Emma Byford

Jul 23, 2024 | jdsupra.com | Jason Butwick |Emma Byford |Jennifer Hill

Welcome to the ninth edition of The Employment Edit – a summary of the most important recent cases and news affecting employers in the UK. We hope you find this newsletter helpful and informative. In this edition, we look at: proposed changes to employment law in the UK following the election earlier this month of a new Government; guidance on the timing of consultation about a redundancy selection pool; and when a settlement agreement can protect an employer against future claims.

Jul 22, 2024 | dechert.com | Emma Byford

Welcome to the ninth edition of The Employment Edit – a summary of the most important recent cases and news affecting employers in the UK. We hope you find this newsletter helpful and informative. In this edition, we look at: proposed changes to employment law in the UK following the election earlier this month of a new Government; guidance on the timing of consultation about a redundancy selection pool; and when a settlement agreement can protect an employer against future claims.

Mar 5, 2024 | jdsupra.com | Emma Byford |J. Ian Downes |Philippe Thomas

Key TakeawaysAt Dechert, we have been closely monitoring legal developments with respect to the use of non-competes and other restrictive covenants and have observed a growing trend in the United States, the United Kingdom and France against enforcement of non-compete clauses in employment agreements. Non-compete clauses in employment agreements are a common tool used by employers to protect their business interests.

Dec 18, 2023 | jdsupra.com | Emma Byford |Jason Butwick |Jennifer Hill

Welcome to the seventh edition of The Employment Edit – a summary of the most important recent cases and news affecting employers in the UK. We hope you find this newsletter helpful and informative.

Nov 2, 2023 | jdsupra.com | Jason Butwick |Emma Byford

In a welcome decision for employers, in Steel v Spencer Road LLP the High Court has upheld as enforceable a clause requiring an employee to repay a significant bonus following his resignation. A clause in Mr Steel’s contract with Spencer Road LLP, an LLP trading as Omerta, provided that payment of a discretionary bonus was conditional upon Mr Steel both remaining employed and not giving or being given notice for a period of three months from the date the discretionary bonus was paid.