Without a contract and the right policies, employers are exposed. There is a presumption against employers in law.

Employment contract solicitors in London

No one wants to waste time on employment documentation. But, it is a necessity for running a stable workforce. Off the shelf templates are attractive, although often prove to be a false economy when you come to rely on them. Our employment lawyers put in place the basics you can rely upon.

We are always happy to provide suggestions and a quote for drafting or review – please do get in touch.

Employment contracts

We cover off obligations at all stages from:

  • Commencement of employment;
  • Flexibility for effective management during employment;
  • Restrictions designed to prevent anti competitive behaviour;
  • Special provisions needed for directors;
  • Drafting and calculation of bonus payments; and
  • Obligations upon termination of employment.

Key employment contract clauses

Some really important clauses employers need are not automatically implied into employment contracts or director’s service agreements.  If the employer is to have any protection specific wording is needed. Core clauses where the employer will be at risk include:

Employee duty of confidentiality

Special protection needs to be included in the employment documentation to protect trade secrets, know how, customer and supplier details.

No automatic protection for IP and trade secrets

There is no automatic employer  protection for the intellectual property used in the business such as the database, clients, products, designs and copyright without specific contractual agreement.

Anti competition provisions not automatic

There is a balance to be drawn between the right of an employee or a director to earn a living and the right of the employer to protect itself from unfair competition when the individual leaves. Employment documentation which does not hit the fine balance may be unenforceable. This is a fast moving area of employment law.

Monitoring of employees – lawful or not?

Employers cannot access emails automatically even if the emails are on the work system. Employees have privacy rights.  However, a clause in the employment documentation notifying the employees that the employer will be monitoring then gives employers much more power.

Garden leave

Garden leave clauses can be handy. A garden leave clause means you can exclude the employee from the business without risking breaching the restrictive covenants.  Enforcement of restrictive covenants will be easier with garden leave clauses.

PILON

A PILON clause provides flexibility for employers.  Employers can use the PILON to keep the employee out of the market and stop them joining a competitor for the length of the non compete. This assumes that the non-compete is enforceable. However, it does mean notice payments will be taxable.

Employment policies

We prepare employment policies appropriate for your business. These are usually contained in staff handbooks or other reasonably accessible documents.  All types of employers need policies including partnerships.

Our suggested policies will set out the standards expected of employees. Experience shows that employment policies educate the staff which in turn improves performance.

Should the employment policies be contractual?

We will carve out certain policies from being contractually binding. The reason is to avoid creating more onerous conditions for employers than is necessary.

A good employment lawyer will recommend which policies should form a binding contractual commitment which employers must stick to, and which policies are best left as non-contractual to build in flexibility for the employer.

Review of employment policies

We review or prepare employment policies ranging from the disciplinary and grievance policy through to policies relating to equal opportunities, employee monitoring, anti-bribery and corruption, whistle blowing and health and safety to name a few.

The employment law team are also regularly instructed by employees offered employment who want to know if the contract is standard or contains unusual clauses. Legal advice is particularly worthwhile for directors or senior executives offered employment. Areas to watch out for often include bonuses and, share options.

If you need a specialist employment solicitor in London to draw up your employment contracts and policies or advice on an employment contract issue or dispute, get in contact with us.

 

Let us take it from here.

Call us on the number below or complete the form and one of our team will be in touch.
020 7438 1060