Leeanne has extensive experience advising a range of regional, national, and international employer clients on various contentious and non-contentious employment law issues. She is dual qualified and practises in both Northern Ireland and England & Wales.
She assists HR, management, and in-house legal teams with a range of day-to-day employee relations issues, such as poor performance, ill health, disciplinary matters, and grievances. She also provides advice and guidance to clients on redundancy exercises, contract and policy reviews, senior employee exits, and the transfer of employees under TUPE.
This month we continue to look at the subject of protecting confidential information, and business interests, through the operation of the employment contract, as well as summarising some of the other non- contractual day to day practises employers can operate to keep commercially sensitive and confidential information safe and secure.
Drafting confidentiality clauses/agreements
In our last article, focusing on the use of post termination restrictive covenants, we referred to the general implied duty of confidentiality on employees, and its limitations, particularly after the employment relationship ends.
There have been conflicting case authorities on the extent to which an express duty of confidentiality can cover anything short of a trade secret of termination of employment. However, if properly and precisely
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