Restricted covenants & team moves
Our employment lawyers understand that protecting your assets such as confidential information and trade secrets is a priority and fundamental to your company’s success. We have extensive experience advising employers in situations involving restrictive covenants, team moves and injunctions.
The departure of a valued employee or team often raises sensitive and complex legal issues which need to be addressed as a matter of urgency.
Our team can help you protect these assets from the outset by drafting reasonable, workable intellectual property rights clauses, confidentiality clauses and post termination restrictive covenants into your employee’s contract of employment.
Where such clauses are breached our lawyers are on hand to advise you on the most appropriate course of action you can take to remedy the situation; be that an injunction, mediation or legal proceedings and if the matter does proceed to court, the recovery of damages against the offending employees.
We also advise employers who are recruiting a team from a competitor as well as those who are seeking protection and/or damages in the Courts where a team has moved to a competitor.
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Read, listen and watch our latest insights
- 24 May 2016
HR = Human Relationships
Focus in many successful companies is concentration on winning business, operational excellence and adding profit. All good, but do human relationships usually get sidelined?
- 19 May 2016
Employers could be vicariously liable for privacy breaches
The recent High Court decision of Axon v Ministry of Defence and News Group Newspapers Ltd suggests that employers can be held vicariously liable for their employees’ breaches of confidence and privacy.
- 19 May 2016
Teacher’s dismissal following husband’s criminal conviction held to be indirect religious discrimination
In the case of Pendleton v Derbyshire v County Council, a teacher who was dismissed for remaining with her husband following his conviction of voyeurism and making of indecent images of children successfully appealed a tribunal’s decision to reject her claim for indirect religious discrimination.
- 13 May 2016
Heels and Dress Codes: temp worker seeks to stamp down on sex discrimination
This week has seen the widely reported story of Nicola Thorp, a temporary receptionist, who was sent home without pay for refusing to wear heels at work. Ms Thorp started an e-petition seeking to give women the choice whether to wear flats or heels at work and, to date, has in excess of 100,000 signatories, triggering the possibility of a Parliamentary debate on the issue. The company concerned has now amended its policy to allow female workers to wear flats. So, in light of this, what is the law regarding high heels at work?
- 12 May 2016
EAT further loosens causal test for discrimination arising from disability claims
The recent case of Risby v London Borough of Waltham Forest has arguably further extended the scope of discrimination arising from disability claims by loosening the causal link required between the employee’s disability and the employer’s treatment complained of.
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