Specialist advice for senior executives, directors & shareholders

Whether you are starting a senior role, already employed in a senior role or looking to leave one, we understand the complexity of senior management employment contracts and can help you get the outcome you’re after. We have a proven track record in negotiating increased exit packages for our clients.

Our services include:

  • Negotiating new contracts or new terms in existing contracts
  • Advising on bonus schemes, share options and incentive plans
  • Resolving director disputes
  • Negotiating exit packages and settlement agreements
  • Negotiating restrictive employment covenants
  • Giving advice to directors regarding their legal duties after the departure

Next steps: get in touch

If you are a senior executive or director and need legal advice on how to negotiate a new contract, preserve your reputation, resolve a dispute, or leave a role in the most effective and efficient manner possible, contact our friendly team on: 0800 533 5349 or enquiries@mogersdrewett.com

Mogers Drewett

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Frequently asked questions

A settlement agreement is a binding agreement between an employer and employee. If you exit your role as a senior executive or director, you will more than likely make use of a ‘settlement agreement’ in your exit from the business. By signing the agreement, a senior executive/director is waiving their rights, usually in exchange for additional financial compensation upon exiting the business. For the agreement to be binding, an employee must receive independent legal advice.

Put simply, restrictive covenants prevent employees from competing with a business after employment ends. An example of a restrictive covenant is a ‘non-compete’ clause. Such a clause prevents an individual from joining a competitor for a specific time.

If you don’t have a written contract, you can take any job whether it’s with a competitor or not. But if there is a written contract and it contains ‘restrictive covenants’, your employer can stop you from working for a competitor for a set period of time.

If an employer can prove that the restrictions are reasonable, necessary to protect legitimate business interests, and of a duration no longer than is necessary to protect those interests, then they are legally enforceable.

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