Ending the employment relationship

Ending the employment relationship, whether this arises from performance (capability) or conduct (disciplinary); from redundancy or resignation, there are risks to be managed, which could be that the leaver is potentially  disruptive or possibly even damaging.  The more senior the employee, the more potential for disruption or damage.

We support our clients and their employees to mitigate these risks via professional closure.  We ensure that a thorough, fair and compliant process (from preparation to implementation) is followed throughout.  Some of the main ways we protect our clients’ interests include:

Contractual terms

Preparing effective contractual  terms and conditions from the outset that protect employers,  incorporating elements such as:

  • Garden leave clauses
  • Payment in lieu of notice clauses
  • Restrictive covenants (including non-compete clauses)
  • Post termination obligations
Mitigating risks

Where ending the employment relationship has scope to be highly disruptive or risky, further options should be considered such as:

  • Settlement agreements
  • Identifying alternatives to ending the employment relationship
  • Outplacement

Whilst ending employment relationships can be challenging and stressful, it is a component part of being an employer and you needn’t be daunted by it.  If you have any questions please don’t hesitate to get in touch.

Key areas of ending the employment relationship include:

resignation   |   redundancy   |   conduct   |   capability   |   retirement  |  contracts   |   garden leave   |   redeployment   |   contracts   |   settlement agreements   |   references  |   restrictive covenants   |   non-compete clause   |