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- Type:
- FAQs
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- Type:
- Employment law manual
Updated to include information on Tillman v Egon Zehnder Ltd, in which the Supreme Court considered if an unenforceable part of a post-termination restriction clause could be severed.
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- Type:
- Law reports
Updated to reflect that the Supreme Court allowed the appeal in Tillman v Egon Zehnder Ltd.
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- Date:
- 4 July 2019
- Type:
- Law reports
In Tillman v Egon Zehnder Ltd, the Supreme Court allowed the appeal and held that a six-month non-compete clause was enforceable because the unenforceable part of the clause was capable of being severed.
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- Type:
- Consultations
The Government consults on proposals to limit the misuse of confidentiality clauses in situations of workplace harassment or discrimination.
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- Date:
- 28 January 2019
- Type:
- Legal guidance
Businesses, particularly in the finance, technology, pharma, IT and manufacturing sectors use non-compete provisions to protect against potentially unfair competition by their employees. But one case being considered in the Supreme Court, could force their approach to change, writes lawyer Michael McCartney.
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- Date:
- 23 January 2019
- Type:
- News
Employers are being warned about the wording of restrictive covenants in employment contracts as a landmark case is heard this week at the Supreme Court.
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- Date:
- 11 January 2019
- Type:
- Audio and video
Which employment cases will have the biggest impact on HR in 2019? We assess the likely impact on employers of upcoming cases on: the national minimum wage, shared parental leave, holiday pay, restrictive covenants, collective bargaining, covert CCTV, and employment status.
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- Date:
- 8 February 2018
- Type:
- Law reports
In Tillman v Egon Zehnder, the Court of Appeal held that a six-month non-compete clause that prevented the employee from being "concerned or interested in any business carried on in competition" after termination of employment was unenforceable as it would bar her from being a shareholder in a competing business.
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- Date:
- 6 March 2017
- Type:
- Law reports
The High Court has held that two ex-employees breached their contracts of employment by misusing confidential information belonging to their former employer's business. However, the High Court found that the employer had not suffered any financial loss and that it was entitled to only nominal damages of £1 from each employee.
