Protecting the business

Fiona Cuming

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

Latest items in Protecting the business

  • Date:
    22 September 2016
    Type:
    Legal guidance

    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.

  • Policies and documents tool: further improvements to layout

    Date:
    22 September 2016
    Type:
    Editor's choice

    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.

  • Restrictive covenant breach: £30,000 and injunction for employer

    Date:
    19 August 2016
    Type:
    Law reports

    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.

  • Six tips for protecting confidential information

    Date:
    30 June 2016
    Type:
    Editor's choice

    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.

  • Date:
    29 June 2016
    Type:
    Legal guidance

    In this technological age, employers have the challenge of protecting confidential information within a digital landscape. Fiona Cuming sets out six tips to help.

  • Confidentiality clause centre stage in libel case

    Date:
    22 June 2016
    Type:
    Editor's choice

    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.

  • No libel in email stating employee dismissed for gross misconduct

    Date:
    21 June 2016
    Type:
    Law reports

    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.

  • Date:
    6 June 2016
    Type:
    Legal timetable

    The EU Trade Secrets Directive introduces an EU-wide definition of "trade secret" and provides protections against the unlawful acquisition, use or disclosure of a trade secret.

  • Case round-up

    Date:
    1 June 2016
    Type:
    Law reports

    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.

  • Call for evidence on restrictive covenants

    Date:
    26 May 2016
    Type:
    Consultations

    The Government has launched a call for evidence seeking views on the impact of restrictive covenants (non-compete clauses) on business innovation.