Director’s Service Contract – Fixed Salary
Directors’ Service Agreements are referred to as “Directors’ Service Contracts” in the Companies Act 2006 but the difference is in name only. This Director’s Service Contract – Fixed Salary contains the basic terms and conditions which may be used by a company in employing a director. It includes a payment in lieu of notice (PILON) provision.
This employment contract has a General Data Protection Regulation (GDPR) compliant data processing clause. After 25 May 2018, employers must use this clause, as employers will not be able to rely on existing generic consent clauses.
Previously, a version of this employment contract was available without a PILON clause. This version has now been removed, as with effect from 6 April 2018, all PILONs, regardless of their nature, are to be treated as earnings subject to income tax and Class 1 NICs. Click here for more information.
An executive director, for example, a finance director or a managing director is both an officer of the company and an employee. As such, he or she will require an employment contract.
This Director’s Service Contract – Fixed Salary contains the following clauses:
1. Definitions and Interpretation
2. Appointment of the Executive
3. Duties of the Executive
4. Remuneration and Benefits
5. Pension and Benefits.
6. Collective Agreements
8. Other paid leave
10. Sickness and Medical Examination
11. Maternity Leave
12. Paternity Leave
13. Company Car
15. Intellectual Property
17. Non-Compulsory Retirement
18. Gardening Leave
19. Consequences of Termination
20. Amalgamation and Reconstruction
22. Staff Handbook & Employment Policies
24. Data Protection
25. Governing Law
26. Right to Work in the UK
27. Previous Agreements & Contracts
29. Supplemental Schedule: Grievance Procedures and Disciplinary Procedures
Schedule 1: Grievance Procedure and Disciplinary Procedure
Schedule 2: Data Protection Policy and Privacy Notice
This contract contains three possible restrictive covenants; non-competition, non-solicitation of customers and non-solicitation of employees. The non-competition clause provides that for a period of time after termination of employment the employee will not compete with the company’s business. The non-solicitation clauses provide that for a period of time after termination of employment the employee will not deal with the company’s customers (with whom the employee has had dealings) and can’t poach employees of the company.
It is important that the restrictive covenants are no wider than is necessary to protect your “legitimate business interests”, otherwise they may be unenforceable. Please consider each restrictive covenant carefully, and remove any that are not relevant to your particular business and to the individual in question. For those remaining, insert time limits and geographical limits that are appropriate and reasonable to the nature of your business.
Please note that if the clause is tailored to match the particular
individual it is more likely to be deemed reasonable and therefore more
likely to be enforceable. Using identically worded restrictive covenants
for different employees without tailoring them to the individual may
encourage a court to interpret the restrictive covenants as unreasonable.
A copy of every Director's Service Contract must be open to inspection with the company under section 228 of the Companies Act 2006 either at the company’s registered office or at the single alternative inspection location permitted under the Act (in the latter case, the company must notify the Company Registrar of the location of the Service Contracts). The copies must be retained by the company for inspection for at least one year following the date of termination or expiry of the Service Contract.
Under section 188 of the Companies Act 2006, Directors’ Service Contracts with a guaranteed term which is (or may be) longer than 2 years must be approved by an ordinary resolution of the shareholders of the company. Determining the length of the guaranteed period is subject to complex rules. The guaranteed term of a director’s employment is either:
(a) the period (if any) during which the director’s employment continues (or may be continued) except at the option of the company (whether under the original agreement or under a new agreement entered into in pursuance of the original agreement), and it cannot be terminated by the company by notice, or it can be terminated only in specified circumstances, or
(b) in the case of employment which can be terminated by the company by notice, the period of notice required to be given. If the employment has a period within paragraph (a) and a period within paragraph (b), the aggregate of those periods will be the guaranteed term.
If the company enters into a further service contract more than six months before the end of the guaranteed term of a director’s employment (except where the original contract gives the other party that right), then the unexpired period of the guaranteed term of the original contract will be added to the guaranteed term of the new contract.
This contract includes terms relating to the retention of the Director on a fixed salary. Where a contract with remuneration on a bonus scale scheme is required, please use “Director’s Service Contract - Including Bonus Share Option”.
Clauses with optional and alternative phrases
Options and alternatives appear in blue font. The way in which this document is designed ensures that it will make sense with or without the optional clauses. Tailor this contract by removing all phrases and clauses which are not relevant to your business. Once you have finished, please remember to highlight the whole document and switch the font colour to black.
This contract is in open format. Fields should be completed where indicated. Wording in square brackets is optional and can be deleted or retained according to requirements.