Restrictive covenants in an employment contract-such as non-compete, non-solicitation, or confidentiality clauses – are legally binding. If you breach them, your employer may take legal action, which could include seeking damages or an injunction to prevent further breaches. The enforceability of these clauses depends on their scope, duration and reasonableness. Legal advice is essential if you’re unsure how a restrictive covenant applies to your situation.

‘Fire and rehire’ is where an employer dismisses an employee and offers re-engagement on new terms and conditions of employment, usually where agreement cannot be reached on proposed changes.

Under UK employment law, there are statutory requirements that must be met. Employers must have a potentially fair reason for dismissal, follow a fair procedure and provide at least the statutory minimum notice. Where 20 or more employees are affected, collective consultation obligations may also apply.

Failing to follow the correct process can result in unfair dismissal claims and financial penalties, so legal advice should be sought before taking this step.

In most cases, an employer cannot unilaterally change your contract without your agreement. Significant changes-such as altering your pay, hours, or job duties-require consultation and your consent. If an employer forces changes without agreement, it may amount to a breach of contract or even constructive dismissal. Seeking legal advice early can help you understand your rights and options.

Under UK employment law requirements, all employees must receive a written statement of employment particulars on or before their first day of work. This is a statutory obligation and must include key information such as job title or duties, pay and payment intervals, hours of work, holiday entitlement, place of work and notice periods.

These are the legal minimum terms required for a legally compliant employment contract. In practice, employers should also include additional provisions that protect the business, such as probationary periods, confidentiality obligations, restrictive covenants, intellectual property rights and clear disciplinary and grievance procedures.

Ensuring your employment contracts meet statutory requirements and are tailored to your organisation reduces the risk of disputes and helps protect your business if issues arise.

Yes but only if they are reasonable and protect a legitimate business interest, such as client relationships or confidential information. Overly broad restrictions are likely to be struck out by a court.

Typically between 3–12 months depending on the role and sector. Longer restrictions may be unenforceable unless clearly justified for senior or specialist positions.