Want to talk to an expert employment law solicitor?

You'll receive a callback from a specialist within an hour

In this post, specialist employment solicitor Chris Hadrill will examine the recent High Court case of Sunrise Brokers LLP v Rodgers [2014] EWHC 2633 (QB), a case involving the immediate resignation of a broker (Mr Rodgers) from his employment with a firm of London brokers (Sunrise Brokers LLP) and his subsequent employment by a competitor, which Sunrise contended was in breach of Mr Rodgers’ contract of employment.

The facts of Sunrise Brokers LLP v Rodgers

Mr Rodgers started work for Sunrise Brokers LLP as a derivatives broker in 2009. He transferred over the Precious Metals Desk of Sunrise Brokers LLP in October 2011 and signed a new contract of employment, under which Mr Rodgers could not give notice of his resignation from until 22 September 2014 and, from that date, had to give 12 months’ prior written notice of his resignation (so his employment effectively could not end until at least 22 September 2015 under the terms of the contract). Mr Rodgers was also subject to certain restrictive covenants under his 2011 contract of employment, including non-compete covenants as well as non-dealing covenants.

On 9 February 2014 Mr Rodgers – unbeknownst to Sunrise – agreed to join a competitor of Sunrise’s, EOX Holdings LLC (“EOX”), as a derivatives broker in New York, with his employment to commence on 1 January 2015. Mr Rodgers’ job at EOX involved a substantial increase in salary, as well as a potentially lucrative entitlement to any commission generated. In breach of his contract of employment, Mr Rodgers did not inform Sunrise of this at the time. Further, he also supplied (again, in breach of contract) confidential client lists to a third party, as well as taking a screenshot from his work computer showing the figures for the last quarter’s business on Sunrise’s Precious Metals Desk. Having done that, Mr Rodgers went to the office of one of the directors of Sunrise on 27 March 2014 and informed him that he was resigning without notice from his position at Sunrise. After this he did not return to work at Sunrise, although Sunrise attempted to persuade him to do so (with such persuasion including the offer to reduce his notice period so that his notice would expire on 16 October 2014). After it became clear that Mr Rodgers was not prepared to continue working for the business Sunrise stopped paying him his salary and bonus in April 2014.

Sunrise subsequently discovered that Mr Rodgers was intending to commence employment with EOX. The firm therefore took steps to apply to the High Court to compel Mr Rodgers to comply with the terms of his contract of employment and to remain at Sunrise as an employee until the reduced period of notice was to expire on 16 October 2014. Further, it sought to obtain an injunction preventing Mr Rodgers from working for EOX thereafter until his restrictive covenants expired on 17 April 2015.

Mr Rodgers, for his part, claimed that Sunrise was in repudiatory breach of contract by failing to pay him his wages from April 2014 and that he was therefore released from his restrictive covenants under his contract of employment. Further, he also claimed that Sunrise should not be legally entitled to force him to remain in employment until 16 October 2014 and that the effect of the restrictive covenants should only last until 26 September 2014 (as his last contact with any clients was on 27 March 2014, six months before this date).

The judgment of the High Court in Sunrise Brokers LLP v Rodgers

The High Court rejected Mr Rodgers’ argument that the failure to pay him constituted a repudiatory breach of contract as the obligation to pay an employee is reciprocal to the employee’s willingness to undertake any work provided by the employer. Mr Rodgers had made it very clear that he would not return to Sunrise whatever the circumstances and, as he was not willing to return to work, Sunrise therefore had no obligation to pay him. Equally, the fact that the non-performance of one obligation (the employer’s duty  to pay the employee) excuses the non-performance of the other (the employee’s duty undertake work provided by the employer) does not mean that the contract of employment ceases to exist if those duties aren’t performed. The court therefore held that Mr Rodgers was still employed by Sunrise and would remain so until the agreed period of notice expired on 16 October 2014.

The court then went on to consider whether the various terms of Mr Rodgers’ contract of employment with Sunrise (notice period, restrictive covenants) could be enforced by injunction.

Notice period

Under the terms of Mr Rodgers’ contract with Sunrise, he was prevented from taking work of any kind during his notice period. However, HHJ Mr Richard Salter QC found that this would be not be an appropriate order to make and made an Order that he would refrain from working for EOX or any other similar competing firms until his notice period expired on 16 October 2014.

Restrictive covenants

Under the terms of Mr Rodgers’ contract of employment with Sunrise, he was prevented from joining a competitor of Sunrise’s or soliciting any of Sunrise’s clients for a period of 12 months from the date of the termination of his employment (16 October 2014 in this case). HHJ Mr Richard Salter QC declined to make an Order in those terms but instead – given that Mr Rodgers had been absent from Sunrise for a period of four months already – made an Order that the restrictive covenants should apply for 10 months from the date of the last client contact. An Order was therefore made that the restrictive covenants should take effect until 26 January 2015.

Our view on Sunrise Brokers LLP v Rodgers

In our opinion, the judgment of HHJ Mr Richard Salter QC is impressive both in its thoroughness and reasonableness – the High Court appears to have reached an eminently reasonable compromise between protecting the legitimate interests of Sunrise and ensuring that Mr Rodgers did not escape from the legal consequences of his actions. In particular, the court appears to have dealt with particular skill with the issue of whether Sunrise was in repudiatory breach of contract by failing to pay Mr Rodgers whilst he was absent from work without leave.

The judgment of the High Court can be found on BAILII.

About Chris Hadrill

Chris is a specialist employment lawyer at Redmans. He specialises in contentious and non-contentious employment matters, including breach of contract claims, compromise agreements and Employment Tribunal cases. He writes on employment law matters on a variety of websites, including Direct 2 Lawyers, Lawontheweb.co.uk, LegalVoice, the Justice Gap and his own blog. Contact Chris by emailing him at chadrill@redmans.co.uk

Want to talk to an expert employment law solicitor?

You'll receive a callback from a specialist within an hour

Share →

Our awards

Request a callback

Your first name (required)

Your last name (required)

Your email (required)

Your telephone number (required)

Brief details of your enquiry

Contact us

Please feel free to discuss your own position and concerns. Contact your nearest office on:

T: 020 3397 3603
E: enquiries@redmans.co.uk
W: www.redmans.co.uk


4.76 Average

197 Reviews

Rosa B

Fabulous service all round.

Posted 2 days ago


Redmans were quick to respond to my enquiry and dealt with my case professionally and personably. I received sound advice and was put at ease by Chris Hadrill, Partner.

Posted 2 days ago

Alkhas K

Excellent service.

Posted 1 week ago

Mathias G

Contacted them regarding my end of employment agreement. Chris Hadrill dealt with it and was done and handed back to employer same day more than happy with there service.

Posted 4 weeks ago

Mark W

Most professional from start to finish offering very a personal service. Most impressive and quick when dealing with the matters in hand.

Posted 1 month ago


Posted 1 month ago


I am very glad I came across Redmans Solicitors. Fantastic service!

Posted 1 month ago


Fantastic communication, always happy to answer queries, highly recommended.

Posted 1 month ago

Wavenie B

They were very straight to the point, friendly and understanding people. I felt they had my best interest. They were easy to get hold of, replies were almost instant. 5/5 for customer service

Posted 1 month ago

Christina P

Caroline was fantastic to work with - extremely knowledgeable, supportive, thorough and honest. I definitely recommend Redmans!

Posted 1 month ago


Very well done and fast support. Professional and reliable. Highly recommended!

Posted 1 month ago

Helene L

They were very knowledgable in the respected area in terms of change in law/regulations that is crucial for the clients who are seeking for legal arvice.

Posted 1 month ago

Sara R

Very helpful and wonderful advice

Posted 1 month ago

Marie D

very good service all digitalised

Posted 2 months ago

Philip H

Chris Hadrill handled my case with great accuracy and efficiency. Basically made it feel like a process without hassle. Doesn't try to expand the case just for greater fees. I value his professional advice highly.

Posted 2 months ago

Michael W

Professional, responsive and supportive - excellent service!

Posted 2 months ago


I was really happy with the service provided. I had to chase a couple of time but despite that, my matter was dealt with in a timely manor. I would use again in the future

Posted 2 months ago

Lee M

Superb service and always available

Posted 2 months ago

Jonathan S

I was very grateful for the support I received from Redmans during a very difficult period. Rana Tandon really got under the skin of my issue and understood what was important to me, steering me carefully and sensibly to an outcome I was very happy with. I would recommend Redmans to anyone else without any reservations whatsoever.

Posted 2 months ago

Mohamed A

Super helpful and efficient, trustworthy service

Posted 2 months ago


efficient, responsive and effective

Posted 2 months ago