Employment advice for City employees
City based Cubism Law’s specialist employment solicitors led by David Buckle provide advice and expertise on all aspects of resolving employment disputes. We have a proven reputation for negotiating the best possible resolution for employees seeking redress from current or ex-employers.
Is it worth taking on my Employer?
If you have been unlawfully treated the answer is quite likely to be a yes. At Cubism Law we have several years’ experience in providing clients with the legal support, employment law advice and effective representation to pursue their claims at Employment Tribunals or to reach settlement in the form of a Compromise Agreement.
We offer a full range of Employment Law Services, representing clients with grievances relating to:
- Restrictive Covenant Issues
- Discrimination at Work
- Employer Injunctions
- FSA Investigations
- Disciplinary Proceedings
- Bonus & Commission Scheme Disputes
- Shareholder Disputes
- Severance Package Negotiation
- Post Termination Restrictions
- Law Firm Partnership Issues
- Unfair Dismissal
and many other areas.
Areas of Speciality
One of our strongest specialisms is in contractual disputes with employers and particularly in post termination restrictive covenants. Many City employees have such covenants inserted as clauses e.g. a non-compete clause, in their employment contracts. When you leave or plan to leave your current role it’s very important to understand correctly the restrictions that your contract imposes on your next move.
Typical restrictive covenant clauses we deal with for our clients:
- Confidentiality – Pertaining to confidential company information
- Non-Solicitation – Re Clients and potential Clients of your ex-Employer
- Non-Dealing – Re not doing business with your ex-Employer’s Clients even if they approach you
- Non-Compete – Re joining a competitor firm or setting up a competitor operation yourself
- Non-Poaching – Re taking former colleagues with you to a competitor company
Employment law in this area is always subject to change in the balance of favour between employer and employee. However when looking at such cases the Courts will examine the clauses in question and ask:
- Is the clause reasonable in its time limits? e.g. For how long are you prevented from joining a competitor firm?
- Is the geographic limit of the clause reasonable? e.g. Are you prescribed from joining a list of firms worldwide?
- Is the clause more restrictive than legitimately required? e.g You cannot join company X,Y or Z for the 5 years.
As you can see restrictive covenants are a complex area, each one is different and challenging them requires current and specialist experience. The legal consequences of breaching a valid covenant are severe and can be very expensive so it’s vital to take the right advice.
When should I take Legal Advice?
- Before negotiating a new contract
- If you’re thinking of moving on
- If your employment is terminated
Court Action, Litigation, Injunctions… It can all seem a bit daunting but it is worth remembering that most disputes between employers and employees are settled without having to go to Court.