Director’s Service Contract – Fixed Salary (without PILON) Template

Director’s Service Contract – Fixed Salary (without PILON)

EMP.RE.02.14
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 (without PILON) contains the basic terms and conditions which may be used by a company in retaining a director. It does not include a payment in lieu of notice (PILON) provision. Officially, a director is an officer of the company and not an employee. As such, he or she has no right of remuneration unless the company's articles state otherwise.

This contract has been recently updated to include new and improved clauses providing enhanced protection for the employer.

In theory, therefore, he or she will not need an employment contract or agreement. However, the director may also be employed in another capacity - e.g. as a finance or managing director. In that instance, he or she will be considered an executive director and will require an employment contract.

The Pensions Act 2014 introduced a new state pension for people reaching state pension age on or after 6 April 2016, replacing the previous basic state pension and additional state pension and ending contracting out for defined-benefit schemes. This employment contract has been updated accordingly with the removal of the clause referring to the contracting out certificate.

This Director’s Service Contract – Fixed Salary (no PILON) contains the following clauses:
1. Definitions and Interpretation
2. Appointment of the Executive
3. Duties of the Executive
4. Remuneration and Expenses
5. Pension and Benefits
6. Collective Agreements
7. Holidays
8. Sickness and Medical Examination
9. Maternity Leave
10. Paternity Leave
11. Company Car
12. Confidentiality
13. Intellectual Property
14. Termination
15. Non-Compulsory Retirement
16. Gardening Leave
17. Consequences of Termination
18. Amalgamation and Reconstruction
19. Competition
Clause 19 of 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.
20. Staff Handbook and Employment Policies
21.Notices
22.Data Protection
23. Governing Law
24. Previous Agreements & Contracts
25 Severability
26. Supplemental
Schedule: Grievance Procedures and Disciplinary Procedures

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 Director’s Service Contract – Fixed Salary (no PILON) is in open format. Fields should be completed where indicated.

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.

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