Biography

Sybille is a Partner and Head of the Southern Employment teams based in London, Gatwick and Southampton at Irwin Mitchell. She's dually qualified as an English solicitor and German Rechtsanwältin, and advises on the full range of employment issues under English and German law. She assists UK-based and international businesses, including medium, large and listed companies. Sybille also supports individuals, usually at board level.

Sybille is Head of the Irwin Mitchell German Group.

Her specialties include:

International work
Business sales and acquisitions (including TUPE transfers)
Collective and individual redundancies
Discrimination claims
Drafting and negotiating contracts of employment and executives' service agreements and restrictive covenants
Negotiating settlement agreements
Termination of employment contracts and service agreements

She is the Honorary Chairman of the British-German Jurists' Association.

Sybille is ranked as an expert in her field by the Legal 500 and Chambers & Partners Global.

Sybille qualified as a solicitor in 1993.

Read My Comments On The Latest News

15/10/2019
Irwin Mitchell Hosts British Swiss Chamber of Commerce Brexit Event

“Britain’s exit from the EU is proving complex and citizens as well as businesses are looking for answers regarding their rights and the future trading environment. The panel explained the Agreements already entered into between the UK and Switzerland and highlighted many issues from continuity of trade to migration of labour and customs to name but a few. We were delighted to host this event and we hope that attendees found it to be valuable.”
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14/05/2019
European Court Tells Employers To Properly Measure The Length Of Time Staff Work

“This decision is binding in the UK and will affect those employers who do not accurately record the numbers of hours their staff work - whether these are paid or unpaid. “This decision arguably goes further than our laws require and employers should make sure that the systems they use to measure working time are ‘objective’ and ‘reliable’ and reflect all hours their staff work - not just those set out in their contracts of employment.”
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12/10/2018
Court Of Appeal Overturns High Court Ruling In Christmas Party Punch Case

“This is a significant decision. The distinction between official work parties and impromptu after parties will not be the deciding factor. If a senior member of staff uses the after party to assert their authority and assaults someone, vicarious liability is likely to follow.”
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12/07/2018
Apple Employee Accused Of Stealing Confidential Information

“The material in question would be considered Intellectual property and when such material is created by an employee during their employment, the rights to this material will usually belong to the employer. “However, to reinforce the statutory provisions, we advise Employers to ensure that their contracts of employment contain an assignment of IP rights, and where IP is a critical aspect of that employee’s role, we would suggest seeking specialist advice to ensure that the Company’s rights are protected. “Whist general duties of fidelity and fiduciary duties implied into every employment contract may help prevent an employee’s unauthorised disclosure of confidential information during the course of their employment, these implied duties cease at the termination of the contract. We would therefore recommend carefully constructed post-employment restrictions be included within the contract of any employee/director or contractor exposed to your company’s confidential material, trade secrets or intellectual property. “These might include restrictions on the disclosure of confidential materials and restrictions on other competitive activities, such as working for a direct competitor for a specific period (intended to have the effect of protecting the confidential information. “Another is an obligation to bring any post-employment restrictions to the attention of any future employer. “The latter is a vital clause, as if a future employer is aware that the individual is acting in contravention of their contractual obligations, say, by taking up employment with them during a restricted period, then the company may have the right to take action against the future employer for procuring a breach of contract, not just the ex-employee. “We would also urge any business in which confidential materials are generated or used to carefully consider whether they have effective processes and procedures in place to dissuade departing employees from seeking to use this for their own, or a competitor’s advantage.”
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Sybille Steiner

Key Details

Biography

Read My Comments On The Latest News

Irwin Mitchell Hosts British Swiss Chamber of Commerce Brexit Event

European Court Tells Employers To Properly Measure The Length Of Time Staff Work

Court Of Appeal Overturns High Court Ruling In Christmas Party Punch Case

Apple Employee Accused Of Stealing Confidential Information

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