Most employment relationships will be underpinned by an employment contract. An employment contract will ordinarily set out the key terms of your employment and any restrictions following the termination of your employment. If you have been provided with a new employment contract or are looking to leave your current employment and want advice on the terms of your contract, our team of specialised employment lawyers can provide pragmatic and practical advice and identify any clauses of which you should be specifically aware.
Employment Contracts for Employees
Expert advice on your employment contract, helping you understand your rights, obligations and any restrictions before you start a new role or leave your current one.
Employment Contract Reviews
Before you sign a new employment contract, it is important to understand exactly what you are agreeing to. We provide clear, practical advice on key terms including pay, benefits, notice periods, bonus schemes, hybrid working arrangements and restrictive covenants. We identify potential risks, explain your rights and help you make informed decisions. Whether you are starting a new role, changing employers or accepting a promotion, our advice gives you confidence that your interests are properly protected.
Negotiating Employment Contracts
We help employees negotiate fair and workable contract terms before employment begins. Our lawyers advise on salary, bonuses, equity arrangements, benefits, pension contributions, flexibility, notice periods and post-termination restrictions. We work with you to secure terms that reflect your value and career objectives while protecting your longer-term interests. Professional negotiation at the outset can prevent disputes and provide greater certainty throughout your employment.
Executive & Senior Employee Contracts
Senior executives often face complex contractual arrangements involving incentives, share options, bonus schemes and restrictive covenants. We provide specialist advice on executive service agreements, board appointments and senior leadership contracts. Our lawyers ensure you understand your rights, obligations and potential liabilities before committing to an agreement. We help senior employees safeguard their professional reputation, remuneration and future career prospects.
Restrictive Covenants & Non-Compete Clauses
Restrictions on future employment can have a significant impact on your career. We advise employees on non-compete clauses, non-solicitation provisions, confidentiality obligations and other post-termination restrictions. Whether you are considering a new opportunity or facing enforcement action, we assess the enforceability of contractual restrictions and provide practical guidance on your options. Our aim is to help you move forward with confidence while managing legal risk.
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Contract Changes & Variations
Employers do not always have the right to change contractual terms unilaterally. We advise employees on proposed changes to pay, hours, duties, working location and benefits. Our lawyers explain your legal position, assess the risks and help you respond effectively. Where appropriate, we negotiate with employers to protect your interests and achieve a fair outcome.
Fixed-Term & Probationary Contracts
Employees on fixed-term or probationary contracts often have questions about their rights and protections. We provide advice on contract terms, renewals, extensions, early termination and progression to permanent employment. We help individuals understand their position and ensure they are treated fairly throughout the employment relationship.
Contract Breach Claims
Where an employer has failed to honour its contractual commitments, you may have legal remedies available. We advise employees on breaches involving pay, benefits, notice periods, bonus arrangements and other contractual obligations. Our lawyers assess the strength of potential claims and provide strategic advice on pursuing resolution through negotiation or legal action where necessary.
Exit Agreements & Contractual Rights on Departure
When employment comes to an end, contractual rights can become particularly important. We advise employees on notice periods, garden leave, bonus entitlements, accrued holiday pay, post-termination restrictions and contractual obligations. We help you understand your position, negotiate favourable terms where possible and ensure your departure is managed effectively and professionally.
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Frequently Asked Questions
Find answers to your most pressing questions about our services and processes.
Does my employer need to give me an employment contract?
Whilst there is no obligation to give a formal contract of employment, all employees or workers are entitled to be provided with a written statement of employment particulars. This document should set out the core terms governing the relationship including but not limited to hours of work, rate of pay, holiday entitlement, place of work and length of the job if fixed term. This should be provided to you on day one of your employment/contractual arrangement.
Should I take legal advice on my employment contract?
You do not need to take legal advice before entering an employment contract, however, we recommend that you do so to ensure that you fully understand the terms of the contract which you are agreeing to. We can also look to advise you on the potential effects the contract may have in the future.
Can my employer look to restrict future activities?
Your employment contract may well contain post termination restrictions such as non-compete or non-solicitation provisions. Many employees do not realise what they are agreeing to when signing a contract and subsequently discover they are impeded when looking to move to a new job. We can advise you on any post termination restrictions in your contract, their enforceability and what options you may have.
Can my employer change the terms of my contract?
In most cases your employer will not be able to simply change the terms of your employment without first following a consultation procedure and obtaining your consent.
In some circumstances your contract may have a mobility clause, which may allow your employers to ask you to work in a different location (providing it is reasonable) without obtaining your consent.
What happens if I do not consent to changes to my employment contract?
Your employer should consult with you about any proposed changes to the contract and any concerns that you may have. If your employer unilaterally imposes the changes you could continue to work under protest or potentially refuse to work and consider submitting a claim for constructive unfair dismissal.
In some instances, employers may look to fire and rehire. This is risky for employers to do and if your employer takes this step, we would always encourage that you seek advice on your position.
Can I request changes to my terms of employment?
You can always look to request changes to your contractual terms but there is not necessarily an obligation for your employer to agree to these.
In some instances, your employer may have increased obligations to consider your request, in particular, if you were making a flexible working request with perhaps changes to your hours, place of work or working pattern.