Compromise Agreement Solicitors & Lawyers » Post Termination Restrictions after Signing a Compromise Agreement

Employment Law, Compromise Agreements, Confidentiality, Post-Termination Restriction

admin — Tue, 31 Jan 2012 10:52:36 +0000

In terms of redundancy and compromise agreements, confidentiality means that you cannot disclose, not only the agreement itself, but also the fact that you entered into the agreement, as well as its terms. You should also make sure that before disclosing anything to your spouse or partner that you are able to do so as sometimes such persons are excluded from the remit of the obligation. Typically, disclosures to legal advisers and HMRC are allowed.

If you require further information about redundancy law, please contact us at enquiries@rtcooperssolicitors.com or visit one of the following pages on employment law:

© RT COOPERS, 2012. This Briefing Note does not provide a comprehensive or complete statement of the law relating to the issues discussed nor does it constitute legal advice. It is intended only to highlight general issues. Specialist legal advice should always be sought in relation to particular circumstances.

Employment Law, Restrictive Covenants, Employment Contracts, Compromise Agreements

admin — Tue, 17 Jan 2012 09:31:51 +0000

We often advise on other post-termination provisions (that is, aside from confidentiality), including non-solicitation and non-compete provisions.

Non-solicitation provisions prohibit ex-employees from soliciting/dealing with certain individuals closely related to their ex-employers (employees, customers and suppliers).
Non-compete provisions prohibit ex-employees from setting up a business which may be seen as a competitor to the ex-employer.

Normally, post-termination restrictions will last for 10-12 months. The idea behind them is to protect the ex-employer’s legitimate interests. However, it is possible for restrictions to be seen as too wide in scope by the Courts and therefore unenforceable.

Legal advice should always be sought in relation to post-termination provisions.

If you require further information about redundancy law, please contact us at enquiries@rtcooperssolicitors.com or visit one of the following pages on employment law:

Employment Law, Redundancy, Confidentiality, Redundancy Pay

admin — Thu, 15 Dec 2011 09:02:32 +0000

Some employees are still not aware of the importance of confidentiality and complying with those provisions within their employment contracts as well as the confidentiality provisions within their compromise agreements. A breach of any of these provisions will in most cases, and at the very least, lead to the employees being made to repay any redundancy payments as a debt to the company.

If you require further information about redundancy law, please contact us at enquiries@rtcooperssolicitors.com or visit one of the following pages on employment law:

© RT COOPERS, 2011. This Briefing Note does not provide a comprehensive or complete statement of the law relating to the issues discussed nor does it constitute legal advice. It is intended only to highlight general issues. Specialist legal advice should always be sought in relation to particular circumstances.

Post-termination Provisions in Employment Contracts, Compromise Agreement

admin — Fri, 21 Oct 2011 15:41:08 +0000

Even when an employee is signing a compromise agreement, the employee should always refer to the post-termination provisions in the employee’s employment contract. If in doubt seek advice on employment law.

If you require further information please contact us at enquiries@rtcooperssolicitors.com or visit one of the following pages on employment law:

Employment Law, Confidentiality, Trade Secrets, Redundancy Payment

admin — Wed, 19 Oct 2011 22:45:23 +0000

Employees sometimes do not realise the importance of the need to keep the business affairs, trade secrets, marketing information and financial information about their employers confidential, especially post-termination. A breach of a compromise agreement may result in the employee having to repay the redundancy payment.

If you require further information please contact us at enquiries@rtcooperssolicitors.com or visit one of the following pages on employment law:

Compromise Agreement, Redundancy, Employment Law, Negotiating Terms

admin — Mon, 26 Sep 2011 15:33:15 +0000

Following our entry below, we have found that those working within creative industries where prospective employers would need to see examples of previous work, may wish to agree with current employers a list of projects they are able to keep as part of their portfolio.

As below, this can conflict with your confidentiality obligations.

This needs to be negotiated into the terms of your compromise agreement. Be sure to allow for, e.g. the display of such work on your personal websites and that you retain copies of documents relating to the work.

If you require further information please contact us at enquiries@rtcooperssolicitors.com or visit one of the following pages on employment law:

Compromise Agreement – Post Termination Provisions – Redundancy

admin — Tue, 21 Jun 2011 23:23:46 +0000

We are advising a number of employees on post termination provisions in their contracts of employment and compromise agreements. You must ensure as an employee that you are not setting up in competition with your employer or soliciting any of your employer’s clients. You must take advice on post termination provisions in your compromise agreements.

Employment Law , Employee Rights

admin — Mon, 04 Oct 2010 06:00:02 +0000

Employers are using compromise agreements a lot more nowadays especially if the working relationship has broken down and the employer and employee have decided to part waves. The key point is that both parties must ensure that the terms of the compromise agreement reflect their reqirements. There are standard clauses that are always included in such an agreement, however, both parties must ensure they are adequately protected in the agreement.

If you require legal advice on compromise agreements, please contact RT Coopers at enquiries@rtcooperssolicitors.com

Employment law Advice For Employers, Redundancies, Compromise Agreements – Offer of Employment

admin — Fri, 02 Jul 2010 17:20:36 +0000

Where senior executives have been paid handsomely, they are usually required to sign a compromise agreement in which they would have to, for a period of twelve (12) months following the Termination Date, undertake to notify the employer when an offer of alternative employment has been made and agree to provide the employer with such details of the offer as it considers reasonably necessary to apply the terms of the signed compromise agreement.

If you require further information please contact us at enquiries@rtcooperssolicitors.com or visit one of the following pages on employment law:

© RT COOPERS, 2010. This Briefing Note does not provide a comprehensive or complete statement of the law relating to the issues discussed nor does it constitute legal advice. It is intended only to highlight general issues. Specialist legal advice should always be sought in relation to particular circumstances.

Employment Lawyers – Payment in Lieu of Notice – Employment Solicitors – Compromise Agreements Solicitors

admin — Tue, 08 Jun 2010 11:36:06 +0000

Employees are constantly asking us whether their payments in lieu of notice (PILON) ought to be taxed. The answer is yes, theywill be taxed in the usual way plus national insurance will be payable. Any PILON will be included in an employee’s compromise agreement.

If you require further information please contact us at enquiries@rtcooperssolicitors.com or visit one of the following pages on employment law: