July 13, 2021
Global law firm Pinsent Masons has chosen 2030 as the target for cutting its absolute carbon emissions by a minimum of 50%. In addition, the firm also plans to source 100% renewable electricity across its global assets by 2030. The targets are backed by the Science Based Targets initiative (SBTi), which is a collaboration between Carbon Disclosure Project (CDP), the United Nations Global Compact, World Resources Institute (WRI) and the Worldwide Fund for Nature (WWF). The non-profit collaboration defines and promotes best practice in science-based target setting and independently assesses companies’ carbon emissions reduction targets. Pinsent Masons managing partner John Cleland said setting targets to reduce its own emissions was a “natural next step” for a firm that regularly advises clients on low carbon projects. “We recognize that operating 26 offices in a global network has significant environmental implications and want to implement real, tangible changes that have a positive impact. This helps us focus our efforts to achieve this,” Cleland said. To calculate its global carbon footprint, the firm undertook a 12-month audit of its entire greenhouse gas inventory. In the last five years, the firm has reduced its energy consumption by 30%, shrunk its office space by over 100,000 square feet and cut air travel by 10% – even creating “no-travel weeks” for all staff. Pinsent Masons senior partner Richard Foley said the firm has adapted to become a “purpose-led organization” and has set four key metrics to assess its performance. “These metrics represent what is truly meaningful to our stakeholders and that help us to focus on bettering ourselves as a purpose-led organization. During a particularly...
April 14, 2021
It takes businesses years and even decades to build up their customer base and cultivate their employees. When an employee resigns or has his/her employment contract terminated by an employer, there is always a risk that he/she might join a competitor and poach clients and employees of the employer.  It is of utmost importance that such risk is minimized as far as possible in accordance with the law. In this article, we will discuss how to utilize post-termination restrictive covenants in employment contracts to protect an employer against the risks identified above. 1.    What are Restrictive Covenants? A restrictive covenant is a contractual clause which aims to regulate the activities of the employee after the termination of their employment relationship. Some examples of post-termination restrictive covenants are as follows:- Non-compete covenants These covenants restrict the departing employee from working in a similar job position for a competitor of the employer. Non-solicitation of employees These covenants prevent the departing employee from recruiting their former colleagues to join them in their new employment. Non-solicitation of clients These covenants prevent the former employee from dealing with the clients of the employer. 2.    When are restrictive covenants enforceable? Restrictive covenants are generally considered as restraints on trade and unenforceable unless the employer can justify that it is reasonable in all the circumstances to protect a legitimate business interest. 2.1    What are “legitimate business interests”? The burden falls on the employer to demonstrate that the restrictive covenant is used to protect a legitimate business interest. Examples of legitimate business interests are the protection of relationships with customers and suppliers, business goodwill, confidential information or...
November 10, 2020
The flexible services offering will become a practice group sitting alongside the firm's traditional service lines ...