NYC Employee and Executive Agreement Lawyers

Whether hiring senior leadership or managing a growing workforce, we guide clients through every stage of contract drafting, review, and enforcement. Our services include:

• Executive Employment Agreements
  Drafting and negotiating agreements defining roles, compensation, bonuses, equity, benefits, performance metrics, and termination provisions.
• Non-Compete and Non-Solicitation Agreements
  Structuring restrictive covenants that protect legitimate business interests while remaining enforceable under New York law.
• Confidentiality and Intellectual Property Protection Clauses
  Safeguarding trade secrets, proprietary information, and inventions developed during employment.
• Severance and Separation Agreements
  Managing executive exits and employee terminations to reduce exposure to disputes, litigation, and regulatory risk.
• Independent Contractor and Consultant Agreements
  Structuring compliant relationships that avoid misclassification, wage violations, and tax exposure.
• Employee Handbook and Policy Reviews
  Updating policies to reflect current labor laws, internal practices, and company objectives.
• Employment Contract Dispute Resolution
  Representing businesses in negotiations, arbitration, and litigation involving employment agreement disputes.

Even well-intentioned agreements can fail if not carefully drafted for New York law. Common issues we identify and correct include:

• Overbroad non-compete or non-solicitation clauses that courts refuse to enforce
• Misclassification of independent contractors that triggers wage and hour liability
• Missing invention assignment or intellectual property ownership provisions
• Boilerplate language that does not reflect New York-specific employment standards
• Inconsistent termination, severance, or notice provisions that invite disputes

Addressing these issues proactively can prevent costly litigation and operational disruption.

Well-drafted agreements are more than formalities—they are essential risk management tools. Our attorneys ensure employment contracts comply with federal, state, and local labor laws, including wage and hour rules, restrictive covenant enforcement standards, and employee classification requirements. This proactive approach helps prevent disputes and supports sustainable business growth.

Executives and key employees are critical to your company’s success. We work closely with leadership teams to align agreements with compensation strategies, succession planning, confidentiality requirements, and equity incentives. Our goal is to balance employee motivation with strong protections for your company’s assets and competitive position.

Disputes often arise when agreements are unclear, outdated, or improperly enforced. Our firm represents businesses in matters involving:

• Non-compete and non-solicitation litigation
• Severance and separation disputes
• Breach of confidentiality or trade secret claims
• Executive termination and compensation conflicts

When disputes escalate, we provide strategic representation and, when appropriate, coordinate closely with our employment litigation team.

Do executive employment agreements need to be in writing in New York?

While New York allows oral employment agreements in some circumstances, executive agreements should always be in writing. Written agreements reduce ambiguity, clearly define compensation and termination rights, and are far more enforceable in disputes involving bonuses, equity, restrictive covenants, or severance obligations.

Can an employer modify an employment agreement after hiring?

Yes, but modifications generally require employee consent and additional consideration. Unilateral changes may be unenforceable, especially if they affect compensation, restrictive covenants, or termination rights. Careful drafting and documentation are essential to avoid disputes.

What happens if an employee violates a non-solicitation clause?

If enforceable, the employer may seek injunctive relief, monetary damages, or both. Courts evaluate whether the restriction is reasonable in scope and necessary to protect legitimate business interests such as client relationships or confidential information.

Are severance agreements required by law?

Severance is not automatically required under New York law unless mandated by contract, company policy, or specific circumstances. However, severance agreements are often used strategically to limit liability, resolve disputes, and ensure a clean separation.

How long should a non-compete last in New York?

There is no fixed duration, but New York courts generally favor shorter, narrowly tailored restrictions. Non-competes must be reasonable in time, geography, and scope, and tied to protecting legitimate business interests to be enforceable.

Are you entitled to a severance?

Entitlement to severance depends on your employment agreement, company policies, and the circumstances of termination. Executives may have contractual severance rights, while others may negotiate severance in exchange for releases. Legal review is critical before signing.