Employment Agent
Your whole employment practice in one agent
Employment
Reviews contracts, policies and processes against current employment law.
No credit card required
Senior Associate Employment Contract: English Law Review
Summary
- 1.
Clause 9(c), non-competeHigh
The 12-month prohibition on working for any law firm anywhere in the UK, Ireland or EU, in any capacity, is almost certainly wider than reasonably necessary and therefore unlikely to be enforceable.
Tillman v Egon Zehnder Ltd [2019] UKSC 32 - 2.
Clause 11, data and monitoringHigh
Blanket contractual consent is not an adequate basis for general employment processing, special-category data or unrestricted monitoring.
UK GDPR, Arts 6 and 9 - 3.
Clause 4, holiday carry-overHigh
The unconditional five-day cap conflicts with mandatory carry-over rights where sickness, statutory leave or employer failure prevents leave being taken.
Working Time Regulations 1998, regs 13 to 13A
You hand it
- 01Review a senior associate's employment contract for compliance
- 02Assess a restraint-of-trade clause against current case law
- 03Work through a TUPE transfer workstream
You get back
A memo with a clause-by-clause read, action items, authorities with verdicts, and open questions.
- Summary
- Files
- Action items
- Authorities
- Open questions
- How this was made
You can rely on it because
It runs inside the matter, reads only what is on the file, and records every step under How this was made.
From the task to the draft.
The Employment Agent reviews employment contracts, staff handbooks and HR processes against current legislation, Acas codes and case law, and returns a memo with the compliance gaps that need attention and the authorities behind each one.
- 01
Describe the task
Describe the task: a proposed dismissal, a contract to review, a status question, or a policy to draft.
- 02
Screen and load the skill
Jurisdiction Gatekeeper and PII Redaction screen the task, then the agent loads the matching skill and works the issue against the law of the matter.
- 03
Work the issue
The Employment Rights Act 1996, the ACAS Code, the Equality Act 2010, TUPE 2006 and the IR35 tests ground the analysis, as the task requires.
- 04
Receive the draft
Receive a draft: a risk assessment, redlines, an investigation plan, a policy, or an answer, gated by Privilege Review.
- 05
A lawyer reviews
A qualified employment lawyer reviews before anything is acted on.
A document with its working attached.
Senior Associate Employment Contract: English Law Review
Summary
- 1.
Clause 9(c), non-competeHigh
The 12-month prohibition on working for any law firm anywhere in the UK, Ireland or EU, in any capacity, is almost certainly wider than reasonably necessary and therefore unlikely to be enforceable.
Tillman v Egon Zehnder Ltd [2019] UKSC 32 - 2.
Clause 11, data and monitoringHigh
Blanket contractual consent is not an adequate basis for general employment processing, special-category data or unrestricted monitoring.
UK GDPR, Arts 6 and 9 - 3.
Clause 4, holiday carry-overHigh
The unconditional five-day cap conflicts with mandatory carry-over rights where sickness, statutory leave or employer failure prevents leave being taken.
Working Time Regulations 1998, regs 13 to 13A
Three tasks to start with.
The prompts the agent suggests inside the workspace. Paste your own document under any of them.
Assess a dismissal risk
Assess the fair-reason and ACAS procedural fairness position for this proposed dismissal, and set out the settlement route if one is available:
Check a restrictive covenant
Assess the enforceability of this restraint-of-trade clause, including any garden leave overlap, and propose a narrower alternative:
Run a worker status check
Assess whether this individual is an employee, a worker or self-employed, and give me the off-payroll (IR35) position:
Who it is for, and what it will not do yet.
Best for
- Employment teams and in-house HR/legal wanting one agent across the practice.
- Anyone assessing dismissal or restrictive-covenant risk before it becomes a claim.
- TUPE and Equality Act screening ahead of a transfer or a policy change.
Not yet
- A qualified employment lawyer reviews every output before anything is acted on: HR material is treated as sensitive personal data throughout.
Under the hoodProtocols, gates, skills and sources, for the reader who wants them.
Protocols
- 01Planning ProtocolMaps out the plan before any work starts: which sources answer which part of the task, in what order.
- 02Privilege ReviewAssesses the output for privileged or confidential material and flags disclosure risk before it is circulated.
- 03PII RedactionScreens the task for personal and client data and redacts it before dispatch, with an allow-list so the firm's own name is not stripped from its own memo.
- 04Jurisdiction GatekeeperConfirms the task sits inside a jurisdiction the firm has enabled, and flags anything that strays outside it.
Skills
- Legal Document Formatting
- Privilege & Confidentiality
- Employment Law UK
- Employment Status & IR35 (UK)
- TUPE 2006
- Equality Act 2010 (UK)
- Settlement Agreements (UK)
Connectors in the catalogue
Catalogue tiles, not live integrations today. Documents are uploaded to the matter.
- Slack
- Microsoft 365
See it do real work.
- 01Compliance review of an employment contractA short-form contract that has sat in the precedent folder is checked clause by clause against English employment law before a senior hire is countersigned.
- 02Restraint of trade, research answer to client updateA twelve-month non-compete across the UK, Ireland and the EU is checked against the restraint-of-trade doctrine, then rewritten as a letter a lay client can act on.
- 03A TUPE transfer, from question to work-stream memoNineteen people are in scope of a services transfer. The client wants to know whether TUPE applies and what has to happen and by when. The timetable is the part most likely to go wrong.
- 04Check a misconduct dismissal before the decision letter goesA warehouse supervisor at Corvus Logistics faces dismissal for gross misconduct and the decision letter is drafted. The review reads the investigation file, the invitation letters and the hearing notes together to see whether the process would survive a tribunal.
- 05Plan a collective redundancy consultation timetableDelmere Care Group is proposing to close two sites and ninety roles are at risk across three establishments. The run works out whether collective consultation is triggered, at which establishment, and what the timetable has to look like counted back from the first intended dismissal.
- 06Review a settlement agreement before the employee signsAn employee has seven days to take independent advice on a settlement agreement offering four months' pay. The review checks what is being waived, what is taxable, what the reference actually promises and which restrictions outlive the agreement.
- 07Rebuild garden leave and covenant terms after a resignationA sales director at Thackeray Media has resigned to join a competitor and the contract has both garden leave and a twelve-month non-dealing covenant. The run answers what can be enforced now and what should be rewritten for the eleven people who remain.
- 08Assess worker status across a contractor poolFenwick Marine engages sixty contractors on four different templates and one of them has claimed holiday pay. The grid reads every agreement against the same status questions so the pool can be sorted by risk rather than by template.
- 09Refresh a whistleblowing policy for an Irish employerAn Irish employer has a whistleblowing policy written before the current statutory framework and a reporting channel that routes to a shared HR mailbox. The review checks the policy, the channel and the acknowledgement timetable against what is required.