Skip to main content

News story

November 22, 2023

When dealmakers bite down on a MAC clause

Court ruling highlights the challenge for buyers if a deal turns sour. Any MAC clause needs to be well drafted, so it is unambiguous.

picture of hands looking like they're eating an imaginary burger with the riaa barker gillette logo in the middle of it representing someone biting down on a MAC clause.

The takeover of Twitter by Elon Musk hit the headlines last year when the billionaire tried to stop the deal, arguing that Twitter had misled him about the amount of spam on the platform.

When he announced his intention to abandon the acquisition rather than pay an over-priced valuation, the board of Twitter took legal action to enforce the original agreement, which saw a victory for the little blue bird’s brand when they finally completed the deal.

Buyers generally look to protect themselves against change during dealmaking through material adverse change (MAC) clauses. These allow a party to a contract to back out or claim compensation if something happens that has a severe impact on the commercial transaction.

However, the challenge of getting MAC clauses right has just been reinforced by the latest ruling from the Court of Appeal in the case of an IT consultancy acquisition where predicted revenues failed to materialise.

The case involved the acquisition of IT consultancy Copperman by global technology services company Decision Inc.

In the sale and purchase agreement (a document that forms a binding legal contract obliging the buyer to buy and the seller to sell, generally known as a SPA), Copperman’s shareholders offered various contractual warranties about the state of the company’s business. These included stating that “Since the Accounts Date … there has been no material adverse change in the turnover, financial position or prospects of the Company”.

The nature of Copperman’s business meant it had a small number of large projects going on, making a pipeline of large contracts essential to its future performance. Negotiations for the sale focused on the potential business in the pipeline. During the dealmaking process, the buyer continually asked for an up-to-date position. 

The sellers sometimes responded, but when they did, it was to present a more optimistic picture than the actual position, with inaccurate descriptions of the progress of crucial contracts that were critical to future performance. Even before Copperman completed the sale, they had been performing significantly worse than the forecast, with turnover running at half of predictions.

Although Decision Inc. expressed concerns at the information that Copperman gave them, the deal went ahead with an initial lump sum paid on completion and further payments under an earn-out if the company hit specific earnings targets.

When the predicted turnover failed to materialise, and the company started to generate substantial losses, Decision Inc. proposed restructuring the acquisition, asking for repayment of 40% of the initial purchase price and adjusted earn-out targets. Copperman’s shareholders refused, and Decision Inc. took action, claiming a breach of warranties in the SPA. 

When the case reached the High Court, the judge agreed there had been a breach of the MAC warranty, awarding damages of £1.31m to Decision Inc. But now, the Court of Appeal has ruled that the High Court applied the wrong test in deciding whether there had been a change in the company’s prospects.

“The Appeal Court’s ruling says the earlier judgement focused on the wrong date, comparison, reference data, and assessment period. It might seem surprising that so much could be wrong, but this speaks to the complexity of MAC clauses and the challenge in interpretation.”

Explains our head of corporate and commercial, Victoria Holland. 

“There is no new law in this judgement, just a reinforcement of how difficult it can be to assess material adverse change. Any MAC clause needs to be well drafted, so it is unambiguous, but that’s not easy, and it is why these clauses and warranties tend to be the focus of much negotiation during a deal.”

Victoria added: “It’s about finding a balance between a cover-all, which may be so generic as to be difficult to pin down, and one that is so specific that it may not relate to given circumstances.

Contact partner and head of corporate and commercial Victoria Holland today.

Note: This article is not legal advice; it provides information of general interest about current legal issues.

Stay in touch

Subscribe to our newsletter

Stay in touch

By completing your details and submitting this form you confirm you are happy for us to send you marketing communications and that you agree to our Website Privacy Policy and Legal Notice and to us using Mailchimp to process your data.


Sending

News/Insight

  • The do’s and don’ts of using AI in your business
    AI can help businesses improve efficiency and make informed decisions, but it also comes with risks. Explore the key do’s and don’ts of using AI responsibly, including data protection, legal considerations and the importance of human oversight.


    Read more
  • Next equal pay appeal: when can market pressures justify different pay
    When can recruitment and retention pressures justify different pay? Karen Cole explores the Next equal pay appeal, explaining why equal pay risks remain and what employers should consider when reviewing pay packages and the evidence supporting their


    Read more
  • Domestic Abuse Protection Orders: where are they available and what other protection can you seek?
    Domestic Abuse Protection Orders can offer tailored protection, but availability is currently limited. Pippa Marshall explains how they work, who can apply and the other protective orders available, including non-molestation and occupation orders.


    Read more
  • Missing beneficiaries and unknown heirs: what should executors do?
    What should an executor do if someone entitled to inherit cannot be found? James McMullan explains how to trace missing beneficiaries, the limits of statutory notices and the options to consider before distributing an estate.


    Read more
  • Pay transparency in recruitment: Is your business ready to disclose salaries?
    Employers may eventually have to provide salary information much earlier in the recruitment process under proposals being considered by the Government.


    Read more

What they say...

  • Bryan E, September 2026
    Absolutely outstanding “This firm is super professional, efficient and friendly at the same time. You could not wish for a better service. I have used them for my Will and a range of other matters over many years. I’ve found all the vario

  • Jan Norris, September 2026
    Excellent Service “Charlotte Barbaroussis has prepared our wills, LPAs and a discretionary trust. She was professional, kind and patient throughout. A very fine person to have looking after us.”

  • Brian Nunan, August 2026
    “I dealt with the group for many years, and no matter which solicitor I used, the results were always the same. Excellent!”

  • Client, July 2026
    Constructive and empathetic “I contacted Pippa Marshall at RIAA Barker Gillette through a recommendation regarding a family law matter. Pippa was always clear, efficient, empathetic and helpful, offering constructive insights on my situation. I

  • Dino, July 2026
    A lucky professional meeting! “We had an excellent professional experience to recommend to all those who need legal help in the UK.”

Read more
Send this to a friend