefit from flexible workforces. Its services for recruiters and end hirers are designed to take away the risk, hassle and complexity of contingent labour supply.

The tradition of decorating a Christmas tree has deep historical roots and has evolved into a widely embraced symbol of the holiday season. Originating in 16th-century Germany, the custom of bringing evergreen trees into homes gained popularity as a symbol of life amid winter's dormancy. Over time, this tradition spread across Europe and eventually made its way to various parts of the world. The significance of the Christmas tree lies in its evergreen nature, symbolising resilience and the continuity of life even in the coldest months. As families gather to adorn the tree with ornaments, lights, and a tree topper, they engage in a shared ritual that fosters a sense of togetherness and joy. The act of decorating the Christmas tree is often accompanied by cherished family traditions, such as playing festive music, sipping hot cocoa or a glass of champagne, and reminiscing about holidays past. The ornaments adorning the tree hold special meaning for many families. Passed down through generations or collected over the years, these decorations often reflect personal memories and traditions. Whether handmade or store-bought, each ornament contributes to the unique story of a family's holiday celebrations. The twinkling lights strung around the tree are not merely a dazzling spectacle; they also carry symbolic significance. In the context of Christmas, lights represent the hope and joy associated with the season. The warm glow of the lights evokes a sense of comfort and nostalgia, creating a festive ambiance that transforms homes into cosy sanctuaries during the winter holidays. The tradition of placing a star or an angel atop the Christmas tree serves as a reminder of the biblical origins of Christmas. For Christians, the star represents the Star of Bethlehem, guiding the Magi to the birthplace of Jesus. Alternatively, an angel symbolises the divine message of peace and goodwill, a central theme of the Christmas narrative. In contemporary times, the Christmas tree has become a global symbol transcending cultural and religious boundaries. While the specific decorations and customs may vary, the act of bringing a tree into the home and adorning it with festive embellishments remains a unifying tradition. Whether in bustling city centres, suburban neighborhoods, or rural retreats, the sight of a decorated Christmas tree has the power to evoke a shared sense of holiday spirit. The tradition of having a Christmas tree embodies a rich tapestry of historical, cultural, and personal significance. Beyond its decorative appeal, the Christmas tree serves as a focal point for families and communities to come together, celebrate shared traditions, and create lasting memories during the festive season.

French pâtissier Tipiak has launched its stunning heart-shaped macarons range into the UK food service sector ahead of Valentine’s Day. Available exclusively via frozen food distributor Central Foods, the heart-shaped macarons selection features ten strawberry and ten chocolate pieces. And just like Tipiak’s other authentic ‘thaw and serve’ macarons, they are produced in a certified gluten-free area to a traditional French recipe. Marie-Emmanuelle Chessé, international development project manager at Tipiak, said: “We are delighted to be launching our eye-catching Tipiak heart-shaped macarons for food service customers in the UK. Macarons are one of the most treasured French desserts in the world and these heart-shaped versions are especially appealing." “Made in France, they are unique to the UK frozen food service sector and can be served in a whole host of ways to brighten up and romanticise desserts, cakes, and beverage menus. Simply thaw and serve, et voilà!” Tipiak’s heart-shaped ‘thaw and serve’ macarons are perfect for Valentine’s Day but are also ideal throughout the year for weddings, afternoon teas, as accompaniments to tea and coffee, and for birthdays. They can also be used to decorate cakes or as toppings for shakes and smoothies – bringing a romantic touch to sweet treats. Made using natural colours from quality ingredients such as beetroot and dark chocolate, each 15g macaron contains just 67 calories. The heart-shaped macarons take two hours to defrost in the fridge, plus a further 15 minutes at room temperature. Keep chilled and consume within 24 hours. The new heart-shaped macarons join Tipiak’s classic French macarons and French pop macaron fruits selections which are already available to the UK food service sector via key wholesalers. For more information visit www.tipiakfoodservice.co.uk

Hill Cross Furniture, the family-owned contract furniture supplier, has announced strategic leadership changes as it prepares for accelerated future growth. The North-Yorkshire based business is also moving to a group model, with expansion into new sectors including residential and luxury lounge furniture on the back of rising client demand. Hill Cross was created 23 years ago to meet a rising need for high-quality contract furniture in the hospitality and healthcare markets. The market-leading business now counts Nando’s, Cote Restaurants, Wagamama, Frankie and Benny’s, Grantley Hall, Alchemist, Las Iguanas, Watches of Switzerland, D&D London, Newcastle United FC, Manchester City FC, Tortilla, The Restaurant Group, Honest Burgers, Shake Shack and Formula One amongst its global client base. Jen Barker, joint business owner with husband Richard Barker, the founder of Hill Cross, will become Group CEO. Steve Dale has been promoted from Commercial Director of Operations to Group Managing Director while. Laura Taylor has been promoted to Group Management Accountant. Matt Waters has been promoted to Head of Finance and HR for Hill Cross Group. In addition to the Group appointments there are several strategic changes within Hill Cross Furniture. Emily Thompson previously Hill Cross Senior Project Coordinator now takes role of Hill Cross Sales Office Manager and Josh Dowson previously Hill Cross Senior Project Coordinator moves to Hill Cross Sales and Product Manager. Jen Barker, Group CEO, Hill Cross Group said: “I’d like to congratulate Steve, Laura and Matt on their promotions. Their experience will be a great asset to Hill Cross as we embark on an ambitious expansion. “Our goal is to deliver beautiful furniture and excellent service across all the sectors we operate. With more than 23 years’ experience, Hill Cross Furniture is the leading supplier of bespoke contract furniture and banquette seating to the hospitality, healthcare, leisure, and workplace sectors. We are well-known for the extensive range of quality furniture supplied alongside our exceptional project management and installation service." "We are experiencing exciting growth which will see us expand into new sectors and now’s the time to make sure we have the right team in place to realise our ambitions." “Our lifeblood remains in contract furniture and these changes and promotions allow us to continue to develop our core business but at the same time give structure for growth and expansion. I’d like to congratulate the team on their promotions. Their experience and expertise will be a great asset as we embark on our ambitious growth strategy in 2024 ”

The Heart of Yorkshire Education Group is enabling adults to upskill or retrain from the comfort of their own homes, with its brand-new range of Free Online Learning programmes. Adding to its expansive Free Online Learning offer, the Group’s new programmes are designed to enable adults to enhance their skills and knowledge in a range of key areas. As society aims to tackle an increasing mental health crisis, mental health first aid is a growing phenomenon and is why the Heart of Yorkshire Education Group has launched a brand-new Level 2 programme in Mental Health First Aid and Well-Being Advocacy. The course will prepare those caring for those with ill mental health in a variety of areas, including common problems such as depression and anxiety, to rare problems like schizophrenia and bipolar disorder. For those who are passionate about making a difference in the lives of individuals with Special Educational Needs and Disabilities (SEND), the Group’s Level 2 Certificate in SEND explores the symptoms of specific conditions, legislation and guidance applicable to individuals with SEND, and how such conditions affect individuals in daily life. Those who are seeking to upskill or start a career within the marketing and business sector will have the opportunity to take two new programmes in Digital Marketing and Events Planning. Designed to provide learners with the skills required to plan, organise and evaluate events, the Level 2 Certificate in Event Planning will cover a range of topics including marketing methods and resources, market research, human resources, communication and customer service. Whereas the Level 2 Certificate in Digital Marketing will enable learners to understand what digital marketing is, why it is important and how it can impact upon business growth. Lorraine Cross, Group Executive Director for External Partnerships, Skills and Apprenticeships at the Heart of Yorkshire Education Group, said: “We are always looking to evolve and expand our Free Online Learning offer to the meet the needs of today’s labour market, as well as the interests and prospects of people across the nation." "These brand-new courses are a rich addition to our existing provision and can provide learners with a path to upskill or kickstart a career in a variety of sectors or simply learn something new, for free. The nature of the courses also mean they can be carried out flexibly alongside employment, raising a family or other commitments, all from the comfort of the learners’ home.” In the coming months, the Group will also be launching a Level 2 Certificate in the Principles of the Mental Health Care Worker, which is ideal for learners looking to develop their understanding of mental health and the approaches to care and management of it. A Level 2 Certificate in Living in a Fair and Diverse Society will also be available for those who are interested in improving their knowledge of equality, diversity and inclusivity and British Values, as well as a Level 2 Certificate in Understanding Dignity and Safeguarding in Adult Health and Social Care. These new courses add to the Group’s existing Free Online Learning offer, which includes programmes in business support, childcare and young people, healthcare and social care and health and wellbeing. The Group’s Free Online Learning courses are delivered using workbooks and range of online assessments, meaning there is no need for learners to formally attend college. Learners will be provided with a knowledgeable tutor who will support them throughout their course, providing feedback and guidance where necessary. The courses are free subject to the eligibility criteria being met by the learner and that the courses are completed within the given deadline.

Yorkshire-based niche law firm, Hawkswell Kilvington, has made a series of promotions to its senior team. The firm of specialist construction and engineering lawyers has promoted Claire Saunders, Matthew Shotton and Rebecca Jackson to their new role as Legal Director. The trio of specialist construction lawyers at the firm deal with complex and high value construction disputes in all forms of dispute resolution, including adjudication, litigation, arbitration and mediation. Speaking on behalf of the promotions, Thomas Salter, Partner at Hawkswell Kilvington said, “We are incredibly proud to promote Claire, Matthew and Rebecca to the role of Legal Director." "All three are exceptionally talented solicitors whose hard work and dedication is reflected not only in the results they achieve for our clients but also acts as an inspiration for others at the firm too." “Claire is one of our longest serving solicitors, who has been with us since the first day of her training contract. It is therefore an incredibly proud moment to recognise her continued development with the firm in this way." “Matthew is an outstanding lawyer and has established himself as a key individual both within the team and also for a broad range of clients. Since joining the firm, Rebecca has become an integral part of the disputes team and is already a trusted advisor to our clients.” Commenting on their promotions, Claire Saunders, Legal Director said, “I am really looking forward to this next stage of my career and continuing to grow alongside the firm as Legal Director.“ Matthew Shotton, Legal Director added, “I am delighted to have been promoted and working as part of a progressive law firm, which is going from strength to strength." “Hawkswell Kilvington is a well-regarded presence in the legal market and the quality of our work and the clients we advise is testament to this; I am looking forward to playing my part in the continued development and growth of the firm in this regard.” Speaking on behalf of her promotion, Legal Director, Rebecca Jackson added, “Whilst I am extremely pleased with the promotion on a personal level, it is a real testament to the expertise, investment, support and ambition within Hawkswell Kilvington more generally." “I look forward to embarking on the next stage of my career and continuing to contribute in every way I can to support the firm’s continued growth and our longstanding reputation as eminent construction specialists.” Hawkswell Kilvington represents a number of blue-chip construction-based clients and has gained recognition as a Tier 1 firm in the Legal 500.

EG Group today announces that it has entered into a definitive agreement to sell all its 218 KFC franchise restaurants in the UK and Ireland to Yum! Brands’ KFC Division. The transaction agreed by EG Group – the largest KFC franchisee in the UK and Ireland – is an additional step in the company’s successful deleveraging strategy and continued progress towards putting in place a sustainable capital structure. The sale is expected to complete in the first half of 2024, with proceeds to be used to repay debt. EG Group continues to operate in the USA, Australia, Germany, France, Italy, the Netherlands, Luxembourg, Belgium and the UK, including its wholly-owned bakery business, Cooplands, as well as franchise businesses with the Starbucks, Subway, Greggs, Sbarro, Chaiiwala and Cinnabon brands. Zuber Issa and Mohsin Issa, CBE co-founders and co-CEOs of EG Group, said: “We are proud to have been a strategic partner of KFC in the UK and Ireland, playing an important role in helping the brand expand its footprint. Now is the right time to hand the baton to the KFC leadership team to continue to grow the brand in the UK and Ireland. This is the latest transaction in our significant deleveraging this year to put in place a sustainable capital structure for the group. We would like to thank all the colleagues who have helped deliver such exceptional brand standards and customer service over recent years, including during the Covid-19 period." “We continue to make good progress against our key strategic priorities – delivering a world-class grocery and merchandise, foodservice and fuel proposition across nine markets globally.”