Solicitors for director service contracts
We have the credentials and experience to be a great choice if you need a solicitor for a director service contract, whether executive or non-executive director. Please get in contact to discuss and get information about legal fees.
We handle all aspects from drafting and review of the agreement through to shareholdings, options, risk and avoiding litigation.
Given that directors generally have day to day control of a business it’s important to have a clear agreement in place between the director and company.
Contracts for directors usually differ in key ways from other employment contracts. In fact, with non-executive directors, they may not be employees at all. Many directors are also shareholders and issues can arise if there are grounds to dismiss the director but he or she can still remain as a shareholder. Other issues can relate to remuneration, conflicts of interest and what happens. in the case of ill-health
With the right director service agreement many problems can be avoided.
Please do call our solicitors to discuss your director service agreement. We are always happy to provide suggestions for resolving problems and an estimate of costs.
Director service agreements – why pick us?
Years of working with employers, directors and companies gives us the experience to quickly grasp the issues. Time is money.
- We handle all aspects from drafting and review of the agreement through to dealing with shareholdings, options, risk and avoiding litigation.
- We also work with directors who need legal advice on sensitive matters they do not want to discuss with the company’s lawyers.
The basics for a contract with a director
Common considerations for director service agreements include :-
The board’s demographic and voting rights can change the course of the business without your control. Unless specifically stated in the articles or shareholders agreement, all directors have 1 vote. There are alternatives. It is possible to confer a director with a casting vote. The use of a casting vote prevents a deadlock at board meetings.
Pay and bonuses
The service agreement should deal with pay and bonus provisions. The permutations are wide.
Directors have various fiduciary duties which are implied into any director or non-executive director’s service agreement. The problem is that any implied terms are limited. There are duties set out under the Companies Act but they are often difficult to enforce in practice.
Our solution is to bolster the implied terms and statutory responsibilities in the director contract. Our aim is to avoid disputes.
The duty of confidentiality is not implied by law. Special protection is usually required under the directors service agreement.
Where a director’s role is terminated, companies will usually ask for the return of all company property, including the delivery of passwords, devices and evidence that home devices have been cleared of sensitive information relating to the company. Setting this out clearly in the service agreement is crucial.
To protect the company’s brand reputation, designs, know-how, copyright, databases and client lists, specific contract clauses are necessary to ensure that the director does not unlawfully utilise IP and there is clarity about expectations on the director for protecting the company’s valuable IP assets.
This is increasingly important for all businesses but particularly necessary for technology businesses, franchises, platforms and emerging technology production companies.
The directors of a company who do not adequately protect the intellectual property of the business will be criticised. The company’s success may be jeopardised if directors do not have suitably drafted agreements dealing with IP.
There is a balance to be drawn between the right of a director to earn a living, industry competition and the right of the employer to protect itself from unfair competition when the director leaves. Restrictive covenants which do not meet this fine balance may be unenforceable. Trade secrets always need protecting at director level.
The general rule is: the longer the notice period, the longer the director can be kept out of the market following termination. However, this increases dismissal costs.
Depending upon seniority, notice periods of 6-12 months are not uncommon. The risk is the director claims a breach of contract, which would make the post termination restrictions unenforceable.
A solution worth considering is the use of ‘garden leave’ clauses – these enable the employer company to keep the director out of the office, without running the risk of breaching the director’s service contract.
Power of attorney
We recommend the company reserves a power to sign on behalf of a director, where that director fails to take actions required under the company’s constitutional documents. A power of attorney is particularly helpful in cases where there is a forced transfer of shares following resignation.
In practice, the person who controls the finances controls the company. Most businesses do not consider this issue when everything is going well. However, after relationships have deteriorated, the company may find that the hostile director controls the bank mandate. This scenario can be provided for in the director services agreement.
Shares for directors
In private companies there is a wide range of choice in how to provide shares to directors. For quoted companies the choices are more limited. In all cases tax plays a role as the benefit the directors will receive by being a shareholder is taxable. Working out the tax for unquoted shares can be particularly tricky and the system operated by HMRC is far from ideal.
Another tax consideration that is popular amongst directors is the benefits afforded by Business Assets Disposal Relief (entrepreneurs relief).
I know that when the noise dies down there is a solution to be found. I set about that task as quickly as possible.