Look before you leap – does your employment contract prevent you from starting a new job? With the economy entering what we hope is a recovery phase we are seeing an increase in senior employees looking to start new jobs running up against restrictive covenants in their employment contracts.
Sir Martin Sorrell: Ramifications of a Breach of his Restrictive Covenants In April 2018, Sir Martin Sorrell resigned as Chief Executive Officer of WPP Group.
An employer has been awarded only £2 for its former employees’ breaches of their confidentiality duties, rather than the £15 million it claimed.
Starting up a new enterprise can be a daunting task. Read our top three employment law tips for new businesses.
Damages for breaches of post termination restrictions may reflect the price agreed in a negotiation to free the employee from restrictions.
The High Court has made a significant decision which will prevent exiting members of an LLP from avoiding restrictive covenants by alleging they had resigned in response to the employer’s breach of contract.
An employer has been granted an interim injunction restraining its former employees’ use of confidential information and intellectual property at a competitor. However, it has limited those restraints so as not to cause harm to a customer.
The High Court has held that a non-executive director was not obliged to return all documents he had received during the course of his appointment which related to the company.
The Court of Appeal has upheld an injunction against an employee trying to walk away from a long notice period and non-compete restrictions. You may remember our coverage of this case when it was heard by the High Court in the summer.
The High Court granted an injunction against an employee trying to walk away from a long notice period and non-compete restrictions. It held that the employment relationship was still in existence even though the employee had not been paid.
An employment contract had been poorly thought through so that on a literal interpretation of the post termination non-compete restrictions within it, no protection was given to the employer. The Court of Appeal held that words could not be added to protect the employer’s interests in a badly struck deal.
The High Court held that a 12 month non-compete restriction entered into as part of a sale of goodwill against a financial adviser was enforceable. The court allowed this long post-termination restriction on the basis that the goodwill agreement in place between Mr Cooper and Merlin was nearer to a business sale agreement than an employment contract.
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