Editor's message: Your organisation has information and knowledge that it considers vital to preserve its competitive edge in the market place. You can protect these business interests by using carefully-drafted restrictive covenants and confidentiality clauses.
Your employees are also integral to the success of your organisation and an effective non-poaching covenant can restrict an ex-employee from poaching other members of your staff.
It is equally important to implement effective measures to prevent, monitor and eliminate bribery within your organisation.
Fiona Cuming, employment law editor
Fans of the Great British Bake Off are still reeling from the news it will move from the BBC to Channel 4, without presenters Mel, Sue or Mary Berry. We examine how employers should react when there's a risk of key people leaving, and if there is anything they can do to mitigate losing top talent.
A further 18 categories within our suite of model documents are now listed in the order in which HR professionals might use them. This follows on from the earlier redesign of 14 key areas, making it easier than ever to find the templates that you need among XpertHR's 1,000 model documents.
In DLA Piper's latest case report, the High Court awarded damages of £30,000 and gave an injunction to a company after a former employee breached restrictive covenants by using a combination of customer contact details and information from purchase logs acquired during his employment to poach customers.
The High Court ruled that Sunderland FC was entitled to dismiss one of its directors for gross misconduct because he had leaked confidential information about the club to third parties. We set out six tips to help employers protect confidential information.
In this technological age, employers have the challenge of protecting confidential information within a digital landscape. Fiona Cuming sets out six tips to help.
Can an employer tell its clients that an employee has been dismissed for leaking confidential information to a competitor? The High Court had to consider this issue in Theedom v Nourish Trading Ltd (t/a CSP Recruitment) and another, and decide whether or not the employer had a defence to libel.
The High Court has held that an employer's email to its clients advising that a named employee had been dismissed for gross misconduct was not defamatory. The employer had a defence to libel because the statement was substantially true.
Beth Staniland is a trainee solicitor, and Emma Cousins, Ciara Jenkins, Iain Naylor and Lucy Sorell are associates at Addleshaw Goddard LLP. They round up the latest rulings.
The Government has launched a call for evidence seeking views on the impact of restrictive covenants (non-compete clauses) on business innovation.
HR and legal information and guidance relating to contractual clauses to protect the business.