Boards & Institutional Employers
Board-level advice on senior appointments and departures, investigations, whistleblowing and governance risk.
Executives · Boards · Employers · Cross-Border Workforces
Employment Lawyer
Navigating cross-border workforces and senior executive transitions.
Discreet, high-level employment advice for boards, employers, HR directors and C-suite executives. From London, we combine employment law with deep expertise in intellectual property, media and technology, where the most sensitive workplace issues now arise.
Advice for the People Who Carry the Risk
Senior employment issues are rarely just about employment law. They involve equity, intellectual property, confidential information and reputation, often across more than one country.
Multinational & Growing Employers
HR directors and in-house legal teams managing UK and international workforces, contractors and creative talent.
C-Suite Executives & Senior Talent
Chief executives, founders, directors and senior creatives negotiating appointments, equity, exits and restrictions.
Employer & Corporate Services
Cross-Border Workforce Advisory
- Employment and consultancy structures for staff working outside the UK
- International secondments and remote working arrangements
- Workforce restructuring, redundancy and consultation
- Contractor and employment status reviews
Governance, Investigations & Compliance
- Whistleblowing complaints and protected disclosures
- Senior misconduct and grievance investigations
- Contracts, handbooks and policies updated for the Employment Rights Act 2025
- Discrimination, harassment and workplace risk management
High-Stakes Disputes
- Employment tribunal claims and settlement negotiations
- Enforcing restrictive covenants and garden leave
- Protecting confidential information and trade secrets
- Team moves and departing-executive disputes
M&A Employment Support
- Employment due diligence on share and asset deals
- TUPE transfers and information and consultation
- Key-person retention, incentives and new service agreements
- Post-acquisition workforce integration
Executive & C-Suite Services
Contract Negotiation
- Executive service agreements and director appointments
- Sign-on, bonus and incentive arrangements
- Equity, share options and leaver provisions
- Notice, garden leave and change-of-control terms
Severance & Exit Packages
- Negotiating exit terms and mutual separation
- Settlement agreements and independent legal advice
- Treatment of equity, bonus and deferred pay on exit
- Agreed announcements, references and confidentiality
Post-Employment Restrictions
- Assessing whether non-compete and non-solicit clauses are enforceable
- Negotiating restrictions before you sign or before you leave
- Confidentiality obligations and moving to a competitor
Employment IP
- Ownership of work, code, content and inventions created by staff
- IP assignment terms for consultants, freelancers and contractors
- Moral rights, credits and creative talent arrangements
The Employment Rights Act 2025: Dates That Matter
The biggest change to UK employment law in a generation is being phased in. These changes raise the stakes, particularly for senior hires and departures.
Key Dates
- 18 December 2025Employment Rights Act 2025 receives Royal Assent
- 1 October 2026Most tribunal time limits extended from three to six months
- 1 January 2027Unfair dismissal qualifying period reduced from two years to six months
- 1 January 2027Cap on unfair dismissal compensation removed
What It Means in Practice
- Uncapped compensation significantly increases the value of senior unfair dismissal claims
- Probation periods and hiring decisions need reviewing now
- Settlement strategy and timing need re-evaluating
- Contracts, handbooks and policies should be updated in stages
Employment Status: The Leading Cases
Media, technology and creative businesses rely heavily on freelancers and consultants. The courts look at the reality of the relationship, not the label in the contract.
Autoclenz Ltd v Belcher
Car valeters described as self-employed were held to be employees. The written contract did not reflect the true relationship: they were controlled by Autoclenz and had to do the work personally.
Uber BV v Aslam
Uber drivers were held to be workers, not independent contractors, entitling them to the minimum wage and paid holiday. The court focused on Uber's level of control and rejected the self-employment label.
Cross-Border Employment, Coordinated From London
English-Law Lead
We advise on English employment law and on English-law contracts used by international employers and executives.
Local Counsel Where Needed
Where an employee works under another country's law, we identify it early and coordinate with local counsel, so you have one point of contact.
Joined-Up Advice
Employment, IP, data protection and corporate issues are handled together, so an appointment, exit or acquisition is documented consistently.
Led by Our Principal Solicitor
Employment matters are led by Peter Adediran, founder and principal solicitor, who has advised on internet, intellectual property and commercial law for over 25 years.
Internet Lawyer Since 1999
Over 25 years in commercial, IP and technology law
Published Author
A Practical Guide to Business, Law & the Internet (Kogan Page, 2002)
MBL Seminars Partner
International CPD training for 286,000+ professionals across 73 countries
SRA Regulated
Authorised and regulated by the Solicitors Regulation Authority (No. 827265)
Employment Law Questions
How long do I have to bring an employment tribunal claim?
For most claims where the act complained of happened on or after 1 October 2026, the time limit is now six months less one day, extended from three months by the Employment Rights Act 2025. Where the act happened before 1 October 2026, the old three-month limit may still apply. Early conciliation through Acas must be started within the time limit, so take advice as soon as possible.
When do employees gain unfair dismissal protection?
For dismissals with an effective date of termination on or after 1 January 2027, the qualifying period for ordinary unfair dismissal falls from two years to six months, and the cap on the compensatory award is removed. Before that date, the two-year qualifying period still applies. Some automatically unfair reasons, such as whistleblowing, need no qualifying service.
Are non-compete clauses enforceable in England?
A post-termination restriction is enforceable only if it protects a legitimate business interest, such as client connections, confidential information or a stable workforce, and goes no further than reasonably necessary. Courts look closely at the length, geography and the executive's actual role. Garden leave can count against the length of a restriction that a court will accept.
What should an executive service agreement include?
Key terms include duties and reporting lines, remuneration, bonus and equity arrangements, notice and garden leave, payment in lieu of notice, confidentiality, ownership of intellectual property, post-termination restrictions, and the interaction with directors' duties and any shareholders' agreement.
What is a settlement agreement?
A settlement agreement is a legally binding contract under which an employee waives statutory claims, usually in exchange for a payment and agreed terms such as references and announcements. To be valid, the employee must receive independent legal advice on its terms and effect, and the employer usually contributes to the cost of that advice.
Who owns intellectual property created by an employee?
Under UK law, copyright in work created by an employee in the course of employment usually belongs to the employer, and similar rules apply to inventions. Work by consultants, freelancers and contractors usually stays with the creator unless there is a written assignment, so contracts need clear IP clauses.
Is someone an employee, a worker or self-employed?
It depends on the reality of the relationship, not just the contract label. Following Autoclenz v Belcher and Uber v Aslam, tribunals look at control, personal service and how the arrangement works in practice. The answer affects rights to the minimum wage, holiday pay and unfair dismissal protection.
Can you represent me in an employment tribunal?
Yes. We advise and act for employers, executives and employees on employment tribunal claims and settlement negotiations, and instruct specialist counsel for hearings where appropriate.
Request a Confidential Consultation
Speak directly with our principal solicitor. Every enquiry is treated in strict confidence.
- Whether you are an employer or an executive
- The role, seniority and countries involved
- Key documents: contract, equity terms, policies or correspondence
- Any deadline, such as a meeting, exit date or tribunal time limit
Telephone: +44 (0)20 7305 7491
Email: peter@pailsolicitors.co.uk
23 Berkeley Square, Mayfair, London W1J 6HE
Scope and fees are agreed in advance before any work begins.
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