Employment contracts often contain provisions restricting employees from working for or helping a competitor after they have ceased to be an employee. These clauses can include prohibitions on competing with the employer but also on dealing with customers or suppliers of the company on behalf of a competitor or prohibitions on soliciting or enticing away existing customers or suppliers.
There may also be prohibitions on the use of confidential information such as client lists or technical knowhow that the employee has received through working at the company.
However, some such clauses are void on grounds of public policy as the Courts generally don’t want to prevent legitimate business activity.
It can therefore be difficult to know whether you do or do not need to abide by a provision in your contract restricting what you can do when you have left your present employment.
For advice on whether these restrictions and clauses are enforceable, take expert legal advice from Simcocks. Call Irini or Chris to discuss.
