Employment Contract Solicitor in Ireland

Your employment contract can affect your pay, notice period, bonus, benefits, job duties, flexibility, confidentiality obligations and what you can do after leaving your job. It is important to understand what you are signing before problems arise.

At Orpen Franks LLP, we advise employees on employment contracts, contract reviews, restrictive covenants, non-compete clauses, confidentiality obligations, notice periods, bonus terms and post-termination obligations in Ireland.

If you are looking for an employment contract solicitor in Ireland, we can review your contract, explain your rights and help you understand any risks before you sign, resign or move to a new role.

If you have been given a new employment contract, asked to sign updated terms, or are worried about restrictions after leaving your job, speak to Orpen Franks LLP for clear advice.

Yes, if you are unsure about the terms, joining a senior role, receiving a new contract, changing roles, leaving your job, or concerned about restrictions after employment.

An employment contract may include important clauses about notice, pay, bonus, benefits, probation, garden leave, confidentiality, intellectual property, non-compete restrictions and non-solicitation obligations.

At Orpen Franks LLP, we can review your contract in plain English, identify important risks and advise whether any terms should be clarified or negotiated.

An employment contract is the agreement between you and your employer setting out the terms of your employment.

It may include:

• Job title and duties
• Salary and benefits
• Bonus or commission terms
• Working hours
• Place of work
• Remote or hybrid working terms
• Probation period
• Notice period
• Sick pay and holiday entitlements
• Confidentiality obligations
• Intellectual property clauses
• Garden leave provisions
• Restrictive covenants
• Disciplinary and grievance procedures
• Termination provisions

Some terms may be written in your contract, while others may appear in staff handbooks, policies, bonus plans, share schemes or side letters.

You should consider getting legal advice if:

• You have been offered a new job and received a contract.
• You are being asked to sign updated terms.
• Your employer has changed your duties, pay or benefits.
• You are unsure about your notice period.
• Your bonus or commission terms are unclear.
• You are moving to a competitor.
• You are worried about a non-compete clause.
• You are being threatened over restrictive covenants.
• You have received a promotion with new contract terms.
• You are negotiating an exit package or settlement agreement.
• You are leaving employment and unsure what you can do next.

Early advice can help you understand your rights and avoid problems later.

Before signing an employment contract, you should understand:

• Your job title, duties and reporting line
• Salary and payment arrangements
• Bonus, commission and benefits
• Probation period
• Notice period
• Working hours and flexibility
• Remote or hybrid working terms
• Place of work and mobility clauses
• Sick pay and holiday entitlement
• Confidentiality clauses
• Intellectual property clauses
• Restrictions after leaving
• Garden leave clauses
• Termination provisions
• Disciplinary and grievance procedures

If the contract is unclear or one-sided, you may want to ask questions or seek amendments before signing.

Restrictive covenants are clauses that may limit what you can do after leaving your job.

They are often designed to protect an employer’s business, clients, confidential information, staff or commercial interests. However, not every restrictive covenant is enforceable.

Common restrictive covenants include:

• Non-compete clauses restricting you from working for a competitor
• Non-solicitation clauses preventing you from approaching clients or customers
• Non-dealing clauses preventing you from dealing with certain clients
• Non-poaching clauses preventing you from recruiting former colleagues
• Confidentiality clauses protecting business information
• Garden leave clauses keeping you out of the market during notice

If you are worried about restrictive covenants, Orpen Franks LLP can review the wording and explain what it may mean for your next move.

A non-compete clause may be enforceable in some cases, but only if it is reasonable and protects a legitimate business interest.

Important factors may include:

• The length of the restriction
• The geographical area covered
• The type of work restricted
• Your role and seniority
• Your access to confidential information
• Your contact with clients or customers
• Whether the restriction goes further than necessary
• Whether the employer has a genuine business interest to protect

A non-compete clause that is too broad may be difficult for an employer to enforce. However, you should not ignore it without getting advice.

Post-termination obligations are duties that may continue after your employment ends.

These may include:

• Keeping information confidential
• Returning company property
• Not using employer documents or data
• Not contacting certain clients
• Not working for a competitor for a period
• Not poaching staff
• Complying with settlement agreement terms
• Protecting intellectual property
• Following agreed handover obligations

If you are leaving your job, it is important to understand what obligations continue after termination so you do not accidentally breach your contract.

Employees often need advice when moving to a competitor or setting up a new business.

You should get advice if:

• Your employer says you cannot join a competitor.
• You have a non-compete clause.
• You have client relationships from your current role.
• You plan to contact former clients.
• You want to hire former colleagues.
• You have access to confidential information.
• You are on garden leave.
• Your new employer has asked about restrictions.
• You have received a warning letter from your former employer.

We can advise on your contract, your restrictions and how to reduce the risk of a dispute.

Your employer may not be able to make significant changes to your employment contract without agreement.

This may include changes to:

• Pay
• Hours
• Duties
• Workplace location
• Bonus or commission
• Benefits
• Seniority
• Reporting line
• Notice period
• Restrictive covenants

If your employer changes your terms without agreement, you may have options. Depending on the facts, this may involve objecting in writing, raising a grievance, negotiating terms, or considering legal claims.

Before refusing or accepting changes, it is sensible to get advice.

Bonus and commission clauses can be very important, especially for employees in senior, sales, financial or performance-based roles.

Issues may arise where:

• Bonus terms are unclear
• Commission is withheld
• Payment depends on being employed on a payment date
• Targets are changed
• Discretionary bonus decisions appear unfair
• Bonus is affected by resignation, dismissal or redundancy
• Share options or long-term incentives are at risk

We can review bonus, commission and benefits clauses and advise what they may mean in practice.

Employment contracts often contain confidentiality and intellectual property clauses.

Confidentiality clauses may restrict how you use business information during and after employment. Intellectual property clauses may deal with ownership of work, ideas, documents, inventions or materials created during employment.

You should get advice if:

• The wording is very broad
• You are moving to a competitor
• You created valuable work or materials
• You are accused of taking confidential information
• Your employer is threatening legal action
• You are unsure what you can use in your next role

If you are offered a settlement agreement or exit package, it may repeat, confirm or change your contractual restrictions.

Before signing, you should check:

• Whether restrictive covenants are being extended
• Whether confidentiality terms are wider than before
• Whether a non-disparagement clause is included
• Whether garden leave affects your start date
• Whether your reference is agreed
• Whether bonus, commission or benefits are dealt with
• Whether legal fees are covered

At Orpen Franks LLP, we can review both your employment contract and settlement agreement so you understand the full picture.

At Orpen Franks LLP, we advise employees on employment contracts, restrictive covenants, non-compete clauses, post-termination obligations, notice periods, bonus terms, settlement agreements and employment disputes.

We can help with:

• Reviewing employment contracts
• Explaining contract terms in plain English
• Advising before you sign new or updated terms
• Advising on restrictive covenants
• Reviewing non-compete and non-solicitation clauses
• Advising on post-termination obligations
• Advising on notice periods and garden leave
• Advising on bonus, commission and benefits clauses
• Advising on confidentiality and intellectual property clauses
• Advising if your employer changes your contract
• Advising when moving to a competitor
• Advising on settlement agreements and exit packages
• Helping you respond to warning letters or disputes

Our advice is clear, practical and focused on helping you protect your rights, your career and your future options.

If you have been asked to sign an employment contract, are leaving your job, or are worried about restrictions after employment, it is important to understand your position before taking action.

At Orpen Franks LLP, we can review your documents, explain your rights and advise you on the best next step.

Contact Orpen Franks LLP today for clear, confidential advice about employment contracts, restrictive covenants and post-termination obligations.