Guiding you through the exit of a senior employee
Managing the exit of a senior executive can be a challenge for any business but our experienced employment legal team will guide you through each step of the process to ensure a smooth transition.
Save time and money – Reduce the time you spend on research and the worry of whether you’re following the legal exit process correctly. Involve one of our employment experts early in your decision-making about senior employee exits and benefit from legal peace of mind.
Reduce your risk of future employment claims – Seeking our advice on your potential employee exits and following that advice puts you in a strong position when it comes to avoiding employment claims. No one wants the financial liability of having to pay a senior employee a sizeable settlement, or the burden of the time and resources required to defend employment claims. Such claims can be a distraction from running your core business and can be lengthy, so get the process right in the first instance.
Pay the exiting employee the right amount – You don’t want to pay an exiting senior employee more than the circumstances might justify. Our specialist employment solicitors are experienced negotiators. We will always seek the best deal for our clients when settling any actual or potential employment claims with senior employees and deal with tricky financial negotiations, so you don’t have to.
Retain the enforceability of employee restrictive covenants – It’s important that you get advice to make sure that you don’t breach an employee’s contract. If you do something which causes an employee to resign and successfully claim constructive unfair dismissal, or you wrongfully dismiss an employee, this could jeopardise the enforceability of the restrictive covenants contained in the breached contract of employment. An employee may argue that the restrictions no longer apply due to the breach. This could be extremely damaging to your business, as a senior person may be able to do more damage to your business once they leave than more junior employees who will generally have access to fewer key contacts and probably less sensitive business information. A well-drafted settlement agreement will also restate or add new restrictions in order to help ensure that your legitimate business interests are protected.