On 6 August 2025, the High Court of Australia (Australia’s most senior court) handed down the landmark decision in Helensburgh Coal Pty Ltd v Bartley [2025] HCA 29, reshaping the risk environment for global employers who make redundancies in their businesses in Australia, i.e., eliminate certain positions or roles in the business, potentially resulting
The year 2024 witnessed various changes in employment law in the People’s Republic of China. This article summarizes the key developments from the past year and offers an outlook on the changes we have seen and further anticipate as we move through 2025.
On 10 January 2024, the Ministry of Emergency Management of
In today’s global workplace, managing sexual harassment complaints is no longer a matter confined to a single jurisdiction. As companies expand across borders, their legal obligations become increasingly complex. A recent Seyfarth Shaw webinar brought together employment law experts from the US, UK, France, Spain, Italy, and Latin America to explore the challenges of conducting
On Wednesday, December 11th, Seyfarth attorneys Steve Kmieciak and Sara Beiro Farabow will present the third installment of a series of micro-webinars focused on key legal perspectives and considerations for those operating in the hospitality industry. This session will address key considerations for adapting construction forms for international hospitality renovations, including whether to
Wednesday, 10 April 2024
5:45 p.m. – 6:00 p.m. Registration
6:00 p.m. – 7:00 p.m. Panel Program
7:00 p.m. – 8:00 p.m. Networking and Apertivo
Magna Pars L’ Hotel À Parfum
via Forcella, 6
20144 Milano, Italy
Meeting room: Ambrosia Hall
In an era of rapid change and increasingly complex global workplace
The short answer is no, not yet, but their future looks uncertain. In this update we have a look at developments affecting restrictive covenants across various jurisdictions around the globe and what multinational employers should know.
Non-competition clauses (otherwise known as “non-competes” or restraints of trade) are clauses aimed at preventing an employee from joining a competitor for a certain period after the termination of their employment. Non-competes have been around since the Middle Ages, with the first known English case involving a restraint of trade emerging in 1414, when a Mr. Dyer promised to not exercise his trade in the same town he had been trained in for six months.[1] Nowadays, non-compete clauses are common practice in the employment relationship and are often accompanied by other post-employment obligations including restrictions on soliciting or doing business with the former employer’s clients and other employees.Continue Reading Are Restrictive Covenants a Thing of the Past?