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Individuals should be able to make a living by working in the sector in which they have developed a skill set and are experienced. Non-competition covenants are particularly onerous and are much less likely to be enforced against an ex-employee, as compared to non-dealing and non-solicitation covenants.

It is best for employees to address restrictive covenants prior to starting a new job when there is an opportunity to negotiate to reduce the scope of the restrictions.

If you have secured a new job but presented with onerous terms in the employment contract contact us on 020 3878 8700.  Or you may be seeking to leave your current position and need to understand the scope of the restraints you are under.  To revert to the key facts about restrictive covenants, or for other legal topics go to the law library.

Restrictive covenants areas

Restrictive covenants – employees’ position

Individuals should be able to make a living by working in the sector in which they have developed a skill set and are experienced. Non-competition covenants are particularly onerous and are much less likely to be enforced against an ex-employee, as compared to non-dealing and non-solicitation covenants. It is best for employees to address restrictive […]

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Restrictive covenants – employers’ considerations

A business has to consider its requirements before recruiting new personnel. The restrictive covenants have to be drafted carefully if the business wishes to rely on them. In relation to onerous non-competition covenants, one way to maximize enforceability is by reference to a geographical area around the business, or by reference to specific competitive businesses. […]

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