As an employment law specialist, Laura has significant experience in assisting employers and employees on the full range of legal issues that may arise during the employment relationship.
As well as providing advice on day-to-day issues such as employment contracts, managing grievance and disciplinary issues, workplace leave, restrictive covenants and reorganisations, Laura also has strong experience in advising on redundancy, transfer of undertaking situations, and contentious employment disputes before the Workplace Relations Commission and the Irish Courts.
Complimentary to her employment practice, Laura has extensive practical experience of professional discipline and regulation in relation to a range of areas including accountants (such as ACCA, CPA and ICAI), sporting associations and people (including dispute resolution and anti-doping rule violations) and health professionals. Laura also advises on Child Protection issues and data protection compliance from an employment perspective.
Confidential information is a valuable commercial asset to a business. Like other assets of the business, confidential information requires protection.
During the course of employment, employees usually have access to confidential information, which can range from client contact details to a secret formula.
While an employer may feel reasonably secure in trusting their employees with confidential information, what happens when the employment relationship comes to an end?
In this article, Laura Graham, Partner in the Commercial and Employment Law Department at Reddy Charlton Solicitors, looks at:
- The types of confidential information;
- The extent to which it is implied that each type of confidential information is protected during and after employment;
- Additional precautionary steps that an employer should take to
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