Ending the employment relationship, whether performance (including capability) or conduct related, arising from redundancy or retirement or resignation, exposes any employer to risks. During the final stages of an employment relationship, employers are vulnerable to employees – often, though sadly not always, unwittingly – being less productive, potentially being disruptive and possibly even damaging. The more senior the employee, the more potential for disruption or even harm.
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:
Preparing effective terms and conditions that protect employers from the outset of the employment relationship and incorporating elements such as:
- Garden leave clauses
- Payment in lieu of notice clauses
- Restrictive covenants (a.k.a non-compete clauses)
Where ending the employment relationship has scope to be highly disruptive or risky, further options should be considered such as:
- Compromise agreements
- Identifying alternatives to ending the employment relationship
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 | compromise agreements | references | restrictive covenants | non-compete clause |