Many employers impose post-termination restrictions, also referred to as restrictive covenants, upon their employees to restrict their activities after their employment ends.
If your employer is seeking your agreement to such restrictions, it is vital that you have a full understanding of how these clauses work.
We can help also you successfully challenge the enforceability of your restrictions and protect you from unreasonable limits on your ability to work.
We are restrictive covenant experts and advise you on the scope and enforceability of any such clauses,
including how to reject or negotiate them at the very outset.
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Post termination restrictions (also known as restrictive covenants) are usually contained in your employment contract and have the effect of restricting your actions after the termination of your employment.
It is up to the party seeking to rely on such restrictions (usually your former employer) to demonstrate that they are necessary to protect a legitimate business interest.
Your employer will usually seek to limit your use of confidential information and your interaction with any competing business. They will also likely want to restrict your contact with customers, suppliers and key members of staff.
It is likely that your employer will require you to agree to some limitations on your post termination actions. With that in mind, you should ensure that such restrictions are reasonable, for instance in relation to the period of time over which they will apply and the geographical reach.
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