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
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?