CBRE responds to the Chancellor’s Autumn Statement

Chris White, a director at CBRE and head of the development consultancy and regeneration team in Birmingham, said:

Regional Growth Fund/Enterprise Zones

“An additional £1bn allocation to the Regional Growth Fund is hugely welcome.

“However, the West Midlands was one of the biggest winners of the £1.4bn distributed in the first two rounds of the RGF give-away earlier this year.

“For once, the region was well mobilised and made a good case for investment. However, I suspect we will not be as lucky next time round, as the Government will need to demonstrate that it is carving up the cake fairly.

Continue reading

Advertisements

Willmott Dixon responds to the Chancellor’s Autumn Statement

Peter Owen, managing director of the Midlands operation of construction firm Willmott Dixon, said:

Investment in Schools

“George Osborne has announced an additional £600m to support local authorities with the greatest demographic pressures.

“The Midlands certainly qualifies: in Birmingham alone, 10,000 additional primary school places will be needed by 2015. Coventry requires a further 5,000 and in Nottingham there is a 7,800 shortfall.

Continue reading

Colliers International responds to the Chancellor’s Autumn Statement

David Smeeton, head of office at Colliers International in Birmingham, said:

“Mr Osborne appears set to stay the course and make good on previous commitments in order to maintain support of the capital markets and keep interest rates low for an extended period.

“Help for SMEs is commendable, but until large corporates begin to invest, further recovery is unlikely to gain much traction and corporate occupier markets are likely to remain subdued.

Continue reading

Mills & Reeve responds to the Chancellor’s Autumn Statement

Martin Brewer, employment partner at the Birmingham office of national law firm Mills & Reeve LLP,  said:

“Changes to employment law as outlined in the Chancellor’s statement may not be as significant as businesses had hoped for.

“The extension to two years’ service for ordinary unfair dismissal claims will reduce the number of those claims.  However, it may have the unintended consequence of employees with less than two years’ service bringing other claims (such as discrimination or whistle blowing claims) to get around the two year qualifying period.

Continue reading