The key differences will depend on the jurisdiction in which the senior executive currently works or is otherwise familiar with. That said, common areas of difference include:

• Probationary periods: unlike jurisdictions such as France where probationary periods are restricted in length, there are no restrictions in the UK. Sometimes employers ask senior executives to sign up to probationary periods of up to 12 months (during which time they can terminate the employment on short notice). Where possible, senior executives should negotiate a shorter probationary period or agree that one will not apply at all.
• Family leave: employees in the UK are, generally, eligible for generous amounts of time off for maternity and/or adoption leave (both 12 months) and paternity leave (where it is possible for the mother's partner to share her leave (for example, both parents taking 6 months off)). However, pay during these periods is limited and, except for the first 6 weeks of leave (where employees will typically receive 90% of their pay), employees will only be entitled to receive a small statutory payment, unless their employer offers enhanced pay as an employee benefit.
• Bonuses: UK law does not oblige employers to operate bonus schemes (as the law in, for example, Hong Kong can sometimes provide). Senior executives will need to agree any bonus or employee incentive arrangements separately with the employer.
• Notice periods: unlike in the United States it is common for UK senior...

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