7
resources
These resources are maintained, meaning that we monitor developments on a regular
basis and update them as soon as possible.
| 1 | Employment status and self-employment including consultants ... A toolkit to guide users around PLC Employment materials on employment status, including how to determine status and the different rights that attach to employees and workers. The toolkit also contains materials on consultants and partners. | Practice note: overview | Maintained |
| 2 | Atypical restrictive covenants It is customary for employers to seek to protect their business interests, such as market position and stability of their workforce, on the departure of an employee. Often, protection is achieved through direct restraints of trade such as restrictive covenants (see Practice note, Restrictive covenants and garden leave). Sometimes, other types of contractual terms may be used (or may be viewed as being used) to limit unfair competition. This note looks at contractual clauses which can amount to indirect restraints of trade and "atypical" restrictive covenants. | Practice notes | Maintained |
| 3 | Confidentiality during employment and after termination A note on the issues arising in relation to confidentiality both during employment and after termination. | Practice notes | Maintained |
| 4 | Intellectual property issues relating to employees and ... This practice note considers how the UK intellectual property regime applies to employees and consultants. | Practice notes | Maintained |
| 5 | Restraint of trade: practical steps on discovering post ... This note sets out the initial steps an employer should take in anticipation of possible litigation (including an application for interim relief) when it believes that a former employee, in breach of post-employment restrictive covenants, has joined a competitor or is setting up in business in competition with the employer. | Practice notes | Maintained |
| 6 | Restraint of trade: preparing pre-claim correspondence (letters ... A note on the preparation of pre-claim correspondence where an employer believes a former employee is in breach of contractual obligations, including post-termination restrictive covenants, either by joining a compeititor or by setting up their own business. The correspondence considered in this note consists of the letters before claim from the employer to its former employee and the employee's new employer and the responses from those parties. For information on the issues parties should consider more generally before starting litigation, see Practice note, Pre-action considerations. | Practice notes | Maintained |
| 7 | Restrictive covenants and garden leave This note gives an overview of how an employer can use garden leave and post-termination restrictive covenants to protect its business when employees leave. | Practice notes | Maintained |