We can review employment contracts, director’s service agreements, share schemes, bonus terms and consultancy agreements, both at the outset of a new relationship and if changes have been proposed: ensuring that these best protect you and are legally right. We can also advise on your status if this is unclear – so you know what rights you are entitled to.
We can also provide guidance on your entitlement to family-related leave including maternity, paternity, adoption and shared parental leave and pay, time off to care for dependents and your right to request flexible working.
It is natural that on leaving one role, you may want to stay within the same sector and go and work for one of your employee’s competitors or continue your relationship with long-standing clients or customers. However, your employer is, to some degree, entitled to protect its relationships and business interests and you may be subject to post-termination restriction clauses (also known as restrictive covenants). We can provide detailed guidance about these restrictions so that you fully understand what you can and cannot do once your role comes to an end. We can help you to negotiate these clauses and advise you on enforceability.
If you’ve already taken steps to work for a competitor or perhaps set up your own business, we can support you to handle any correspondence from your former employer challenging you on your actions and to help you get the result you need.
Recent examples of work include:
Happy Client, April 2013