As employment law solicitors, we advise employees on redundancies and the terms of their compromise agreements. We often find that they are unaware of, or do not fully consider the risks of breaching certain provisions that apply upon termination of employment, including non-solicitation and non-compete provisions.
To reiterate what such provisions mean:
- Non-solicitation provisions prohibit soliciting/dealing with certain individuals closely related to their ex-employers (employees, customers and suppliers); and
- Non-compete provisions prohibit ex-employees from setting up a business, which may be seen as a competitor to the ex-employer.
Post-termination restrictions generally last for 3-12 months. It is prudent to seek legal advice in relation to employment law matters, especially post-termination provisions. This is particularly important where an employee is either looking to set up his or her own business after termination, or is looking to take up a similar role with a new employer. A poor understanding of post-termination provisions could lead to serious breaches.
If you require further information about redundancy rights or specific aspects of employment contracts, please contact us at enquiries@rtcooperssolicitors.com or visit one of the following pages on employment law:
http://www.rtcoopers.com/practice_employment.php
http://www.rtcoopers.com/faq-redundancyemployee.php
http://www.employmentlawyersinlondon.com/video.php
http://www.employmentlawyersinlondon.com
http://www.compromiseagreementlonuk.com/
© 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.
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