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- Type:
- Employment law manual
Updated to reflect that the written statement of employment particulars must include additional information about hours of work, from 6 April 2020.
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- Type:
- Policies and documents
Model post-termination restrictive covenant clauses to prevent employees from engaging in competitive activities such as working for a competitor, or poaching or soliciting customers and/or employees.
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- Date:
- 19 November 2019
- Type:
- Law reports
In Ward v Fiducia Comprehensive Financial Planning Ltd, an employment tribunal upheld a claim for constructive unfair dismissal, finding that the employer had put inappropriate and excessive pressure on the employee to agree to an extended restrictive covenant following his resignation.
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- Type:
- How to
Updated to reflect changes to the rules on interpreting restrictive covenants outlined by the Supreme Court in Tillman v Egon Zehnder Ltd.
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- Type:
- FAQs
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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
Updated to include a reference to the Government's response to the consultation.
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- Date:
- 28 January 2019
- Type:
- Commentary and analysis
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:
- 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.
