Post-Employment Obligations

Almost all employees will be subject to some form of post-employment obligation; whether it’s regarding confidential information, intellectual property or post-termination restrictive obligations.

We are able to advise you on how these obligations will affect you, whether your contractual obligations are actually enforceable against you.

Senior management and director contracts can bring additional challenges. This is often because of the need for the employer to protect its interests due to senior level individuals having access to sensitive and confidential information and due to close working relations with clients. Our expert team of employment lawyers can help you understand the practical implications of any restrictions in your contract as well as negotiate any amendments in a manner that is agreeable to all parties.

Post-termination restrictions must be carefully drafted otherwise a court may be unwilling to enforce them.

We are regularly involved in the negotiation and release of post-employment obligations following the termination of employment. In the event of a dispute, we can advise you on your prospects and arguments for defending a breach of your post termination restrictions. In the worst case scenario where you may be facing a High Court injunction in relation to alleged breaches of restrictive covenants, we can defend such proceedings for you. Our experienced team of lawyers are often able to avoid injunctive proceedings through negotiation, and seeking to agree undertakings on behalf of our clients.

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