Janette Luca

Acquisition-Related Board-Level Terminations

Jul 1998 - Present • 28 yrs 1 mo

Advised a key corporate client in relation to several sensitive, acquisition-related terminations involving board-level executives. These matters required careful consideration of the employment, contractual and strategic issues that can arise when senior leadership changes take place in the context of a corporate acquisition. The work included reviewing and advising on confidentiality obligations and post-termination restrictions, ensuring that the client's interests were appropriately protected following the departure of senior individuals. Particular attention was given to the scope and operation of post-termination obligations and the practical considerations surrounding the protection of confidential business information. I also advised on bonus and incentive arrangements, including issues arising in connection with executive remuneration and incentive schemes when employment comes to an end as part of an acquisition-related process. The matters required a combination of employment law expertise, strategic judgment and an understanding of the wider corporate transaction. Advice needed to take account not only of the legal position, but also of the sensitivity of board-level departures, the client's commercial objectives and the potential implications for the wider organisation. This work demonstrates experience advising businesses through highly sensitive senior executive matters where employment law intersects with corporate transactions, executive remuneration, confidentiality and post-termination protections.

Major Public Authority – Large-Scale Workforce Transformation

Jul 1998 - Present • 28 yrs 1 mo

Advised a major public authority in relation to a fundamental change management programme involving the planned exit of a significant proportion of its approximately 2,000-strong workforce. The scale of the programme required careful consideration of the employment law implications of substantial organisational change. The work involved advising the client as it planned and implemented a significant transformation of its workforce, with employment considerations forming an important part of the wider change strategy. The matter required an understanding of the legal and practical issues that arise when an organisation undertakes large-scale workforce change. This included considering the employment framework surrounding the proposed workforce reductions, the impact on affected employees and the steps required to manage the process appropriately. The size and nature of the organisation meant that the programme required a structured and strategic approach. Employment considerations needed to be integrated into the broader change management process while ensuring that the organisation understood its legal obligations and the risks associated with implementation. The experience demonstrates the ability to advise organisations undertaking significant workforce transformation, particularly where employment law, organisational strategy and large-scale change intersect. It also reflects extensive experience supporting clients through sensitive workforce programmes involving substantial numbers of employees and complex organisational considerations.

Global Share Plan – Strategic Review & Post-Termination Protection

Jul 1998 - Present • 28 yrs 1 mo

Acted as lead counsel in relation to the employment aspects of a strategic review of a highly complex and bespoke global share plan. The review involved examining the employment-related implications of proposed changes to the structure and operation of the plan, with particular focus on measures designed to protect the organisation against unfair competition following the termination of employment. The matter required careful consideration of the relationship between employee incentive arrangements and post-termination protections. A global share plan can involve complex contractual and employment considerations, particularly where employees operate across different jurisdictions and the organisation needs to balance retention and incentive objectives with the protection of its legitimate business interests. As lead counsel, I advised on the employment law aspects of the proposed changes and the considerations involved in structuring protections connected with termination of employment. The work required a strategic approach to a highly bespoke remuneration and incentive arrangement, taking account of both the commercial purpose of the share plan and the employment-related issues arising from proposed changes. This matter demonstrates experience advising on sophisticated executive and employee incentive structures, global employment arrangements and the protection of business interests following termination. It also reflects the ability to work on complex employment projects where remuneration, contractual rights, employee incentives and post-termination protections are closely interconnected.