Employment teams
Contracts, covenants and dismissals, read against the law that actually applies.
The Employment Agent reads the contract, checks the authority, and gives you the answer with the clause quoted and the case marked before you write the letter.
Contract Agent Completed
Senior Associate Employment Contract: English Law Review
Calder & Finch LLP · Employment · CF-2026-0184
Summary
Overall risk is HIGH. The UK/Ireland/EU non-compete is likely unenforceable, while the holiday carry-over cap and blanket data/monitoring consent require replacement; the remaining covenants, working-time opt-out and bonus clause should be narrowed and clarified.
- 1. Clause 9(c), non-compete: High: the 12-month prohibition on working for any law firm anywhere in the UK, Ireland or EU is wider than reasonably necessary.§ Tillman v Egon Zehnder Ltd [2019] UKSC 32
- 2. Clause 11, data and monitoring: High: blanket contractual consent is not an adequate basis for general employment processing or unrestricted monitoring.§ UK GDPR
A Contract Agent memo on an employment contract: summary, action items, authorities and a Word download.
The day this changes
Before
A client rings on Tuesday about a departing sales director and a non-compete drafted in 2019. You need to know by Wednesday whether the covenant holds.
Employment law is a jurisdictional minefield: covenants turn on Tillman, holiday carry-over on a line of cases and, since 2024, on regulations that changed the position.
A general assistant answers all of that fluently and cites something that does not exist.
After
The Employment Agent loads the matching skill for the task, dismissal risk, covenant review, worker status, and reads the contract that is in the matter.
The answer comes back with the clause quoted and each authority carrying a verdict, so you know what the contract says and whether the case is good law.
Everything it produces is marked as a draft for a qualified lawyer, and the Legal Citation Verifier runs automatically after every run.
Grounded on the matter
Open the matter, add the contract and the correspondence, and the Employment Agent works from those documents. Ask about the covenant and it quotes the clause from the 2019 contract in the file, not a specimen. The conflict check runs when the matter opens, and every run and chat attaches to the client, so the departing-director question and the answer live in one place.
See how matters workClient
Calder & Finch LLP
Reference
CF-2026-0184
Practice area
Employment
Jurisdiction
England and Wales
Responsible partner
R. Okafor
Status
Open
Conflict check on open: clear across 214 matters searched.
Clear- Matter opened: conflict check run automatically.
- Documents added: employment contract, board minutes.
- Contract Agent run completed: 6 action items, 14 authorities.
The employment matter, with the conflict check that runs on open.
A deliverable, not a chat
The run comes back as a memo: a summary, the files it read, action items to confirm, an authorities tab and a Word download. Set Prepare for and the same run becomes a Client Update in plain English or a Work-Stream Memo with the weaknesses in your own position spelled out. It is the letter's foundation, drafted for a lawyer to sign, not a chat you transcribe.
See the agentsContract Agent Completed
Senior Associate Employment Contract: English Law Review
Calder & Finch LLP · Employment · CF-2026-0184
Summary
Overall risk is HIGH. The UK/Ireland/EU non-compete is likely unenforceable, while the holiday carry-over cap and blanket data/monitoring consent require replacement; the remaining covenants, working-time opt-out and bonus clause should be narrowed and clarified.
- 1. Clause 9(c), non-compete: High: the 12-month prohibition on working for any law firm anywhere in the UK, Ireland or EU is wider than reasonably necessary.§ Tillman v Egon Zehnder Ltd [2019] UKSC 32
- 2. Clause 11, data and monitoring: High: blanket contractual consent is not an adequate basis for general employment processing or unrestricted monitoring.§ UK GDPR
The Employment Contract review memo, marked completed, ready to download.
Verified, then shareable
Restrictive covenants turn on Tillman, holiday carry-over on a line of cases; every authority the agent relies on is fetched from a closed list of free primary sources and marked verified, needs a check, or not found. A Where we looked panel shows the sources reached. Read the verdicts, then share the memo with a passcode link and keep the log on the matter.
See how verification works| Authority | Where | Source | Verdict |
|---|---|---|---|
| Employment Rights Act 1996, s.1 | Statutory particulars | legislation.gov.uk | Verified |
| Working Time Regulations 1998, regs 13 and 13A | Clause 4 | legislation.gov.uk | Verified |
| Tillman v Egon Zehnder Ltd [2019] UKSC 32 | Clause 9(c) | supremecourt.uk | Verified |
| Herbert Morris Ltd v Saxelby [1916] AC 688 | Clause 9(a) | N/A | Not found |
| ICO: monitoring workers guidance | Clause 11 | ico.org.uk | Needs a check |
| Equality Act 2010, s.39 | Clause 12 | legislation.gov.uk | Needs a check |
The authorities behind an employment run, each with its verdict.
A Contract Agent run over one employment contract costs about 118 credits, about £1.18. The figure is observed on the matter, not a saving claim.
See pricingObjections
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A general assistant answers from the open web and will cite a case that does not exist. This works from a closed list of primary law and marks each authority verified, needs a check, or not found.
See how verification worksOur COLP will not sign this off.
Sources are a closed list, every citation carries a verdict, and every run, share and check sits on a register you can export or print as an inspection bundle.
See the audit registerOur documents are confidential.
Files sit in Microsoft Azure UK, encrypted in transit and at rest, scoped to the matter, and never used to train a model. The security statement sets out the detail.
Read the security statementRun the Employment Agent on one of your own contracts.
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