Image Guide to Employment in Financial Services In a rapidly evolving regulatory landscape, employers in the financial services sector must ensure they are fully compliant with local employment rules and procedures. Helping to mitigate risk, IEL’s guide provides clear answers to the key issues facing employers in the sector. Choose countries Choose the countries you want information on, or choose all for the full picture. Select specific jurisdictions to filter on Belgium Brazil France Germany Hong Kong India Ireland Isle of Man Mexico Netherlands Singapore Switzerland UAE (-) United Kingdom United States Reset all Choose questions Choose the questions you would like answering, or choose all for the full picture. Overview 01. What is the primary regulatory regime applicable to financial services employees in your jurisdiction? Engagement 02. Are there particular pre-screening measures that need to be taken when engaging a financial services employee? Does this vary depending on seniority or type of role? In particular, is there any form of regulator-specified reference that has to be provided by previous employers in the financial services industry? 03. What documents should be put in place when engaging employees within the financial services industry? Are any particular contractual documents required? 04. Do any categories of employee need to have special certification in order to undertake duties for financial services employers? If so, what are the requirements that apply? 05. Do any categories of employee have enhanced responsibilities under the applicable regulatory regime? 06. Is there a register of financial services employees that individuals will need to be listed on to undertake particular business activities? If so, what are the steps required for registration? Remuneration and training 07. Are there any specific rules relating to compensation payable to financial services employees in your jurisdiction, including, for example, limits on variable compensation, or provisions for deferral, malus and/or clawback of monies paid to employees? 08. Are there particular training requirements for employees in the financial services sector? Culture and conduct 09. Is there a particular code of conduct and/or are there other regulations regarding standards of behaviour that financial services employees are expected to adhere to? 10. Are there any circumstances in which notifications relating to the employee or their conduct will need to be made to local or international regulators? 11. Are there any particular requirements that employers should implement with respect to the prevention of wrongdoing, for example, related to whistleblowing or the prevention of harassment? Termination and restrictive covenants 12. Are there any particular rules or protocols that apply when terminating the employment of an employee in the financial services sector, including where a settlement agreement is entered into? 13. Are there any particular rules that apply in relation to the use of post-termination restrictive covenants for employees in the financial services sector? 14. Are non-disclosure agreements (NDAs) potentially lawful in your jurisdiction? If so, must they follow any particular form or rules? 01. What is the primary regulatory regime applicable to financial services employees in your jurisdiction? 01. What is the primary regulatory regime applicable to financial services employees in your jurisdiction? Flag / Icon United Kingdom Authors: Louise Skinner Thomas Twitchett Oliver Gregory at Morgan Lewis & Bockius at Morgan Lewis & Bockius LLP at Morgan Lewis & Bockius In the UK, there are two main regulators responsible for the supervision of financial institutions. These are: The Prudential Regulation Authority (the PRA) – The PRA supervises over 1,500 financial institutions, including banks, building societies, credit unions, insurance companies and major investment firms. It creates policies for these institutions to follow and watches over aspects of their business. The Financial Conduct Authority (the FCA) – The FCA regulates the conduct of approximately 50,000 firms, prudentially supervises 48,000 firms, and sets specific standards for around 18,000 firms. Some financial institutions are regulated by both the PRA and FCA (dual-regulated). Those financial institutions must comply with rules set down by the PRA in its rulebook (the PRA Rulebook) and by the FCA in its handbook (the FCA Handbook). Other firms are regulated solely by the FCA (solo-regulated) and must comply with the FCA handbook alone. Different rules can apply depending on the nature and size of the firm. The PRA and FCA work closely on certain issues and firms, but the FCA focuses specifically on ensuring fair outcomes for consumers. The Senior Managers and Certification Regime (SM&CR) sets out how the UK regulators oversee people in businesses supervised and regulated by them, and how those people must act. As the FCA has summarised, “The SM&CR aims to reduce harm to consumers and strengthen market integrity by making individuals more accountable for their conduct and competence” (https://www.fca.org.uk/firms/senior-managers-certification-regime). SM&CR consists of three elements: The Senior Managers Regime (SMR) – This applies to the most senior people in a firm (senior managers) who perform one or more senior management functions (SMFs). These functions are specified in the PRA Rulebook and the FCA Handbook. Senior managers must be pre-approved by the PRA or FCA before starting their roles. Each senior manager must also have a “Statement of Responsibilities” (that sets out what they are responsible and accountable for), which may include (depending on the firm) certain responsibilities prescribed by the regulator known as “Prescribed Responsibilities”. Every year, senior managers must be certified as fit and proper to carry out their role by their firm. The Certification Regime (CR) – This applies to employees who, because of their role, could pose a risk of significant harm to the firm or its customers, such as employees who offer investment advice (certified staff). For solo-regulated firms, these roles are generally called certification functions. Firms must certify that these employees are fit and proper for their roles both at the outset of their employment and continuously. The Conduct Rules – The Conduct Rules set minimum standards of individual behaviour in financial services in the UK. They apply to almost all employees of a firm. They also include particular rules applicable only to senior managers. Certain parts of SM&CR apply to particular firms only. This is outside the scope of this note, which sets out the general position under SM&CR. Last updated on 22/01/2023 02. Are there particular pre-screening measures that need to be taken when engaging a financial services employee? Does this vary depending on seniority or type of role? In particular, is there any form of regulator-specified reference that has to be provided by previous employers in the financial services industry? 02. Are there particular pre-screening measures that need to be taken when engaging a financial services employee? Does this vary depending on seniority or type of role? In particular, is there any form of regulator-specified reference that has to be provided by previous employers in the financial services industry? Flag / Icon United Kingdom Authors: Louise Skinner Thomas Twitchett Oliver Gregory at Morgan Lewis & Bockius at Morgan Lewis & Bockius LLP at Morgan Lewis & Bockius For employees subject to the SMR, anyone performing an SMF must be pre-approved by the relevant regulator before they can start their role. Generally, firms that wish to employ a senior manager must first carry out sufficient due diligence to satisfy themselves that the candidate is a fit and proper person to perform their proposed functions. In this regard, firms must consider the individual’s qualifications, training, competency and personal characteristics. The firm must also carry out a criminal records check. They may then apply to the relevant regulator for that candidate’s pre-approval. In the firm’s application, all matters relating to the candidate’s fitness and propriety must be disclosed. The firm must also enclose a statement of that individual’s proposed responsibilities and (depending on the firm) the latest version of the firm’s management responsibilities map. For employees subject to the CR, before the appointment and annually thereafter, these employees must be certified by the employing SM&CR firm as being fit and proper. Certification does not involve pre-approval by the FCA or PRA. Additionally, firms must comply with the regulatory reference rules for all candidates subject to either the SMR or CR before their employment. These rules require employing firms to request a regulatory reference from all previous employers covering the past six years of employment. Information must be shared between regulated firms using a particular template, which includes information relevant to assessing whether a candidate is fit and proper. Firms are also expected to retain records of disciplinary and fit and proper findings going back six years for their employees (or longer for findings of gross misconduct), and they must update regulatory references that they have previously given where new significant information comes to light that would impact the content of a previously given regulatory reference. Last updated on 22/01/2023 03. What documents should be put in place when engaging employees within the financial services industry? Are any particular contractual documents required? 03. What documents should be put in place when engaging employees within the financial services industry? Are any particular contractual documents required? Flag / Icon United Kingdom Authors: Louise Skinner Thomas Twitchett Oliver Gregory at Morgan Lewis & Bockius at Morgan Lewis & Bockius LLP at Morgan Lewis & Bockius As a matter of general UK employment law, employers must give employees written particulars of certain terms and conditions of employment. This is known as a “section 1 statement” after section 1 of the Employment Rights Act 1996, which sets out the mandatory information that employers must give to employees no later than the first day of their employment. This includes fundamental information such as the names of the employer and employee; the date of commencement of employment; the rates and timing of pay; and working hours. Other prescribed particulars (such as information regarding pensions, collective agreements and training) can be provided to employees in instalments within two months of commencement of employment. Typically, a written employment contract will contain the relevant information to satisfy these requirements. Financial services employers should ensure that, in addition, their employment contracts reinforce the requirements of SM&CR. This will help the employer manage the employment relationship in a manner compliant with SM&CR and demonstrate to the relevant regulators the employer’s commitment to compliance with SM&CR. The employment contract will usually include, therefore, additional provisions regarding the completion of SM&CR-compliant background checks; confirmation of the employee’s regulated function (eg, their SMF or certification function); required regulatory standards of conduct; cooperation with fitness and propriety assessments; and tailored termination events. In addition, all senior managers must have a statement of responsibility setting out their role and responsibilities. Certain firms must also allocate certain regulator-prescribed responsibilities (prescribed responsibilities) among senior managers. It is common to set out a senior manager’s regulatory responsibilities in their employment contract. Dual-regulated firms must also ensure that individuals approved to carry out a PRA-designated SMF are subject to any specific contractual requirements required by the PRA. For example, depending on the type of firm, a firm may be required to ensure that the relevant individual is contractually required to comply with certain standards of conduct, such as to act with integrity and with due care and skill (among other requirements). Last updated on 22/01/2023 04. Do any categories of employee need to have special certification in order to undertake duties for financial services employers? If so, what are the requirements that apply? 04. Do any categories of employee need to have special certification in order to undertake duties for financial services employers? If so, what are the requirements that apply? Flag / Icon United Kingdom Authors: Louise Skinner Thomas Twitchett Oliver Gregory at Morgan Lewis & Bockius at Morgan Lewis & Bockius LLP at Morgan Lewis & Bockius See question 2. All individuals performing an SMF, as classified by the FCA or PRA, will be subject to the SMR. SMFs are described in the Financial Services and Markets Act 2000 (FSMA) as functions that require the person performing them to be responsible for managing one or more aspects of a firm’s affairs authorised by the FSMA, and those aspects involve, or might involve, a risk of serious consequences for the firm or business or other interests in the UK. As noted, any individual performing an SMF will need to be pre-approved by the relevant regulator before they can start their role, and thereafter they must be certified as fit and proper by their firm annually. Applications to the regulator for pre-approval must disclose all matters relating to a candidate’s fitness and propriety and be accompanied by a statement of responsibilities. Firms must carry out a criminal records check as part of the application for approval. Additionally, employees of firms who are not senior managers but who, because of their role, could still pose a risk of significant harm to the firm or any of its customers, may be subject to the CR. The certification functions that place an employee within the ambit of the CR are different under the rules of the FCA and the PRA but include persons such as those dealing with clients or those subject to qualification requirements. These employees must be certified by their firm as fit and proper for their roles both at the outset of their employment and on an annual basis thereafter (certified staff). Firms are not required to carry out criminal records checks for certified staff, but firms can choose to do so to the extent it is lawful. The regulators have set out detailed guidance for firms to consider when assessing an individual’s fitness and propriety. This includes assessing an individual’s honesty, integrity and reputation; competence and capability; and financial soundness. Last updated on 22/01/2023 05. Do any categories of employee have enhanced responsibilities under the applicable regulatory regime? 05. Do any categories of employee have enhanced responsibilities under the applicable regulatory regime? Flag / Icon United Kingdom Authors: Louise Skinner Thomas Twitchett Oliver Gregory at Morgan Lewis & Bockius at Morgan Lewis & Bockius LLP at Morgan Lewis & Bockius Every senior manager under the SMR has a “duty of responsibility” concerning the areas for which they are responsible. If a firm breaches a regulatory requirement, the senior manager responsible for the area relevant to the breach could be held accountable for the breach if they failed to take reasonable steps to prevent or stop the breach. In addition, for most firms, the FCA requires that certain responsibilities – “prescribed responsibilities” – are allocated to appropriate senior managers. These responsibilities cover key conduct and prudential risks. They include, among others, responsibility for a firm’s performance of its obligations under the SMR; responsibility for a firm’s performance of its obligations under the CR; and responsibility for a firm’s obligations around conduct rules training and reporting. Firms must give careful thought to the best person to allocate each prescribed responsibility. Last updated on 22/01/2023 06. Is there a register of financial services employees that individuals will need to be listed on to undertake particular business activities? If so, what are the steps required for registration? 06. Is there a register of financial services employees that individuals will need to be listed on to undertake particular business activities? If so, what are the steps required for registration? Flag / Icon United Kingdom Authors: Louise Skinner Thomas Twitchett Oliver Gregory at Morgan Lewis & Bockius at Morgan Lewis & Bockius LLP at Morgan Lewis & Bockius The FCA maintains a public list of authorised firms and the activities for which each firm has permission. This list is known as the Financial Services Register. The register also includes a directory of certified and assessed persons working in financial services – this includes for each firm (as applicable) senior managers; certified staff; directors (executive and non-executive) who are not performing SMFs; and other individuals who are sole traders or appointed representatives. Firms are responsible for keeping the directory up to date. Firms must report certain information to the FCA about persons included in the register and directory, including information on an individual's role, their workplace location, and the types of business they are qualified to undertake. The FCA provides guidance and Q&As to assist firms with navigating the register and directory. Last updated on 22/01/2023 07. Are there any specific rules relating to compensation payable to financial services employees in your jurisdiction, including, for example, limits on variable compensation, or provisions for deferral, malus and/or clawback of monies paid to employees? 07. Are there any specific rules relating to compensation payable to financial services employees in your jurisdiction, including, for example, limits on variable compensation, or provisions for deferral, malus and/or clawback of monies paid to employees? Flag / Icon United Kingdom Authors: Louise Skinner Thomas Twitchett Oliver Gregory at Morgan Lewis & Bockius at Morgan Lewis & Bockius LLP at Morgan Lewis & Bockius The remuneration of financial services employees working at certain firms (such as banks, building societies, asset managers and investment firms) is heavily regulated. The relevant rules can be found in various FCA “Remuneration Codes” (each Code tailored to different firms) and also (for dual-regulated firms) in specific remuneration parts of the PRA Rulebook and directly applicable retained EU law. The remuneration rules are complex and their application is dependent on each firm. The key principle of the rules, however, is that firms subject to them must ensure that their remuneration policies and practices are consistent with and promote sound and effective risk management. Some elements of the rules apply to all staff, whereas others apply only to material risk-takers within a particular firm. By way of a snapshot, the rules generally cover such matters as: the appropriate ratio between fixed pay and variable pay, to ensure that fixed pay is a sufficiently high proportion of total remuneration to allow for the possibility of paying no variable pay; the amount of any discretionary bonus pool, which should be based on profit, adjusted for current and future risks, and take into account the cost and quantity of the capital and liquidity required; performance-related bonuses, which should be assessed based on a variety of factors, including the performance of the individual, the relevant business unit and the overall results of the firm; restrictions on guaranteed variable pay and payments on termination of employment; and malus and clawback requirements. Last updated on 22/01/2023 08. Are there particular training requirements for employees in the financial services sector? 08. Are there particular training requirements for employees in the financial services sector? Flag / Icon United Kingdom Authors: Louise Skinner Thomas Twitchett Oliver Gregory at Morgan Lewis & Bockius at Morgan Lewis & Bockius LLP at Morgan Lewis & Bockius The PRA and FCA training and competence regimes set the minimum standards that must be achieved by individuals working in the financial services industry. These regimes aim to ensure that authorised firms have arrangements in place to satisfy themselves that their employees are competent. All FSMA-authorised firms are required to have adequately trained and competent senior management and employees. The training and competence requirements include: Threshold conditions on suitability – All firms must show that persons connected with the firm are fit and proper, taking into account all the circumstances. When assessing the suitability threshold of an employee, the FCA and the PRA will consider: the nature of the regulated activity the firm carries on or is seeking to carry on; the need to ensure that the firm's affairs are conducted soundly and prudently; the need to ensure that the firm's affairs are conducted appropriately, considering especially the interests of consumers and the integrity of the UK financial system; and whether those who manage the firm's affairs have adequate skills and experience and act with probity. FCA Principles for Businesses or PRA Fundamental Rules – These rules lay out the parameters of the “fit and proper” standard set for firms in the threshold condition on suitability, and require firms to undertake the following: recruit staff in sufficient numbers; provide employees with appropriate training, with competence assessed continuously; make proper arrangements for employees involved with carrying on regulated activities to achieve, maintain and enhance competence; and train employees to pay due regard to the interests of a firm’s customers and treat them fairly. Competent employees rule in chapters 3 and 5 of the Senior Management Arrangement Systems and Controls Sourcebook – This is the main employee competence requirement in the training and competence regime under the FSMA and applies to individuals engaged in a regulated activity in UK-regulated firms. The application of this rule can be complex and dependent upon the firm and the activities it undertakes, but in general, it provides that firms must employ personnel with the skills, knowledge and expertise necessary for the discharge of the responsibilities allocated to them. Detailed training and competence requirements in the FCA’s training and competence handbook (TC) – The TC rules are designed to supplement the competent employees rule, especially concerning retail activities carried on by firms. Among others, these rules include the following: rules on assessing and maintaining competence; supervision of employees who have not yet been assessed as competent; appropriate qualifications; and recordkeeping and reporting for firms within its scope, including how a firm assessed its employees as competent, and how it has ensured that its employees remain competent. Last updated on 22/01/2023 09. Is there a particular code of conduct and/or are there other regulations regarding standards of behaviour that financial services employees are expected to adhere to? 09. Is there a particular code of conduct and/or are there other regulations regarding standards of behaviour that financial services employees are expected to adhere to? Flag / Icon United Kingdom Authors: Louise Skinner Thomas Twitchett Oliver Gregory at Morgan Lewis & Bockius at Morgan Lewis & Bockius LLP at Morgan Lewis & Bockius Yes. Both the FCA and PRA have established their own high-level required standards of conduct known as the Conduct Rules. The FCA’s conduct rules are set out in the FCA’s Code of Conduct sourcebook. The PRA’s conduct rules are set out in the PRA Rulebook (and different versions apply to different types of PRA-regulated firms). The FCA’s conduct rules apply to most individuals working at an SM&CR firm. The PRA’s conduct rules apply to more limited individuals working at dual-regulated SM&CR firms: senior managers (approved by the PRA or FCA); individuals within the PRA’s certification regime; key function holders; and non-executive directors. The Conduct Rules apply to conduct relating to the carrying out of an individual’s role. They do not extend to conduct within an individual’s private life, provided that the conduct is unrelated to the activities they carry out for their firm. Nevertheless, an individual’s behaviour outside of work can still be relevant to the separate consideration of their fitness and propriety. There are two tiers of Conduct Rules: a first tier of rules applicable to all individuals subject to the Conduct Rules; and a second tier applicable to senior managers only. The rules of the first tier are: Rule 1 – You must act with integrity. Rule 2 – You must act with due skill, care and diligence. Rule 3 – You must be open and cooperative with the FCA, PRA and other regulators. Rule 4 – You must pay due regard to the interests of the customer and treat them fairly. Rule 5 – You must observe proper standards of market conduct. The rules of the second tier (applicable to senior managers) are: SC1 – You must take reasonable steps to ensure that the business of the firm for which you are responsible is controlled effectively. SC2 – You must take reasonable steps to ensure that the business of the firm for which you are responsible complies with the relevant requirements and standards of the regulatory system. SC3 – You must take reasonable steps to ensure that any delegation of your responsibilities is to an appropriate person and that you oversee the discharge of the delegated responsibility effectively. SC4 – You must disclose appropriately any information for which the FCA or PRA would reasonably expect notice. SC5 (certain dual-regulated firms only) – When exercising your responsibilities, you must pay due regard to the interests of current and potential future policyholders in ensuring the provision by the firm of an appropriate degree of protection for their insured benefits. Firms must notify the FCA if they take disciplinary action against an individual for a breach of the Conduct Rules. Last updated on 22/01/2023 10. Are there any circumstances in which notifications relating to the employee or their conduct will need to be made to local or international regulators? 10. Are there any circumstances in which notifications relating to the employee or their conduct will need to be made to local or international regulators? Flag / Icon United Kingdom Authors: Louise Skinner Thomas Twitchett Oliver Gregory at Morgan Lewis & Bockius at Morgan Lewis & Bockius LLP at Morgan Lewis & Bockius Yes. There are multiple potential reporting obligations with various timing imperatives. We include below a snapshot of some of the key obligations: under FCA Principle 11, firms have a general duty to inform the FCA of matters about which it would reasonably expect notice; a firm must notify the FCA immediately it becomes aware, or has information which reasonably suggests, that a matter which could have a significant adverse impact on the firm’s reputation has occurred, may have occurred or may occur in the foreseeable future; a firm must notify the FCA immediately it becomes aware, or has information which reasonably suggests, that a significant breach of a rule (including a significant breach of a Conduct Rule) has occurred, may have occurred or may occur in the foreseeable future; and a firm must also notify the FCA if it takes disciplinary action against an individual for a breach of the Conduct Rules. Where the relevant individual is a senior manager, the notification must be made within seven business days. Where the relevant individual is certified staff, the notification must be made in the firm’s annual reporting. Last updated on 22/01/2023 11. Are there any particular requirements that employers should implement with respect to the prevention of wrongdoing, for example, related to whistleblowing or the prevention of harassment? 11. Are there any particular requirements that employers should implement with respect to the prevention of wrongdoing, for example, related to whistleblowing or the prevention of harassment? Flag / Icon United Kingdom Authors: Louise Skinner Thomas Twitchett Oliver Gregory at Morgan Lewis & Bockius at Morgan Lewis & Bockius LLP at Morgan Lewis & Bockius Whistleblowing In addition to the requirements of the SM&CR outlined above which relate to the prevention of wrongdoing (including the Conduct Rules, fitness and propriety assessments, Senior Managers’ Duty of Responsibility, the certification and approvals processes and associated training requirements), the PRA and the FCA maintain rules on whistleblowing. These are intended to encourage whistleblowers to come forward to report wrongdoing and protect them from retaliation when they do. For certain types of SM&CR firms, the rules mandate measures that employers must implement, for others they provide guidance on measures to consider. The key measures are as follows: Whistleblowers’ champion – a non-executive director and senior manager with responsibility for whistleblowing compliance within the firm, including oversight of internal policies and procedures and certain reporting requirements. Whistleblowing channel – a system which allows whistleblowers to report concerns confidentially and anonymously, and which allows such concerns to be assessed, addressed, and escalated where appropriate. Notification regarding external whistleblowing channels – that is, making staff aware of their right to report matters directly to the PRA and FCA and explaining how they can do so. Whistleblowing training – this must cover arrangements on whistleblowing within the firm and be provided (and tailored) to employees based in the UK, their managers, and employees responsible for operating the firm’s whistleblowing arrangements. Prevention of harassment Harassment and related unacceptable workplace behaviours (such as bullying and discrimination) are not specifically addressed in the SM&CR rules on individual accountability. However, it is clear from regulators’ public statements that the culture of firms (in its broadest sense) is central to their approach. Having a healthy firm culture is seen as critical to consumer protection and well-functioning markets, and firms with healthy cultures are considered to be less prone to misconduct. Firms that are subject to the SM&CR need to be alive to the possibility that instances of harassment and other non-financial misconduct could amount to breaches of the individual accountability regime or trigger certain requirements under it, such as a requirement to investigate, reassess an individual’s fitness and propriety, or notify certain matters to the regulators. The same could apply to any failure by relevant staff to investigate and deal appropriately with allegations of this kind, such as a senior manager who turns a blind eye to reports of sexual harassment or workplace bullying. While there have been relatively few instances of non-financial misconduct resulting in an enforcement action to date, this is likely to become an emerging trend. Last updated on 22/01/2023 12. Are there any particular rules or protocols that apply when terminating the employment of an employee in the financial services sector, including where a settlement agreement is entered into? 12. Are there any particular rules or protocols that apply when terminating the employment of an employee in the financial services sector, including where a settlement agreement is entered into? Flag / Icon United Kingdom Authors: Louise Skinner Thomas Twitchett Oliver Gregory at Morgan Lewis & Bockius at Morgan Lewis & Bockius LLP at Morgan Lewis & Bockius Settlement agreements The whistleblowing measures outlined above are complemented by mandatory requirements for SM&CR firms concerning settlement agreements, namely that any such agreement must include a term stating that it doesn’t prevent the individual from making a protected disclosure, and must not require the individual to warrant that they have not made a protected disclosure or that they do not know of any information which could lead to them doing so (a “protected disclosure” is a type of disclosure recognised in English employment law that gives the person making it legal protection from retaliatory detrimental treatment). SM&CR firms entering into settlement agreements must also ensure that they are not drafted in a way that is incompatible with other relevant regulatory requirements. For example, there is a specific prohibition in the FCA Handbook on firms entering into any arrangements or agreements with any person that limit their ability to disclose information required by the regulatory reference rules (see question 2). As such, terms relating to confidentiality and the provision of employment references should allow the firm sufficient flexibility to comply with regulatory reference requirements, which could include a requirement to update such a reference. In addition, any obligations of confidentiality should include a carve-out to permit relevant regulatory disclosures and reports. Handover procedures The SM&CR includes requirements designed to ensure that adequate handovers take place between outgoing and incoming senior managers. Firms must take all reasonable steps to ensure that senior managers (and anyone who has management or supervisory responsibilities for them) have all the information and material that they could reasonably expect to have to perform their responsibilities effectively and under the requirements of the regulatory system. This applies when someone becomes a senior manager and when an existing senior manager takes on a new job or new responsibilities (or when their responsibilities or job are being changed). Firms must have a handover policy in place to ensure compliance with these requirements. They must also make and maintain adequate records of steps taken to comply with them. The information and material handed over should be practical and helpful, with an assessment of what issues should be prioritised, and judgement and opinion as well as facts, figures and records. It should also include details about unresolved or possible regulatory breaches and any unresolved concerns expressed by the FCA, the PRA or any other regulatory body. The format and arrangements of a handover should allow for an orderly transition, which should include the outgoing senior manager contributing to the handover everything that it would be reasonable to expect them to know and consider relevant, including their opinions. This could be achieved by requiring outgoing senior managers to prepare a handover certificate, but the FCA recognises that this will not always be practical. To ensure that these requirements are satisfied, it is good practice to include in senior managers’ employment contracts (and settlement agreements) specific obligations relating to handovers. Reallocating senior managers’ responsibilities In addition to ensuring that adequate handovers take place between outgoing and incoming senior managers, firms should also ensure on the departure of a senior manager that their responsibilities are reallocated and that this is recorded in a way that is compliant with relevant regulatory requirements. This may include temporary reallocation to one or more existing senior managers where the replacement does not take over immediately on the departure of the departing senior manager, as well as updating the firm’s management responsibilities map and statements of responsibilities. Reporting requirements When an individual ceases to perform an SMF, the firm must generally notify the relevant regulatory within seven business days. SM&CR firms must notify the relevant regulators if certain types of disciplinary action are taken, which can include dismissal – see question 10. Last updated on 22/01/2023 13. Are there any particular rules that apply in relation to the use of post-termination restrictive covenants for employees in the financial services sector? 13. Are there any particular rules that apply in relation to the use of post-termination restrictive covenants for employees in the financial services sector? Flag / Icon United Kingdom Authors: Louise Skinner Thomas Twitchett Oliver Gregory at Morgan Lewis & Bockius at Morgan Lewis & Bockius LLP at Morgan Lewis & Bockius The SM&CR does not regulate the use of post-termination restrictive covenants for employees in the financial services sector. It is fairly typical for financial services firms in the UK to include non-dealing, non-solicitation, non-compete and similar restrictive covenants in their employment contracts. These are subject to the same common law rules on interpretation and enforceability as in any other sector. The only caveat to this is that firms should ensure that such terms do not include any provision that might conflict with the regulatory duties of either the firm or the employee. This will be a rare occurrence in practice for most types of restrictive covenant, but could arise in respect of post-termination contractual obligations that are closely associated with restrictive covenants, namely those relating to confidentiality. As such, firms should ensure that confidentiality clauses in employment contracts or other agreements such as NDAs include appropriate carve-outs. Last updated on 22/01/2023 14. Are non-disclosure agreements (NDAs) potentially lawful in your jurisdiction? If so, must they follow any particular form or rules? 14. Are non-disclosure agreements (NDAs) potentially lawful in your jurisdiction? If so, must they follow any particular form or rules? Flag / Icon United Kingdom Authors: Louise Skinner Thomas Twitchett Oliver Gregory at Morgan Lewis & Bockius at Morgan Lewis & Bockius LLP at Morgan Lewis & Bockius NDAs (also known as confidentiality agreements) are potentially lawful and enforceable in the UK. It is common to include NDAs in employment contracts (to protect the confidential information of the employer during and after employment) and in settlement agreements (to reiterate existing confidentiality obligations and to keep the circumstances of the settlement confidential). NDAs do not need to follow a particular form, but they must be reasonable in scope. Following #MeToo, there has been considerable government, parliamentary, and regulatory scrutiny of the use of NDAs and their reasonableness in different circumstances. The following limitations on NDAs should be noted: By law, any NDA purporting to prevent an individual from making a “protected disclosure” as defined in the Employment Rights Act 1996 (ie, blowing the whistle about a matter) is void. The regulatory body for solicitors in England and Wales, the Solicitors Regulation Authority (SRA), has issued a detailed warning notice and guidance to practitioners setting out – in its view – inappropriate or improper uses of NDAs. Failure to comply with the SRA’s warning notice may lead to disciplinary action. The SRA lists the following as examples of improper use of NDAs: using an NDA as a means of preventing, or seeking to impede or deter, a person from: cooperating with a criminal investigation or prosecution; reporting an offence to a law enforcement agency; reporting misconduct, or a serious breach of the SRA’s regulatory requirements, to the SRA, or making an equivalent report to any other body responsible for supervising or regulating the matters in question; and making a protected disclosure; using an NDA to influence the substance of such a report, disclosure or cooperation; using an NDA to prevent any disclosure required by law; using an NDA to prevent proper disclosure about the agreement or circumstances surrounding the agreement to professional advisers, such as legal or tax advisors, or medical professionals and counsellors, who are bound by a duty of confidentiality; including or proposing clauses known to be unenforceable; and using warranties, indemnities and clawback clauses in a way that is designed to, or has the effect of, improperly preventing or inhibiting permitted reporting or disclosures being made (for example, asking a person to warrant that they are not aware of any reason why they would make a permitted disclosure, in circumstances where a breach of warranty would activate a clawback clause). The Law Society of England and Wales, a professional association representing solicitors in England and Wales, has issued similar guidance (including a practice note) on the use of NDAs in the context of the termination of employment relationships. Other non-regulatory guidance on the use of NDAs has also been issued, including by the Advisory, Conciliation and Arbitration Service and by the UK Equality and Human Rights Commission. Care should be taken accordingly to ensure that the wording of any NDA complies with prevailing guidance, especially from the SRA. Last updated on 22/01/2023 Download your results as a PDF Save to PDF Contributing editors First Name Louise Skinner, Law firm Morgan Lewis & Bockius Contributors First Name Nicolas Simon, Van Olmen & Wynant, Belgium First Name Till Heimann, Kliemt.HR Lawyers, Germany First Name Anne-Kathrin Bertke, KLIEMT, Germany First Name Marina Christine Csizmadia, KLIEMT, Germany First Name Vikram Shroff, AZB & Partners, India First Name Charles Mo, Morgan Lewis & Bockius , Hong Kong First Name Joanne Mok, Morgan Lewis & Bockius , Hong Kong First Name Ian Lim, TSMP Law Corporation, Singapore First Name Mark Jacobsen, TSMP Law Corporation, Singapore First Name Nicholas Ngo, TSMP Law Corporation, Singapore First Name Elizabeth Tan, TSMP Law Corporation, Singapore First Name Louise Skinner, Morgan Lewis & Bockius , United Kingdom First Name Thomas Twitchett, Morgan Lewis & Bockius LLP, United Kingdom First Name Oliver Gregory, Morgan Lewis & Bockius , United Kingdom First Name Melissa Hill, Morgan Lewis & Bockius , United States First Name Leora Grushka, Morgan Lewis & Bockius , United States First Name Simone Wetzstein, Walder Wyss, Switzerland First Name Matthias Lötscher, Walder Wyss, Switzerland First Name Sarah Vettiger, Walder Wyss, Switzerland First Name Béatrice Pola, DS Avocats, France First Name Karen Killalea, Maples Group , Ireland First Name Ciara Ni Longaigh , Maples Group, Ireland First Name Héctor González Graf, Marván, González Graf y González Larrazolo , Mexico First Name Sjoerd Remers, Lexence, Netherlands First Name Caio Medici Madureira, Tortoro Madureira & Ragazzi Advogados, Brazil First Name Rodrigo Souza Macedo, Tortoro Madureira & Ragazzi Advogados, Brazil First Name Ângelo Antonio Cabral, Tortoro Madureira & Ragazzi Advogados, Brazil First Name Rebeca Bispo Bastos, Tortoro Madureira & Ragazzi Advogados, Brazil First Name Katherine Sheerin, Cains, Isle of Man First Name Lindsey Bermingham, Cains, Isle of Man First Name Kirsten Porter, Cains, Isle of Man First Name Emily Johnson, Cains, Isle of Man First Name Rebecca Ford, Morgan Lewis & Bockius , United Arab Emirates Contributors First Name Louise Skinner, Morgan Lewis & Bockius , United Kingdom First Name Thomas Twitchett, Morgan Lewis & Bockius LLP, United Kingdom First Name Oliver Gregory, Morgan Lewis & Bockius , United Kingdom