Employment restrictive covenants

Supporting both employers or employees in the fast moving law relating to restrictive covenants. How to draft, how to enforce and how not to get caught out.

Restrictive covenants in employment contracts

We find that both employers and employees find themselves wishing they had thought about restrictive covenants before the risk has arisen.  Under new case law there is a better chance of avoiding claims for inducing a breach of contract when employees to break restrictive covenants if either the employer or the employee has taken appropriate legal advice.

Why work with us?

We are specialist employment law solicitors up to-date with the latest law. The courts do update their views on enforcement of restrictive covenants and goal posts are changing.

  • We review restrictive covenants for employees who are thinking of taking a new job or thinking of moving on.
  • In equal measure we work with employers who want to make sure that the company assets are adequately protected. We draft restrictive covenants for new hires, amend exiting covenants to keep them up to-date and look at enforcement when the employee or director leaves.
  • If facing or planning an injunction our litigation team can spring into action very quickly.

What are typical post-employment restrictions?

Restrictive covenants may prevent ex-employees soliciting customers, clients, suppliers and other employees for a defined period after termination. A well drafted and enforceable covenant will protect an employer’s confidential information, trade secrets, customer connections, sales, goodwill, and workforce.
Usually restrictive covenants define mechanisms for:

  • Protection: of the employer’s legitimate interests.  For example trade connections, customers, prospective customers, their workforce;
  • Extent: for how long and over which geographical areas.

Senior or junior employee?

The first job is to identify who is the intended person being restricted. The enforceability of restrictive covenants depends on the person’s status in the organisation.  Restrictions placed on senior employees or directors are more likely to be enforceable than the same restriction placed on a junior employee.

Shareholder employee restrictive covenants

Shareholders who are also employees or directors create additional complications.  Restrictions attaching to shares may be more of a deterrent.

Often we include shorter restrictions in the employment contract and more comprehensive restrictive covenants in the shareholders agreement.

Consultants and restrictive covenants

The employment law protections which benefit employees and directors do not apply to consultants.  Thus companies gain a wider range of possibilities in imposing restrictive covenants.

Businesses often expand the scope of the restrictive covenant by including the following within the clauses:

  • Prospective customers.
  • Confidential information and trade secrets

Keeping restrictive covenants up-to-date

Employers should update restrictive covenants whenever an employee, director or consultant changes role. Usually that person gains access to new know how covering suppliers, customers or know-how.

What if an employee refuses to enter into restrictive covenants?

We do help employers who have employees refusing to sign up to the proposed restrictive covenants.  Refusal to sign can be grounds for a fair dismissal.  A fair dismissal should not give rise to a successful claim for compensation from the employer for unfair dismissal.

Enforcing restrictive covenants

The starting point for any contractual post-termination restriction is whether it is  enforceable or void. It can be void because it is a restraint of trade and contrary to public policy.

Employers must show the restrictions:

  • Protect legitimate business interests; and
  • Extend no further than is necessary to protect those interests.

As explained above, there are lots of factors a Court will consider relating to whether a restriction is enforceable, such as how long it lasts, geography, seniority of employee and potential restraint of trade. This is why good advice and good drafting of restrictive covenants is so important.

Restrictive covenants and PILONs

Employers who breach the employment contract may be prevented from relying on the post termination restrictive covenants.

Including a payment in lieu of notice clause in the employment contract will allow the employer to terminate the contract immediately by making a payment in lieu of notice. The express clause avoids a breach of contract by the employer due to the immediate termination and payment. The post termination restrictive covenants remain enforceable.

A settlement agreement can include fresh restrictive covenants when an employee leaves.

Breach of restrictive covenant

If an employee ignores the restrictions, which turn out to be enforceable, there are serious repercussions. To enforce the restrictions the business can:

  • Obtaining an interim injunctionprecluding the infringer from engaging in the restricted activity;
  • Seek damagesfrom the employee for breach of the restrictions;
  • Sue the new employer for inducing the employee to breach their contract.

In any case, the infringer potentially faces significant legal costs.  The new employer could offer the employee an indemnity against damages and costs. The indemnity might secure their employment. However, such an indemnity does not always happen.  Nor can legal costs be under-estimated.

Injunctions and undertakings

Sometimes the breach can only be stopped via litigation.  The most common process is an injunction to prevent the employee from taking certain actions. Acting quickly is key. In a recent judgment from the High Court an employer was unsuccessful in seeking an injunction because the employer delayed in taking action to enforce the restrictive covenants. The judgment is a stark reminder of the importance of the initial response by the employer and employees once it is first believed that there may be a breach of contract.

Another process is via the court to require undertakings to be given.  Court agreed undertakings are more likely to be taken seriously than informal undertakings agreed between the parties.

We often find that rather than face an injunction hearing the offending party will agree to undertakings to refrain from breaching the restrictive covenant.

If you need advice on employment restrictive covenants, either and employer or employee, please do get in contact. Our employment lawyers are highly experienced and very practical.

Sunita Sharma

Manages to explain difficult concepts in easy to understand language. In tune with her clients.

Let us take it from here

Call us on 020 7438 1060 or complete the form and one of our team will be in touch.