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In times of economic turmoil, redundancies are seldom far away. Against the backdrop of the cost-of-living crisis, unease in the financial markets resulting from political uncertainty and the continuing legacy of the Covid-19 pandemic, many companies are making cutbacks and having to find efficiencies in order to survive. Indeed, the last few weeks have seen news headlines about mass-layoffs at Twitter, the Independent and Royal Mail.

When an employer proposes to dismiss 20 or more employees at one establishment by reason of redundancy within a period of 90 days or less, it triggers an obligation for that employer to inform and consult collectively with all affected employees. But what are the key considerations for employers in these circumstances? Here are five top tips.

You must consult with appropriate employee representatives and notify BEIS

Where a trade union is recognised, that union must be consulted.

Otherwise, the collective consultation duty means that the employer must consult with "employee representatives", who are simply individual employees within the group of potentially redundant staff members who have been chosen by their colleagues to represent the wider group in discussions with the employer.

Consultation in these circumstances cannot start until representatives are chosen, so typically the employer will ask for volunteers to act as employee representatives and an election might be required to decide who is appointed.

The number of employee representatives is a decision for the employer, but it should ensure sufficient representatives to represent the interests of all affected employees, having regard to the number and classes of those employees. For example, where 30 employees of a retailer are at risk of redundancy and the affected workforce includes 20 sales assistants, 5 stockroom staff and 5 people in accounts, the employer should consider whether to have representatives for each of these three teams or whether to have a representative (or several representatives) for the entire affected workforce.

No affected employee should be unreasonably excluded for standing for election, and all affected employees are entitled to vote, and to vote for as many candidates as there are representatives to be elected (in relation to each employee's class of employee). Voting should be conducted in secret wherever possible.

Where collective consultation obligations apply, the employer must also formally notify the Secretary of State for the Department of Business, Enterprise and Industrial Strategy (" BEIS ") of the potential redundancies. The notification is effected by submitting a Form HR1 to BEIS.

Unlike when consulting with potentially redundant employees on an individual basis, collective consultation is subject to specific statutory rules on how long the consultation process must last. In effect, these rules prevent any dismissals from taking place for a fixed number of days from the start of the collective consultation process. Where 20 - 99 employees are at risk of redundancy, consultation must begin at least 30 days before any dismissals take effect. Where 100 or more employees are at risk, this period increases to 45 days.

Your obligations don't end once you have consulted with the employee representatives. Where an employee has at least two years' continuous employment they enjoy the statutory protection against unfair dismissal, which means that you are obliged to warn and consult with such employees on an individual basis as well. Even if there are employees with under two years' service a company might want to consult with them individually anyway, depending on the circumstances.

One-to-one consultation usually means that the employer must meet with each person to discuss their potential redundancy, give them a fair and proper opportunity to fully understand the reasons for their potential redundancy and to express their views. The employer must also properly and genuinely consider each employees' comments before reaching a final decision as to whether to dismiss them.

Finally, the employer is under a duty to look for suitable alternative employment for each potentially redundant employee to avoid their dismissal. However, there is no obligation to guarantee alternative employment, providing the employer has genuinely considered whether any appropriate roles exist and has given each affected employee the opportunity to apply for such role(s).

The individual and collective consultation processes are separate obligations, however typically where an employer consults collectively with the affected workforce, the individual consultation process will be more streamlined and focused on individual redundancy terms (e.g., the relevant financial payments and notice entitlement due to each individual) and any suitable alternative roles. This is because many issues relating to the redundancy will already have been raised by the employee representatives and dealt with by the employer by the time individual consultation takes place.

Collective consultation obligations also apply to employees who don't have 2 years' service

As set out above, the legal obligation to consult on an individual basis only applies to employees with two years' service or more.

However, the obligation to consult collectively applies to all affected employees, whatever their length of service. Any employees who are dismissed by reason of redundancy without taking part in the collective consultation process may have a potential claim against the employee (albeit not a claim for unfair dismissal). This potential liability is dealt with in more detail at 5 below.

You don't have to collectively consult, but there are consequences if you don't

Sometimes employers choose not to comply with the obligation to collectively consult. A recent (and well-publicised) example was the decision in March 2022 by P&O Ferries to dismiss 800 of its employees without notice and without any consultation at all.

The specific potential benefits and disadvantages of opting not to collectively consult are outside the scope of this article, partly because they can vary hugely depending on the relevant circumstances.

However, a failure to consult collectively where the obligation applies (or a breach of the rules around the election of employee representatives) may result in claims by affected employees in the Employment Tribunal. The Tribunal has the power to award a "protective award" of up to 90 days' pay per affected employee against the employer. Any such employees with more than two years' service may also have a claim for unfair dismissal against their employer.

A failure to give the proper notification to BEIS is a criminal offence, and an employer convicted for an offence of this kind will be liable on summary conviction to a potentially unlimited fine. Individual company directors of the employer may also be personally liable for prosecution.

As such, the consequences for an employer who flouts their collective consultation (or BEIS notification) obligations can be severe, and depending on the size of the workforce the cost can be significant, potentially running into tens or hundreds of thousands of pounds.

In the case of P&O, the company was able to reduce the risk of claims from its outgoing employees by making offers of financial settlement to each affected employee which were equal to (or in excess of) any potential award each individual could hope to recover in the Tribunal. In this way, P&O, whilst still needing to spend significant sums of money in making payments to affected staff, was able to circumvent the management time (and uncertainty) which a full consultation process would have involved.

In August 2022, the Insolvency Service (who had been asked to conduct an investigation into P&O's alleged breach of its duty to notify BEIS) confirmed that there was no realistic prospect of a conviction in relation to P&O's failure to notify BEIS, and as such it will not be prosecuting the company in this regard. This will no doubt signal to employers who can afford to enter into settlement agreements with each affected employee that by doing so they could (on the facts of each particular redundancy situation) avoid not only their financial obligations to each employee, but any potential criminal liability as well.

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Collective Consultation Redundancy - What Do Employers Need to Know?

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Navigate redundancy with expert legal guidance from Waterfront Law. Our advice on collective consultation ensures a smooth transition for businesses. Trust us for tailored solutions.

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At Waterfront, our specialist employment & HR lawyers advise on settlement agreements every week but for our employee clients, signing such an agreement can be a once-in-a-lifetime event. If you have been offered a settlement agreement or you are finding the process confusing or daunting, we are here to help.

1. What is a settlement agreement?

2. Why have I been offered a settlement agreement?

3. Why have I been told that I should seek legal advice on my settlement agreement?

4. Do I have to take legal advice on my settlement agreement?

5. Should I sign and accept my settlement agreement?

6. Can I negotiate better terms?

7. Could I be entitled to more if I bring a claim in the Employment Tribunal?

8. What if I decide that I don't want to sign the agreement?

9. What can I expect the agreement to say?

10. What does "without prejudice and subject to contract" mean?

11. What does the reference to s111A or "protected conversations" mean?

12. Who can I tell about the settlement agreement?

13. Is a compromise agreement the same as a settlement agreement?

14. What happens when I come to Waterfront for advice?

15. How long will it take?

16. How much will it cost to get advice on a settlement agreement?

17. I haven't been offered a settlement agreement, can I ask for one?

18. What will happen if I do not comply with the terms of the settlement agreement?

1. What is a settlement agreement?

A settlement agreement is a written contract between an employee and employer. Usually, it sets out the terms on which the employment relationship will come to an end, but it's possible that the employment may have ended already.

The employer agrees to pay the employee a sum of money and the employee agrees not to claim anything further from the business or settle any claims that they could bring.

You can also expect there to be a number of other contractual provisions for the benefit of both parties, such as an understanding that certain matters will be kept confidential and that the parties will not bad-mouth each other. An agreed reference is also typical

2. Why have I been offered a settlement agreement?

There are a few different reasons why an employer might want to offer a settlement agreement.

In redundancies, they are often used when the parties agree to shortcut the usual consultation process or as a condition of an enhanced severance package.

Outside of redundancy situations, your employer may consider that the relationship isn't working out because of performance or conduct concerns and so wants to discuss bringing your employment to an end by mutual agreement.

In other cases, employers and employees will use a settlement agreement to resolve a dispute between them, perhaps because the employee has raised a grievance or claim.

3. Why have I been told that I should seek legal advice on my settlement agreement?

Because the agreement will waive your right to bring potentially valuable statutory claims, the law provides that you must take independent legal advice before you can enter into it validly. In other words, the agreement will not have the desired effect unless you take legal advice before you sign a settlement agreement. Accordingly, it is standard for the employer to pay for this legal advice, usually up to a certain limit.

To be more precise, the law requires that a valid settlement agreement must 1) be in writing 2) relate to a specific claim or complaint 3) be signed by the employee 4) confirm that the employee has received independent legal advice 5) identify the legal adviser (that adviser must be insured) and 6) record that the rules regulating settlement agreements have been satisfied.

4. Do I have to take legal advice on my settlement agreement?

In nearly all cases, yes, you should consult with specialist settlement agreement solicitors for the reasons set out above.

5. Should I sign and accept my settlement agreement?

This is the main question we help you to answer when providing you with legal advice. Clients always ask "Am I getting a good deal?"

The answer will depend on the factual background to the offer, your negotiating position and the alternatives available to you.

A settlement agreement gives you the certainty of a payment and when it will be paid. However, it will mean that you are no longer able to pursue your legal rights in a Court or Employment Tribunal. Such litigation can be stressful, costly and uncertain so you will want to weigh up the benefits of reaching an agreement now against the potential for you to be better off if you don't.

6. Can I negotiate better settlement agreement terms?

In many cases, yes! Like with any contract, there is usually room for negotiation. It could be on the key financial terms or on the non-financial terms such as the confidentiality clauses or the wording of your reference.

We will help you understand your rights and the options available to you so that you can decide what and how you want to negotiate. You could undertake this yourself or ask us to represent you.

Alternatively, you may find that you are satisfied with the terms offered and, after taking legal advice, you are content to proceed without negotiating.

As a team, we have been negotiating settlement agreements for both employees and employers for more than 20 years, so you can draw on our depth of experience when deciding what to do.

7. Could I be entitled to more if I bring a claim in the Employment Tribunal?

In some cases, the employee will have no viable potential claims anyway, but employers often require the finality of an agreement all the same, particularly where they have decided to be more generous than they need to be with the severance package.

In other cases, it will be a question of weighing up the value of the claims you might have against the offer of settlement on the table.

8. What if I decide that I don't want to sign the agreement?

If you're not happy with the terms, we will probably suggest attempting negotiation before walking away.

However, if you are not prepared to go ahead with the deal then it will be a case of considering your options, which we will discuss with you in detail.

9. What can I expect the agreement to say?

Each agreement is different but they tend to be around 10 to 15 pages and cover:

1. How much will be paid to you and when;

2. When your employment will end, if it hasn't already;

3. What will happen during your notice period, if you are required to work it;

4. The return of company property;

5. Who will be responsible for any tax and national insurance on the payments due to you;

6. How much will be paid towards your legal fees;

7. A waiver of your rights to claim anything further from your employer;

8. Confidentiality and any post-termination restrictions;

9. A prohibition on the parties bad-mouthing each other; and

10. A reference;

We are able to explain in everyday language what each clause means for you.

10. What does "without prejudice and subject to contract" mean?

Where there is a dispute between two parties it is common for them to attempt resolution by discussing matters on a "without prejudice" basis. It means that the correspondence will not be seen by the Court or the Employment Tribunal so the parties can talk more freely and make concessions without prejudicing their legal positions if talks subsequently break down and they ask a judge to decide who is right instead.

It's a way of talking "off the record" so that whatever is discussed is not used as evidence against either party in the dispute or as part of any litigation.

When we are not discussing matters on a "without prejudice" basis, we are talking on an "open" basis.

"Subject to contract" simply means that whatever we discuss or agree in principle is subject to us formalising it in a written contract. It's a way of avoiding agreeing terms during the course of your discussions as it means that even if a consensus is reached, it will not be binding until a contract - i.e. the settlement agreement - has been agreed and signed.

As an example, your employer might say on an open basis that you have no right to a settlement sum and that any potential claims would fail. However, on a without prejudice and subject to contract basis, they may be prepared to offer you a payment by way of a compromise and to conclude matters promptly. If you don't go on to accept it and agree contractual terms then they will be free to revert to their open position, which is that nothing is owed, despite the concession they made on without prejudice basis. They will be entitled to withhold that earlier compromise from the judge as a consequence.

11. What does the reference to s111A or "protected conversations" mean?

The rules on protected conversations - found in section 111A of the Employment Rights Act 1996 - are effectively an extension of the rules relating to without prejudice discussions (see above).

For a discussion to be without prejudice there needs to be a pre-existing dispute which is often not the case when an employer wants to discuss an exit proposal with an employee. Section 111A applies in a similar way to the without prejudice regime by making settlement discussions off the record for the purposes of unfair dismissal claims, but even if there is no pre-existing dispute.

It doesn't apply to claims other than unfair dismissal (such as discrimination) or if there has been "improper behaviour", which could include an employer putting undue pressure on an employee to accept.

12. Who can I tell about the settlement agreement?

Usually, the parties want to keep knowledge of the agreement on a need-to-know basis. Employers do not want others, including their remaining employees, to know that they have made a one-off payment and there could be several reasons why an employee would want to limit who knows about it. Of course, it's a personal financial matter but you would want to keep it from future employers as well.

In practice, we see the parties agreeing to keep matters confidential, but with a list of exceptions. These usually allow you to discuss it with your partner or immediate family and your legal advisers (provided they keep it confidential too). You can also expect to remain able to report crimes or blow the whistle on illegal activity.

13. Is a compromise agreement the same as a settlement agreement?

Yes. Until July 2013 settlement agreements were known as compromise agreements. The government decided to change their name but they are the same thing.

14. What happens when I come to Waterfront's Settlement Agreement Lawyers for employment law advice?

On most occasions, the process is straightforward and you can expect the following to take place:

We will have an initial free-of-charge call with you to understand why you have been offered a settlement agreement and the general terms on offer. We will also explain our fees to you before we start work. If you're happy to instruct us, we can then arrange a time to meet with you to provide the required advice.

We ask that you send us your settlement agreement and employment contract before any meeting.

We will meet with you to explain the terms and effects of each clause in the settlement agreement. We will also discuss whether or not you wish to negotiate the offer or amend any clauses. This usually takes about an hour or so.

We hold most advisory meetings remotely via video call but you're welcome to visit us in person at our offices.

We will contact your employer with any proposed amendments.

Once you're content to proceed, we will arrange for you to sign the agreement and then we will send it to your employer.

We will send our invoice to your employer directly.

15. How long will it take to get advice?

This varies from case to case. For a simple agreement with no amendments, we can offer same-day service, subject to the availability of our employment specialists. For more complex matters, it can take several weeks.

16. How much will it cost to get advice on a settlement agreement?

In most cases, we can advise you within the contribution towards your legal fees offered by your employer. However, if we think that this might not be possible, we'll discuss it with you at the outset.

17. I haven't been offered a settlement agreement, can I ask for one?

Potentially, yes. It will depend on the situation you're in and what negotiating position that gives you. In particular, will your employer view you leaving the business with an exit payment as a reasonable alternative to either retaining you or engaging with you in a dispute, if that is the alternative?

If you would like to leave your job with an enhanced severance package then please call us and we will be happy to discuss how this might be achieved. It's something we've done for clients consistently and successfully over the years.

18. What will happen if I do not comply with the terms of a settlement agreement?

This will depend on the terms of the contract, which particular terms you have not complied with and how. However, you are likely to be in breach of contract and the other party could bring a claim against you for damages and potentially their legal costs too. You may also have agreed indemnities (an obligation to reimburse your employer for its losses) or to repay some or all of the money which was paid to you.

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Employment Settlement Agreement - A Complete Guide | Waterfront Law

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Discover essential insights on employment settlement agreements with our comprehensive guide at Waterfront Law. Navigate legal complexities for fair resolutions efficiently.

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Corporate Law Firms London - Commercial Lawyers London - Waterfront Law

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Are you looking for corporate law firms in London? Waterfront Law's corporate lawyers in London provide practical solutions and legal advice for your business. Contact our corporate lawyers in London today.

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M&A Solicitors - Mergers and Acquisitions Lawyer - Waterfront Law

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Discover expert M&A solicitors at Waterfront Law, your trusted partners in navigating mergers and acquisitions. Our skilled mergers and acquisitions lawyers provides strategic counsel, ensuring seamless transactions and legal clarity for you and your business.

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In need of commercial and practical advice? Whether you're a start-up or multi-national business, Waterfront's contract lawyers provide advice and assistance on a range of commercial law issues.
Commercial Contracts
Our contract lawyers draft and advise on all manner of commercial contracts, so whether you've just started a business and need a set of standard contracts or you're an established business that needs an experienced contract lawyer to cast a fresh eye over your existing agreements, we're here to help make the process as seamless as possible.

Our advice is not one-size-fits-all. We want to get to know your business as well as you do, what your priorities are and your attitude to risk. The better we know our clients, the more value we can provide. As contract lawyers, we are here to steer you through the legal challenges that come your way, to support your growth and ambitions throughout your business lifecycle. Our success is driven by our clients' success.

Our priority when drafting contracts is to protect your business, but our aim is also to provide clear and pragmatic contracts that our clients understand.

Commercial contracts that we frequently deal with:

Precontractual documents and agreements like non-disclosure agreements ("NDA"s)/confidentiality agreements, memorandums of understanding ("MOU"s)/letters of intent.

Consultancy agreements (also known as contractor agreements) for the engagement of sub-contractors - whether with freelance individuals or service companies.

Collaboration, research & development and joint venture agreements.

Product licensing agreements.

Master service agreements (which can include framework agreements or call off contracts).

Outsourcing and Procurement.

Technology specific contracts (including software licensing, software as a service ("Saas"), platform as a services ("Paas"), Infrastructure as a service ("Iaas") contracts, cloud service agreements, hosting agreements and support and maintenance agreements.

Online terms and conditions (also referred to as e-commerce agreements, subscription agreements or terms of use).

Agency, distribution and manufacturing agreements.

Franchising.

Reseller agreements.

Partner agreements, lead referral/generation agreements, value added reseller agreements ("VAR"), white label agreements and OEM agreements.

Sale of goods to customers - whether appearing on your website for online sales or as part of your standard order documentation to be signed in person.

Provision of services to clients - as above, these may apply to online services (which could be as part of a software as a service offering), or standard services contract signed in person.

Software development contracts - conforming to the relevant development methodology, process and outlining and ownership of intellectual property.

Licensing intellectual property rights to licensees - setting out the rights and restrictions on use of the relevant IP.

Contract negotiations
Need us to take the lead with customer negotiations? Our contract lawyers are all skilled negotiators and here to help you close that deal. We want to help you win customers, not lose them, so our approach is collaborative, but we are firm when we need to be.

Contract negotiations can be delicate. Waterfront's contract lawyers are expert negotiators. We understand that dealing with large corporations and their teams of in-house lawyers can often be a daunting and intimidating experience, with many people succumbing to the "we don't negotiate" stance often adopted by such organisations. However, the Waterfront team has extensive experience in acting for clients, in particular those selling products and services to much larger organisations. Waterfront has assisted in negotiations with:

Multinational and major blue chip organisations, including many in the financial services sector, e.g. HSBC, JP Morgan Chase, Legal & General, Citibank, Lloyds Bank, Deutsche Bank, Standard Chartered Bank, OCBC Bank, DBS Bank, Scotiabank, State Street, ICBC Standard Bank, and others)

Household names in a variety of other industries e.g. IKEA, De'Longhi, Co-op, Rolls-Royce, Toyota, Sage, IBM, Avon Products, Chubb, English Cricket Board and many more; and

Organisations in the public sector including NHS Digital, the Department for Work and Pensions, the Driver and Vehicle Standards Agency and London Borough of Brent, to name but a few.

International reach
Our assistance doesn't just span the UK. We advise international clients where the laws of England and Wales apply and have a range of contacts with like-minded firms and advisers to help advise on the laws of other jurisdictions.

Although international contract involve the laws of more than one jurisdiction, we can guide you to make the right choices and consider the risks in light of your own role in the contract, whether you are a supplier or a buyer, or an intermediary who buys, sells and delivers services as well.

For a free, no obligation conversation with a solicitor contact us.

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Contract Lawyers - Commercial Contract Solicitors - Waterfront Law

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Need expert legal guidance for commercial contract solicitors in London? Our contract lawyers specialise in commercial law to protect your business interests. Contact us today.

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Employment Tribunal Solicitors London - Dispute Advice - Waterfront Law

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Expert Employment Tribunal solicitors in London at Waterfront Law provide strategic dispute advice. Trust in us for professional legal support in navigating employment issues.

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Venture Capital Lawyer London - Waterfront Solicitors

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At Waterfront Solicitors, we have a team of leading venture capital lawyers in London. Expert legal advice for startups and investors. Navigate funding, contracts, and growth with our dedicated team.eam.

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GDPR Solicitors | Data Protection Lawyer London | Data Protection Law Firm

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Are you a company looking for GDPR solicitors? Our data protection lawyers in London are here to help. We are a leading data protection law firm helping SMEs with GDPR compliance. Contact us today.

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Anti Counterfeiting Lawyers - Legal Advice - Waterfront Solicitors

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Protect your brand with expert anti counterfeiting lawyers at Waterfront Solicitors. Safeguard your intellectual property rights and combat counterfeiting effectively. Consult us for legal solutions.

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NDA lawyers - Trade Secrets Lawyer - Confidentiality Agreement Lawyer

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Protect your business with experienced NDA lawyers in London. Our trade secret lawyers, and confidentiality agreement lawyers safeguard your intellectual property.

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Fashion Solicitors - Fashion Lawyers in London - Waterfront Law

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Waterfront Law: Your trusted fashion solicitors in London. Expert fashion lawyers dedicated to protecting your style and business. Contact us for legal excellence.

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Are you looking for boutique IP law firms in London? Waterfront Law, a leading business law firm in London, offers expert services like intellectual property, technology, corporate, data protection and employment law. Contact our commercial solicitors in London today.

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Business Law Firm London | Commercial Solicitors London | Boutique IP Law Firms London

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Are you looking for boutique IP law firms in London? Waterfront Law, a leading business law firm in London, offers expert services like intellectual property, technology, corporate, data protection and employment law. Contact our commercial solicitors in London today.

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Leading technology lawyers at Waterfront Law. Expert technology solicitors providing innovative legal solutions. Your trusted partner in navigating the digital landscape.

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Technology Lawyers | Technology Solicitors | Waterfront Law

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Leading technology lawyers at Waterfront Law. Expert technology solicitors providing innovative legal solutions. Your trusted partner in navigating the digital landscape.

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Are you looking for a redundancy solicitor in London? Get expert legal representation with Waterfront Law's Redundancy Lawyers in London. Protect your rights & navigate complexities. Contact us today.

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Redundancy Solicitor London | Redundancy Lawyer London | Waterfront Solicitors

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Are you looking for a redundancy solicitor in London? Get expert legal representation with Waterfront Law's Redundancy Lawyers in London. Protect your rights & navigate complexities. Contact us today.

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Are you looking for a trademark lawyer in London? Our IP solicitors team in London has years of experience helping clients protect, manage, exploit, enforce and defend their property rights. Contact our intellectual property lawyer in London today.

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Waterfront Solicitors is a leading firm of specialist intellectual property lawyers based in London.

We are a London-based, intellectual property (IP) focused law firm with clients ranging from large multinational companies through to SMEs, start-ups and individual inventors.

Our team of IP solicitors have years of experience helping clients protect, manage, exploit, enforce and defend their intellectual property rights. Our experience covers the entire spectrum of intellectual property law and practice, specifically:

Anti-counterfeiting - our trade mark lawyers in London are adept at preventing your competitors from imitating your brands, products and designs, including by working with UK customs authorities to seize infringing counterfeit goods;

Copyright and database rights - our copyright lawyers advise across a range of areas, including copyright disputes and copyright litigation, commercial transactions, general clearance and advisory work, intellectual property rights audits and chain-of-title research;

Design rights - our intellectual property lawyers can help you to protect your creative investment and negotiate the complex legal maze of multiple, overlapping design laws affecting the UK;

Know how, trade secrets and confidential information - through commercial agreements and litigation measures, our IP solicitors can help you protect and exploit your valuable confidential information and trade secrets;

Patent litigation - from multi-million-pound patent claims in the High Court to more modest but vital patent claims in the Intellectual Property Enterprise Court (IPEC), our team of IP solicitors have the skills and experience to manage all forms of patent disputes and patent litigation;

Trade marks and brands - our trade mark lawyers can advise you across the whole spectrum of trade mark rights and related rights (such as passing off). Our trade mark lawyers advise in relation to both contentious and non-contentious matters which include trade mark clearance searches, protection and registrability issues, co-ordination and management of trade mark filings, branding and franchise agreements, trade mark disputes and trade mark litigation; and

Domain name law - we have successfully acted both for those bringing and defending domain name proceedings.

Why Waterfront?
Our IP team of market-leading IP solicitors have been recognised in prestigious legal directories, the Legal 500 and Chambers and Partners, for a number of years. Our approach is to combine expert advice with "a pragmatic approach and provide clients with valuable advice succinctly and efficiently".

Waterfront's IP offering is very much partner-led and our partners are heavily involved in the cases they manage. Unlike other firms, our partners don't just turn up at the initial meeting never to be seen again. They are actively involved and such involvement is facilitated by Waterfront's highly competitive pricing structures, which means that partners are not "priced-out". The result is that our clients benefit from the maximum amount of expertise and experience being efficiently and appropriately directed to the matter in hand, right from the first meeting all the way through to the conclusion or settlement of your case.

The Joint Heads of Intellectual Property and Dispute Resolution are Matthew Harris and Piers Strickland. Matthew is described as "having an outstanding knowledge of IP law who focuses very much on the commercial concerns of his clients" and as "extremely personable and engaging". Piers is a "first-rate litigator" and "is very responsive, always accessible, very focused on clients' commercial imperatives and very tactically aware. He is simply a pleasure to work with".

We are aware that intellectual property lawyers are often accused of being too formal, abrasive, aggressive, slow or simply just too painful to deal with. At Waterfront, our IP solicitors aim to strike the right balance between being driven and tough when protecting your interests and demonstrating strong interpersonal skills. We consistently strive to provide the highest levels of customer service but we want you to be relaxed and comfortable in our company.

Waterfront also has a talented and personable team of IP solicitor associates who are well able to run suitable matters themselves, particularly when those matters require close control of costs. At the outset of every matter, we will discuss your requirements and identify which member of our IP solicitor team is best placed to provide the specialist intellectual property advice you require, ensuring that our offering is tailored to your specific needs.

Waterfront's team of IP solicitors in London represent clients in a range of IP disputes. This includes acting in large and complex IP disputes in the High Court of England and Wales (in the IP List). Such heavy-duty IP litigation often has a multi-jurisdictional angle.

However, what distinguishes Waterfront from the competition is that our IP solicitors are equally well equipped to act for clients in small and medium sized IP disputes in the Intellectual Property Enterprise Court (IPEC). This is because our efficient billing models, and use of our senior intellectual property lawyers as advocates instead of barristers, means that costs do not spiral out of control in the context of the strict cost-capping regime which operates in IPEC.

The nature of intellectual property rights mean that our intellectual property lawyers act for clients in a range of different industries. Recent highlights involve: our trade mark lawyers acting in substantial trade mark actions in the fashion, financial services and food sectors; a high-value claim in the financial services sector involving allegations of misuse of confidential information and infringement of trade secrets and various copyright and design actions in the entertainment and consumer goods sectors.

Our intellectual property lawyers in London act for clients all over the UK, as well as internationally. While we are a London-based practice, specialising in IP law which applies in the courts of England and Wales, we have a large and sophisticated network of trusted foreign IP lawyers with whom we collaborate on multi-jurisdictional IP disputes and IP litigation.

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Intellectual Property Lawyers London | Trademark Lawyer London | IP Solicitors London

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Are you looking for a trademark lawyer in London? Our IP solicitors team in London has years of experience helping clients protect, manage, exploit, enforce and defend their property rights. Contact our intellectual property lawyer in London today.

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Our London-based specialist settlement agreement solicitors can advise employees and employers on settlement agreements. Ensure a fair settlement with Waterfront Law's Settlement Agreement Lawyers. Get in touch today.

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We are specialists in advising both employees and employers on settlement agreements.

Unlike some employment specialists, our settlement agreement solicitors are pleased to represent both individuals and businesses. It means that we maintain an excellent working knowledge of the tactical, legal and commercial considerations which are important on both sides of the table. It is this rounded expertise which means we are formidable advisers to both employer and employee.
For employees
Our settlement agreement lawyers are proud to have advised thousands of individuals on their employer's proposal of settlement, whether that's simply advising on the terms or negotiating better ones.

We know that it can be a confusing process and one which most will have never experienced before. Accordingly, we always take the time to explain how it works before understanding the background and advising on how your legal rights compare to the terms proposed.
Call us now or read our complete guide for employees on settlement agreements
You can call or email one of our specialist settlement agreement solicitors now with any questions and our details are below.

You might also find useful this blog on 10 answers for employees who have been offered a settlement agreement or our complete guide to settlement agreements for employees which is . It includes a video of one of our settlement agreement lawyers answering some common questions.
Settlement agreement: what to expect from Waterfront
When you contact us about your settlement agreement, you can expect the following:

A team with over 20 years' experience of advising on and negotiating settlement agreements.

A free initial no-obligation chat so that we can understand the situation and how we can help.

On the initial call we will talk to you about how we charge for our advice. In the majority of cases our fees will be paid in full by your employer.

A dedicated named settlement agreement solicitor, who will be your contact and represent you throughout.

You will need to provide us with the settlement agreement itself, together with any related documents such as your employment contract. We also need ID for all new clients.

A further and much more in-depth call will then be scheduled with your settlement agreement solicitor. Once they have the relevant information, you will be advised on your rights, the possible value of those rights and the terms of the settlement agreement.

Clear, practical advice on your options.

The ability to make a fully informed decision about accepting, rejecting or negotiating the terms on offer.

If you do not want to agree and you would prefer us to pursue your rights in the Employment Tribunal, we will be happy to do so.

When it comes to settlement agreements (or compromise agreements as they used to be known) we have years of experience and we look forward to sharing it with you.
For employers
With expert advice from a settlement agreement solicitor, employers can use settlement agreements effectively to both progress and protect their business.

A settlement agreement can be used to bring the employment relationship to an end by mutual consent, resolve a dispute or simply as a condition of an enhanced severance or redundancy package.

In particular, settlement agreements can be used:

To deal with performance, conduct or ill health issues, which might otherwise be difficult or time-consuming for a busy management team.

To conclude grievances.

As part of financial assistance to employees in a redundancy situation.

We advise employers on all aspects of settlement agreements, from the underlying legal framework, to making an offer, to any negotiation and even enforcement if an agreement is breached. Our experienced settlement agreement solicitors can help you at every stage.

The negotiation of a settlement agreement - both the financial and non-financial elements - can be difficult for those without the relevant experience and that's exactly what our settlement agreement solicitors offer: over 20 years of getting the right resolutions for our clients.

We always advise with the best commercial interests of the business in mind, which usually means balancing the costs against the benefits.

Of course, settlement agreements mean some cost, for example in respect of the agreed payment to the employee and the legal advice required. But in the right cases - and with guidance from a settlement agreement solicitor - they can offer benefits which far outweigh those costs, including the certainty that there won't be a claim against the business, as well as confidentiality.
Call us now or see our complete guide to settlement agreements for employers
To find out more, you can contact one of our settlement agreement lawyers today using the details below.

We have also prepared a complete guide to settlement agreements for employers , which includes a video from one of our specialists answering some of the most commonly asked questions.

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Settlement Agreement Lawyer and Solicitors | Waterfront Solicitors

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Our London-based specialist settlement agreement solicitors can advise employees and employers on settlement agreements. Ensure a fair settlement with Waterfront Law's Settlement Agreement Lawyers. Get in touch today.

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Are you looking for copyright lawyers in the UK? We offer expert copyright law advice in disputes and litigations, commercial transactions, general clearance and advisory work, intellectual property rights audits and chain of title research.

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Copyright Lawyers UK | Copyright Solicitors & Database Rights | Waterfront Law

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Are you looking for copyright lawyers in the UK? We offer expert copyright law advice in disputes and litigations, commercial transactions, general clearance and advisory work, intellectual property rights audits and chain of title research.

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Discover essential factors for successful contract negotiations. Waterfront Law offers expert contract negotiation services to optimise your agreements.

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Contact Waterfront's commercial negotiators today via contact@waterfront.law and ask for a free introductory call to discuss your upcoming or ongoing contract negotiations. There are three key things to consider in negotiations:
When it comes to contract negotiations, things often don't turn out the way you had hoped and then there is no going back.

Sometimes SMEs go into contract negotiations ill-equipped and hoping for the best. Often, they do not have the depth of experience to get the best deal for themselves - and one that their customer will accept. The counterparty may have an aggressive negotiator on their side and the SME feels unable to push back strongly. At other times, they may not even realise they are getting a bad deal as the implications of the contract are not obvious to the untrained eye. As a result, they may end up agreeing to a less than advantageous deal. Certainly, they are unlikely to get the best possible deal. Don't save at the wrong end: invest in representation to get the best contract negotiation services for your company today. They will stand you in good stead for years to come.

1. you need to know your own bottom line and any deal breakers;

2. you need to gauge the other side's likely position; and
Here are some examples where we have provided contract negotiation services and got our clients a much better deal.

A leading sportswear brand was about to pay an online marketplace a commission on a sum that included costs. We were able to negotiate commission payments on profits only through our contract negotiations. This saving alone was worth £15,000 a year to the client.

An IT services client was going to risk being sued after they had already remedied their SLA breach. We ran the contract negotiations that saw to it that they could not be sued once the problem was solved. Had they been sued, they could have spent several hundred thousand pounds defending themselves.

A SaaS provider client had no way of checking that their client did not add too many users. Our contract negotiations made sure the client could charge higher rates if additional users were not disclosed on time. At more than £1,000 per user, this was worth several thousand to the client.

A marketing company had no price increase provisions in their contract. We helped them negotiate an annual increase so that the arrangement remained profitable. The increase was worth £10,000 a year to the client. Implemented in each of their contracts, this increased their revenue exponentially, and this was because of our contract negotiations.

Big players try to get their SME counterparties to accept unlimited liability. So far, we have always got a liability cap for our clients, no matter how strong the other side. Just the insurance saving from capped liability amounted to over £20,000 a year to one client.

3. you need to know where to stand firm and where to flex.

This expertise takes years of experience to acquire. Like the engineer who knows exactly where to tap to get the manufacturing plant back up and running, we know how to flex and be firm in just the right proportion to get the deal you need.

Instead of struggling on your own, losing a lot of management time and still not being sure you have got the best deal, let us negotiate for you. Allocate part of your budget to legal risk management if you want to start off on the right foot. If your contract negotiations are in stalemate, or if you are not sure of the implications of certain contract terms and want to get the best possible deal - contact us. We are crack negotiators. We match our tone to the situation - whether collegial or adversarial or in between, we can handle it for you. If you have ongoing contract negotiations or a new deal coming up, instruct us to handle it for you. You will get top of the range contract negotiation services for a respectable price. Our differentiator is quality - we can compete with the best but we don't charge the highest prices.

If you are about to start contract negotiations, or even if you are mid-negotiation, drop me a line today at sharon.zachariah@waterfront.law to set up a call.

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Three key things to consider in contract negotiations | Contract Negotiation Service

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Discover essential factors for successful contract negotiations. Waterfront Law offers expert contract negotiation services to optimise your agreements.

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Are you a company looking for GDPR solicitors? Our data protection lawyers in London are here to help. We are a leading data protection law firm helping SMEs with GDPR compliance. Contact us today.

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GDPR Solicitors | Data Protection Lawyer London | Data Protection Law Firm

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Are you a company looking for GDPR solicitors? Our data protection lawyers in London are here to help. We are a leading data protection law firm helping SMEs with GDPR compliance. Contact us today.

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Protect your brand with expert trademark solicitor and brand lawyers in London. Waterfront Law specializes in safeguarding your intellectual property rights. Contact us today!

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In an increasingly crowded and competitive marketplace, clients need to be able to protect, exploit and enforce their brands.

We are market leaders in this area. Our trade mark solicitors are ranked as leading individuals in the country.

We advise clients across the whole spectrum of trade mark rights and related rights (such as passing off), including: clearance searches, protection and registrability issues, co-ordination of trade mark filings, trade mark licences and franchise agreements, disputes and litigation.
Clearance searches
Before launching a new brand in the marketplace, it is incredibly important to spend some time conducting trade mark clearance searches. A little effort at this stage can help avoid costly legal battles further down the line and the worst-case scenario of all: a forced rebrand.

Given that many trade mark clearance searches reveal third party marks that have some level of risk, it is important to have experts guide you through the trade mark thicket. Our trade mark solicitors have the experience and expertise to advise on acceptable levels of risk. In turn, this enables our clients to make informed and effective commercial decisions relating to their new brands.
Protection and Registrability issues
Trade marks come in many different forms. Words, logos, shapes, sounds, colours and even smells are all potentially registrable. The key is whether the trade mark in question is capable of designating trade origin of a particular undertaking. Sometimes expert advice from our trade mark solicitors can make all the difference between a trade mark application making it past the examination phase and past oppositions from third parties.
Co-ordination of trade mark filings
While we do not file trade mark applications ourselves, we have a trusted network of trade mark lawyers around the world who we can instruct on your behalf and manage the process efficiently.
Trade mark licences and franchise agreements
Our trade mark solicitors are regularly instructed to draft agreements which deal with trade marks. Common such agreements are trade mark licences, whether they be on an exclusive or non-exclusive basis. We also assist clients in assigning (i.e. transferring) their trade mark rights, as well as dealing with the issue of keeping the trade mark register updated with interests which affect registered trade marks (such as licences and charges). Our commercial contracts team also draft franchise agreements, which have at their core, trade mark licences and related brand guidelines.
Trade mark disputes and litigation
Our expert trade mark solicitors are adept at keeping their clients out of court and generally avoiding expensive litigation wherever possible. Where a trade mark dispute can be settled without recourse to litigation, our trade mark solicitors will use their many years of experience to leverage an advantageous compromise on behalf of our clients. Often this involves some careful tactical thinking at the outset of a dispute to manoeuvre our clients into the stronger negotiating position. All too often, we find ourselves against opponents who are represented by non-expert trade mark solicitors, which is unfortunate for them!

Of course, some disputes are intractable, and, in these situations, litigation is a tool to achieve our client's commercial goals. There are specific courts for trade mark claims, as well as specific court procedure rules for trade mark litigation. Our trade mark solicitors have decades of experiences taking trade mark cases of all sizes through the courts.

Small and medium sized trade mark claims end up in the Intellectual Property Enterprise Court (IPEC). More complex and substantial claims are heard in the Intellectual Property List in the Chancery Division of the High Court of England and Wales.

In addition to litigation, our trade mark solicitors are adept at all forms of Alternative Dispute Resolution (ADR). For example, mediation is one effective form of ADR which we use in trade mark disputes. We know which mediators to appoint and which mediators are most likely to assist bring about a mutually acceptable compromise. Having conducted many mediations in trade mark disputes, we know what we are doing.

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Trademark Solicitor & Brand Lawyers - London | Waterfront Law

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Protect your brand with expert trademark solicitor and brand lawyers in London. Waterfront Law specializes in safeguarding your intellectual property rights. Contact us today!

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Looking for expert Restrictive Covenant Solicitors in London? Trust Waterfront Solicitors for top-notch legal advice and solutions. Contact us today for professional assistance.

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Typically, an employer's most important assets will include its confidential information and its relationships with clients, suppliers and its workforce.

Accordingly, it's vital that businesses protect those assets by using the legal safeguards available to them; from the right contractual provisions to taking enforcement action in the courts when necessary.

Our experienced restrictive covenant solicitors are here to advise and guide you, whether you're an employer or employee.

Restrictive covenants can prohibit a wide range of competitive activity, but the most common seek to prevent:

The solicitation of customers - or dealing with those customers even if there has been no solicitation - as part of a competitive business.

The poaching of employees.

Interfering with key supply relationships to the business.

Starting a competing business or taking up work with a direct competitor, even if the individual does not seek to take customer or employee relationships with them.

Are restrictive covenants enforceable?
It's a common question and the short answer is yes, if they are reasonable.

However, the full answer is usually much more nuanced, particularly when it comes to the practical considerations of enforcing - or circumnavigating - such restrictions and the risk of litigation.

Current restrictive covenant law provides that in order to be enforceable, the restrictions must go no further than is necessary to protect an employer's legitimate business interests. Post termination restrictions which go too far are open to challenge in the courts, with the risk that they are deemed unenforceable and therefore do not protect the business at all. Sometimes we see businesses using restrictive covenants for their deterrent value (even when those covenants may not stand a good chance of being enforced), but this effect may be limited if the provision is too wide and the individual is aware that this is the case.

Often, our team of restrictive covenant solicitors hear the common misconception that restrictive covenants are generally unenforceable. As set out above, it depends on the context. Whilst it might be true of some clear cases, in practice we find that many situations are much more finely balanced, so it is nearly always wrong to assume that there is nothing to worry about if you renege on your agreement.

It's important to consult an experienced specialist when you are preparing post-termination restrictions or considering how best to react when they are breached by former employees. Likewise, for the individual, expert advice can be invaluable when planning a move to a competitor business.

At Waterfront our team of restrictive covenant solicitors have more than 20 years' experience advising on all aspects of the protection of confidential information and the law of post-termination restrictions.
What is a reasonable restriction?
The answer depends on the relevant circumstances and can differ widely in each case. Common circumstances which will be taken into account include the seniority of the employee (both when they agreed to the restriction and now) and how much time a business needs legitimately to protect itself from the damage which could be caused by the departing individual.

For example, a senior employee who is privy to a lot of confidential information and therefore has the most ability to hurt the business, even up to a year after leaving, might be subject to a 12-month restriction. But this would be too much for a junior position, where access to confidential information is usually very limited. A long sales-cycle, such as those seen in the insurance industry where contracts are usually renewed annually, could make a 12-month restriction fair but in a faster moving business it could be too much.

Other relevant factors could include the geographical reach of the clause. A local business such as a hair salon or dentist's surgery would probably be fine to restrict competition in the same town but not further afield. Compare that to a business with national or even global reach, where widening the scope accordingly would be fair.
For employers
Our specialist restrictive covenants solicitors can help you put in place appropriate contractual restrictions, carefully drafted to maximise enforceability in compliance with restrictive covenant law, so that the risk of a current or ex-employee damaging your business is limited.

If there is a breach or damage is caused our team can vigorously defend your interests whilst guiding you on the best strategy to limit any losses and to seek adequate recompense from the other party, whether by way of an agreed resolution or action in the civil courts.

If you are a prospective employer concerned about an applicant's existing post-termination obligations to their previous employer, we can assist by advising on the risk to your business should that individual come to work for you in breach of their restrictions, or where their duties might result in them breaching their obligations to their former employer. Even though you are not a party to the contract in question, it can be possible for the aggrieved business to seek redress from you if you have induced your new recruit to breach their obligations.
For individuals
Generally speaking, our employee clients come to our team of restrictive covenant solicitors for guidance at any one of the following four stages.

The first is when restrictions are proposed by their employer, usually as part of the job offer and found in the draft employment contract. Advice at this stage can be invaluable in identifying what is standard or unusual as well as any "red flags" and in helping you avoid an ill-advised change of job on terms which you may live to regret further down the line. If the terms are not acceptable, we can assist with the negotiation of provisions which are fair to both parties, whilst not unreasonably preventing you from moving on to a new job in future.

The second is when an employee is leaving a business and wants to negotiate the reduction or removal of their restrictions, often as part of a settlement agreement or agreed exit. Depending on the context and the leverage available to them, the individual might be in a good negotiating position to get the freedom they want when searching for their next job. Often a compromise can be struck which allows for that flexibility whilst still affording the business key protections.

Third, we advise employees on their obligations and the risks involved when they are intending to set up in competition with their employer, or when they are planning to act in breach of their contractual restrictions. Sometimes individuals are not sure if their plans would put them in breach of contract and, again, our restrictive covenant solicitors can provide valuable guidance here.

Finally, we help employees when they have received a letter before action and the threat of court proceedings from their previous employer. This can mean strenuously defending our client's right to move on without unfair restrictions imposed on them, brokering a sensible agreed resolution, or any combination of the two.

Whenever you need us, taking legal advice at an early stage (and before taking steps which could expose you to substantial risk and cost) is essential in helping you identify your best course of action, both from a legal and commercial perspective.
Our restrictive covenant solicitors are here to protect your interests
Whether you are an employer or individual, we invite you to take advantage of our depth of experience in this area. Before a dispute arises, our clients rely on us to plan the best strategy for them. When matters become contentious and legal action is threatened or brought, we are determined to fight on each client's behalf and achieve the best possible outcome for them.

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Restrictive Covenant Solicitors | Waterfront Solicitors London

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Looking for expert Restrictive Covenant Solicitors in London? Trust Waterfront Solicitors for top-notch legal advice and solutions. Contact us today for professional assistance.

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Need expert legal guidance for commercial contract solicitors in London? Our contract lawyers specialise in commercial law to protect your business interests. Contact us today.

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In need of commercial and practical advice? Whether you're a start-up or multi-national business, Waterfront's contract lawyers provide advice and assistance on a range of commercial law issues.
Commercial Contracts
Our contract lawyers draft and advise on all manner of commercial contracts, so whether you've just started a business and need a set of standard contracts or you're an established business that needs an experienced contract lawyer to cast a fresh eye over your existing agreements, we're here to help make the process as seamless as possible.

Our advice is not one-size-fits-all. We want to get to know your business as well as you do, what your priorities are and your attitude to risk. The better we know our clients, the more value we can provide. As contract lawyers, we are here to steer you through the legal challenges that come your way, to support your growth and ambitions throughout your business lifecycle. Our success is driven by our clients' success.

Our priority when drafting contracts is to protect your business, but our aim is also to provide clear and pragmatic contracts that our clients understand.

Commercial contracts that we frequently deal with:

Precontractual documents and agreements like non-disclosure agreements ("NDA"s)/confidentiality agreements, memorandums of understanding ("MOU"s)/letters of intent.

Consultancy agreements (also known as contractor agreements) for the engagement of sub-contractors - whether with freelance individuals or service companies.

Collaboration, research & development and joint venture agreements.

Product licensing agreements.

Master service agreements (which can include framework agreements or call off contracts).

Outsourcing and Procurement.

Technology specific contracts (including software licensing, software as a service ("Saas"), platform as a services ("Paas"), Infrastructure as a service ("Iaas") contracts, cloud service agreements, hosting agreements and support and maintenance agreements.

Online terms and conditions (also referred to as e-commerce agreements, subscription agreements or terms of use).

Agency, distribution and manufacturing agreements.

Franchising.

Reseller agreements.

Partner agreements, lead referral/generation agreements, value added reseller agreements ("VAR"), white label agreements and OEM agreements.

Sale of goods to customers - whether appearing on your website for online sales or as part of your standard order documentation to be signed in person.

Provision of services to clients - as above, these may apply to online services (which could be as part of a software as a service offering), or standard services contract signed in person.

Software development contracts - conforming to the relevant development methodology, process and outlining and ownership of intellectual property.

Licensing intellectual property rights to licensees - setting out the rights and restrictions on use of the relevant IP.

Contract negotiations
Need us to take the lead with customer negotiations? Our contract lawyers are all skilled negotiators and here to help you close that deal. We want to help you win customers, not lose them, so our approach is collaborative, but we are firm when we need to be.

Contract negotiations can be delicate. Waterfront's contract lawyers are expert negotiators. We understand that dealing with large corporations and their teams of in-house lawyers can often be a daunting and intimidating experience, with many people succumbing to the "we don't negotiate" stance often adopted by such organisations. However, the Waterfront team has extensive experience in acting for clients, in particular those selling products and services to much larger organisations. Waterfront has assisted in negotiations with:

Multinational and major blue chip organisations, including many in the financial services sector, e.g. HSBC, JP Morgan Chase, Legal & General, Citibank, Lloyds Bank, Deutsche Bank, Standard Chartered Bank, OCBC Bank, DBS Bank, Scotiabank, State Street, ICBC Standard Bank, and others)

Household names in a variety of other industries e.g. IKEA, De'Longhi, Co-op, Rolls-Royce, Toyota, Sage, IBM, Avon Products, Chubb, English Cricket Board and many more; and

Organisations in the public sector including NHS Digital, the Department for Work and Pensions, the Driver and Vehicle Standards Agency and London Borough of Brent, to name but a few.

International reach
Our assistance doesn't just span the UK. We advise international clients where the laws of England and Wales apply and have a range of contacts with like-minded firms and advisers to help advise on the laws of other jurisdictions.

Although international contract involve the laws of more than one jurisdiction, we can guide you to make the right choices and consider the risks in light of your own role in the contract, whether you are a supplier or a buyer, or an intermediary who buys, sells and delivers services as well.

For a free, no obligation conversation with a solicitor contact us.

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Contract Lawyers - Commercial Contract Solicitors - Waterfront Law

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Need expert legal guidance for commercial contract solicitors in London? Our contract lawyers specialise in commercial law to protect your business interests. Contact us today.

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New Duty to Prevent Sexual Harassment - Waterfront Law

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New Duty to Prevent Sexual Harassment - Waterfront Law

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Explore Waterfront Law's insights on the new duty to prevent sexual harassment in the workplace, focusing on employer responsibilities and proactive measures to ensure a safer work environment.

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New Duty to Prevent Sexual Harassment - Waterfront Law

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Explore Waterfront Law’s insights on the new duty to prevent sexual harassment in the workplace, focusing on employer responsibilities and proactive measures to ensure a safer work environment.

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AI Copyright Litigation - AI Copyright Infringement UK

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AI Copyright Litigation - AI Copyright Infringement UK

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AI Copyright Litigation & Infringement UK: Discover key insights on AI and copyright laws for UK businesses. Expert guidance from Waterfront Law. Learn more today!

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AI Copyright Litigation - AI Copyright Infringement UK

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AI Copyright Litigation & Infringement UK: Discover key insights on AI and copyright laws for UK businesses. Expert guidance from Waterfront Law. Learn more today!

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Design Rights Solicitors in London | Design Right Lawyers Waterfront Solicitors

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Design Rights Solicitors in London | Design Right Lawyers Waterfront Solicitors

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Are you looking for a design rights lawyer or advice on design rights? Visit Waterfront Solicitors, a leading firm of IP solicitors in London for expert advice.

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Design Rights Solicitors in London | Design Right Lawyers Waterfront Solicitors

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Are you looking for a design rights lawyer or advice on design rights? Visit Waterfront Solicitors, a leading firm of IP solicitors in London for expert advice.