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

About the Program

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?