Compromise Agreement Solicitors & Lawyers » Restrictive Covenants

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, Restrictive Covenants, Employment Contracts, Compromise Agreements

admin — Thu, 12 Jan 2012 10:18:18 +0000

Employees should be mindful of restrictive covenants such as confidentiality provisions contained in employment contracts, which apply post-termination. These are normally contained in compromise agreements as well as employment contracts.

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.

Employment Law, Compromise Agreements, Confidentiality, Employment Contract, Post-termination

admin — Fri, 04 Nov 2011 12:01:47 +0000

Employees must at all times remember that there are confidentiality terms in their employment contracts. Post-termination of employment, employees will still be bound by the confidentiality provisions in their employment contracts as well as the confidentiality provisions in their compromise agreements.

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:

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 – 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 Lawyers London – Employment Solicitors – Compromise Agreement Solicitors London

admin — Wed, 02 Jun 2010 12:33:21 +0000

An employee must ensure that any reason given by an employer in a compromise agreement for the employee leaving his/her employment is accurate.

Commonly, compromise agreements will say “your employment shall terminate on the Termination Date by reason of redundancy” or “your employment shall terminate on the Termination Date by mutual agreement”. It is not unheard of for a compromise agreement to state that an employee’s employment will terminate “due to capability”, where this assertion might be contended by the employee, so it is important that an employee attempts to negotiate such expressions out of the compromise agreement as this could have an adverse effect on the employee’s endeavours to secure subsequent employment. The reason being that an employer could refer to this reason for leaving in the employee’s reference.

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 – Post Termination Provisions

admin — Wed, 05 May 2010 18:03:48 +0000

Post Termination Obligations

When senior executives are leaving a company, the company may add additional clauses to their compromise agreements to ensure that they are bound. A typical clause would be

“You acknowledge that you will continue to be bound by the terms of your employment contract in relation to Confidentiality, Intellectual Property, Inventions and Patents and Post-Termination Obligations.”

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