Employers can protect their organisations using contractual restrictions which apply post-termination. It is important that these are written with your specific business needs in mind. If the clauses are ambiguous or too restrictive they may not be enforceable and your efforts will have been in vain. Businesses can look to protect their interests if the protection sought is reasonable and appropriate.
Typical restrictive covenants include non-competition, non-dealing and non-solicitation of customers or employees. These can be applied for a certain period after the employment has ended.
Thursfields’ team can advise on how best to protect your business interests as well as give guidance on the enforceability of such provisions, including taking legal action against ex-employees or their new employer.