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In-house lawyers’ forumMarch 2017, Nottingham
Employment update
Paul Sands, Solicitor
Today’s session
1. Restrictive covenants2. Immigration Act 20163. Gender Pay Reporting4. Budget
Restrictive Covenants
Restrictive covenants: Overview
• Contractual term that can place post terminationrestrictions on an employee in relation to:– Employment with competitors– Poaching colleagues– Poaching clients/customers
• To be enforceable they must be reasonable induration and geography, not going beyond what isreasonably necessary in order to protect legitimateinterests of the employer’s business
Bartholomews Agri Food v Thornton
• Employee began work with the employer as a traineeagronomist in 1997
• At this time he had no experience or customer base• At the time of termination, the employee’s customer
base made up for 2% of the employer’s overall turnover• Employee challenged the enforceability of a non-
compete clause which prevented him from workingwith the whole of the employer’s customer base for 6months
Bartholomews Agri Food v Thornton
• High Court rejected the covenant on two grounds:• If a covenant is unenforceable when it is first imposed
(it was imposed when the employee was a trainee,meaning, at that time, it was wholly unreasonable dueto his lack of client base), it will remainunenforceable regardless of experience gained orpromotions
• Preventing an employee from dealing with anycustomer regardless of previous dealings is too wide,even after a 20 year career
So what?
• Don’t just get off the shelf covenants drafted up –think about it!
• When was the covenant agreed? The question iswhether it was reasonable then, not whether it isreasonable now
• Is the covenant limited?• Many covenants in employment contracts are
outdated and too wide – check them every timeyour employees are promoted – do they still work?
Immigration Act 2016 (IA 2016)
a) Immigration: Overview
• It is unlawful to employ a person who does nothave a right to live and work in the UK or who isworking in breach of their conditions of staying inthe UK
• Initial and, sometimes, follow up checks required• Failure to do so can lead to civil or criminal
penalties• Enforced by the Home Office (via immigration
officers)
b) Public Sector Fluency Duty
• Introduced under the Immigration Act 2016• Came into force on 21 November 2016• Applies to public authorities (including NHS Trusts)• Code of practice came into force on 22 December
2016 – gives guidance and examples for employers
b) What is it?
• The fluency duty applies to those persons workingin roles which have, as a regular and intrinsic partof that role, a requirement to speak to members ofthe public in English.
• This could be in face to face discussions or over thetelephone.
• It covers employees, apprentices, workers andagency workers
b) Steps to take
• Assess what standards are required for particularroles and whether those standards are being met.
• If not, consider training / methods of support• Review existing policies and procedures to include
reference to the fluency duty• Review employment contract to include reference
to required fluency standard• Ensure members of the public are aware of the
complaints procedure and how they can access it
c) IA 2016: Other changes (1)• It used to be a criminal offence to knowingly employ
an individual who does not have the appropriatepermission to undertake the work for which they areemployed
• From 12 July 2016, the offence was widened to includeemploying an illegal worker where the employer has“reasonable cause to believe” the employee does nothave the appropriate immigration status.
• Increased conviction on indictment from 2 to 5 years
c) IA 2016: Other changes (2)
• A power of immigration officers to close businesses thatcontinue to employ illegal workers
• Increased powers for immigration officers to enterbusinesses and seize/retain evidence
• A requirement that public authorities ensure public sectorworkers in customer-facing roles speak fluent English
• April 2017 - Provisions giving the secretary of state thepower to introduce an ‘immigration skills charge’ on certainemployers who sponsor skilled workers from outside the EEA
Gender Pay Gap Reporting
Gender Pay Reporting• Final draft Government regulations published 6
December 2016• All relevant employers with more than 250
employees will be required to publishinformation about their gender pay gap
• Includes bonus information• Government has pledged to work with
businesses to eliminate all-male boards in top350 companies
Gender Pay Reporting – nextsteps• carry out a pay audit to identify what your likely
gender pay gap will be and the reasons for this;• benchmark your gender pay gap within your industry;• consider what information you will want to add to any
report to set your figures in context;• start to plan a strategy to address your gender pay gap• Consider communication strategy ahead of publication
date• We can help you!
Budget
Implications for employers and employees:
- Changes to taxation of termination payments- IR35 – responsibility shifts from personal service
company to public sector ‘employer’- Removal of salary sacrifice tax breaks apart from
certain exemptions
Regulatory update
Rachel Lyne, Partner
CPD update
Claire Stripp
Coffee break
Commercial update
Richard Nicholas, Partner
Areas to look at today:• Making a start
• Making a change• Making a claim
5 minutes before signature
Quick advert…In house lawyer “checker” Product
- Free second opinion/expert view/check a point– Approx 20 minutes on the telephone- Equivalent to seeing a specialist at their desk- Exclusively for in-house lawyers
Terms and conditions apply ☺
Making a start
Letters of intent
• Spartafield v Penten – CFI 2016
• Arcadis v Amec – CFI 2016
So What?
LOI can be a good thing
BUT– what should happen if the agreement isn’t signed?
Making a change
No-Variations provisions
- Globe Motors v TRW (CA) 2016
- MWB v Rock Advertising (CA) 2016
So what?
“No Variation” is a bluff
- So are long “Change Control” schedules
- Regardless of what the contract says – watch outfor changes. You need a way to respond to them!
“Your in-house lawyer – not there for pre-signature”
Making a Claim
Notices provisions/ preventing claims
• Oliver Nobahar Cookson v The Hut Group 2016 (CA)• Axa Reinsurance v Field 2016 (CA)• Lehman v Exxon Mobile 2016 (CFI)• Teoco v Aircon Jersey 2016 (CFI)
Making a Claim
Notices provisions/ preventing claims
Oliver Nobahar Cookson v The Hut Group 2016 (CA)
“…within 20 business days after becoming aware ofthe matter…”
Making a Claim
Notices provisions/ preventing claims
Axa Reinsurance v Field 2016 (CA)
“…as soon as possible”
Making a Claim
Notices provisions/ preventing claims
Lehman v Exxon Mobile 2016 (CFI)
“…by close of play”
Making a Claim
Notices provisions/ preventing claims
Teoco v Aircon Jersey 2016 (CFI)
“within a reasonable notice period”
“…are contemplating claiming…”
So what?
• Time obligations do work BUT are interpretednarrowly (as a limit of liability)
• Likely not to capture claims/events that are new
• If you make a claim – be bold! Don’t “contemplate”claiming – just do it!
In the last 5 mins
• Which 5 words that can save you from large losses?
– Let me think about it…?
– Actually…let’s not get married…?
– I’ll check with Browne Jacobson…?
In the last 5 mins
Fairhurst Developments & Fairhurst v Collins(2016) CFI
– “For and on behalf of”
So what?
• Making a Start– Letters of intent – can be useful, but what if nothing follows?
• Making a Change– need to be vigilant “no-variations” clauses don’t work
• Making a claim– Time limits are read narrowly. Claims must be bold.
So what?
• For letter agreements in particular“For and on behalf of”
• When you need quick advice…Run it past Browne Jacobson
Data protection update
Helena Wootton, Partner
Today’s topics
• ICO priorities• Legal updates• GDPR• Brexit and adequacy
The ICO and her enforcers
ICO’s key priorities• Current information rights priority areas
– Health– Criminal justice– Local government– Online and mobile services
• Sectors under the spotlight– Charities– Affiliate marketing– Gambling, finance and dating– Politics
Security breach trends
Marketing concerns
Some recent developments• Subject access
– Ittihadieh v 5-11 Cheyne Gardens [2017] EWCA Civ121
– Dawson-Damer v Taylor Wessing LLP [2017] EWCACiv 74)
• Telephone marketing– Media Tactics March 2017– FEP Heatcare v ICO EA/2016/0093
• Text marketing– LAD Media Limited January 2017
Some recent developments• Telephone preference service
– IT Protect Limited Jan 2017
• Government to introduce monetary penaltiesfor directors
• Disqualification of Leighton John Power– Help Direct UK MPN
New guidance
• Consent – consultation open• Big Data, artificial intelligence, machine learning
and data protection• Data portability• Lead supervisory authorities• Data Protection Officers
Other legislation
• ePrivacy Regulation• Digital Economy Bill
GDPR – May 2018
• Consider your organisations readiness for GDPR?• Who is preparing your organisation for GDPR?• What is the most significant hurdle your
organisation faces in preparing for GDPR?
New guidance from ICO
• Consent – consultation open• Big Data, artificial intelligence, machine learning
and data protection• Data Portability• Lead supervisory authorities• Data Protection Officers
UK data protection post-Brexit?
• Adequacy and essential equivalence• Possible stumbling blocks• Impact of inadequacy
Competition law update
Matt Woodford, Partner
What will we cover?
• General update• What’s on the horizon?
• Brexit• Will anything really change?
• Online restrictions• Where to tread carefully
Update - Fines
• EU– €3.7 billion in 2016– Average is €1.8 billion p.a
• UK– £142 million in 2016– £0.37 million in 2014!– Pharmaceutical, modelling
agencies, online posters,bathroom fittings, cateringequipment, galvanisedsteel tanks
Update – UK focus• More cases (16 in 2016 v. 6.8
in previous 5 years)• Commitment to more cases –
increase target by 50%• Balanced portfolio of big &
small cases– Warning & advisory letters– Director disqualification
(online posters case)
• Any areas of focus?– Pharmaceutical– Value for money for public
services– Online & digital
Brexit – What will change?
• Little change in short tomedium term– Competition Act modelled on
EU competition law– Duty of cooperation will fall
away – look to the US (?)– Still subject to EU law in EU!
• But - no longer in singlemarket (?)– Fortress UK (?)– Absolute import/export
restrictions (?)
Brexit – Who will you deal with?• Parallel competition
law investigations• Merger control
– No more one-stopshop
– More notifications tomultiple regulators
– CMA anticipating 40% -50% increase inworkload
Online restrictions – Beware!
• Remains a key priorityfor CMA and rest of EU
• More cases, more focusbut still limitedguidance!
Online restrictions – Beware!• UK cases – bathroom fittings;
catering equipment; posters &frames
• Warning letters – 37% relatedto online
• Advisory letters – 43% relatedto online
• Sectors – cosmetics &toiletries; clothing; recreation& sports goods; electronicsaccessories; leisure products;electronic equipment; utilities– price comparison sites
Online restrictions – Caution areas• EU guidance
– Internet friendly– Limited help– Undermining of exclusive
and selective systems (?)• Absolute online sales ban
– Not even in a selectivesystem (Pierre Fabre)
– Consider bricks & mortarrequirement in selectivesystem
– Consider quality standards forsite
Online restrictions – Cautionareas• Price (examples from CMA
letters)– Below minimum advertised
price– Fixed advertised price– Withdrawal of discount– Withdrawal of supply
• Price comparison site bans– BMW / carwow case
(January’17)– German case – sports
goods
Online restrictions – Cautionareas• Third party platforms
– EU guidance suggeststhat a restriction is ok
– German cases havetaken a different line
– Case before ECJ onuse in a selectivesystem (Coty)
Your speakers today
Richard Nicholas|0121 237 3992 |[email protected]
Paul Sands|0115 976 6076|[email protected]
Rachel Lyne|0121 237 4584|[email protected]
Claire Stripp| 0330 045 2134|[email protected]
Helena Wootton|0115 976 6108|[email protected]
Matthew Woodford|0121 237 3965|[email protected]
All information correct at time of production.
The information and opinions expressed within thisdocument are no substitute for full legal advice. It isfor guidance only and illustrates the law as at thepublished date. If in doubt, please telephone us on0370 270 6000.
© Browne Jacobson LLP 2017 – The informationcontained within this document is and shall remain theproperty of Browne Jacobson. This document may notbe reproduced without the prior consent of BrowneJacobson.
