Project legal services
Coordinate handover, business information, incentives and departure negotiations in one defined project.
Discuss this projectWhen this service fits
For companies managing the departure of a sales leader, researcher, senior executive or employee who also holds equity. Access to customer records, code, accounts, company authority and incentive arrangements may need coordinated attention. Employment termination and shareholder status must be analysed separately.
What the agreed work can deliver
- A departure issue map covering employment status, authority, systems access, customer records and contractual obligations.
- A handover and evidence-preservation plan for company property and lawfully accessible business records.
- A review of confidentiality, applicable non-compete arrangements and incentive or equity exit documents.
- Agreed negotiation drafts and a closing checklist recording handover, settlement and outstanding issues.
Work in stages
- Assess before action: establish the role, legal relationship, departure proposal and urgent evidence concerns.
- Plan and negotiate: coordinate HR, IT and management within lawful authority and the agreed strategy.
- Document the handover: support agreed settlement documents, access changes and evidence records.
Scope and boundaries
Non-compete restrictions are not automatically appropriate for every employee. Eligibility, protected information, scope, compensation and enforceability need review. Evidence collection must be lawful; the service does not authorise access to private accounts. Labour proceedings, injunctions and separate shareholder disputes require their own scope.
How scope and fees are agreed
The project quotation identifies the employee or group, documents, negotiation rounds, incentive issues and HR/IT coordination. Technical forensics and third-party expenses are separately identified; no successful departure or restriction enforcement is guaranteed.
The law firm accepts the engagement and agrees the scope and fees in writing before substantive work starts. Fees, applicable taxes, expenses, languages, deliverables and any additional work are confirmed in the engagement terms. Sending an enquiry does not itself create an engagement.
Documents to prepare
- Employment and appointment documents, policies, confidentiality and non-compete agreements.
- Incentive/equity terms, authority records and a factual outline of access to company assets and information.
- The resignation or proposed termination, relevant correspondence and immediate deadlines.
A practical question
Can the company impose a non-compete on every departing employee?
Do not assume that a job title or a standard clause is sufficient. The review considers the person’s actual access to protected information and the lawful scope and terms before recommending a course of action.
Discuss this project
For a first enquiry, send the parties’ names, your role, a short outline and any actual deadline. After a conflict check, the document review and proposed work can be scoped. Please agree a suitable channel before sending sensitive case files.
The website language does not determine the language of meetings or deliverables; those arrangements are agreed for the matter.