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Restrictive covenants

We help you to protect your business against the threat of competition from your former employees through the use of post-termination restraints (also called restrictive covenants) that apply for a period after the end of their employment with you.

Such restraints typically prevent dealing with former customers or soliciting business from them or being involved in a competing business.  They are often combined with provisions to protect your confidential information (such as customer databases) and IP.  Nowadays social media activity is often covered also.

Our experienced, specialist employment solicitors have dealt with restrictive covenants and disputes regarding team moves over many years so we have seen both sides of the issue.  We know that careful drafting is needed for each agreement and that no two cases are alike.  If the terms are too broad, the restraint may prove to be unenforceable, if the Court decides it amounts to an unfair restraint of trade.

We also advise on contractual provisions when engaging Directors or other senior people to ensure that appropriate restrictive covenants, confidentiality clauses and descriptions of duties are included.  Where necessary we can assist with the enforcement of such clauses and in resolving disputes which arise.

Throughout, we work swiftly and incisively to obtain the most commercially advantageous results for you and your business. We can advise on:

  • Drafting appropriate restrictive covenants
  • Negotiating and drafting restrictions for exit or settlement agreements when employees leave your business
  • Pursuing claims against former employees for breaching restrictive covenants
  • Obtaining injunctions, including search orders, to identify and stop breaches or misuse of any confidential information by former employees.


Examples of our work:

Preventing a senior employee joining a competing business in the recycling sector.

Pursuing a claim for breach of restrictive covenants against a former CEO of a healthcare business, who was setting up a competing firm during his earn-out period.  This included the management of a covert surveillance operation to gather evidence of wrongdoing.

Halting former employees using confidential data to support a direct competitor in the recruitment industry.


Related Services:

Contracts, policies and handbooks  Termination and settlement agreements  

Disputes, grievances and disciplinary procedures Restructuring and redundancy  TUPE and business sales 

Tribunal representation  

Richard Gvero

Joint Senior Partner, Head of Commercial and Head of Employment

Richard is an extremely good lawyer to deal with – he is practical and efficient and nothing is too much trouble for him.
  • Chambers and Partners UK Directory 2017
  • About: Richard Gvero
Richard brings a deep knowledge and experience of employment and commercial disputes to bear for his clients with a clear focus on outcomes.
  • Executive Chairman, technology service provider
  • About: Richard Gvero
I have worked with Richard on a number of occasions relating to employment situations. He is always responsive and will make himself available at short notice whenever he can. I have continually found his advice and recommendations to be sound, pragmatic, practical and extremely helpful.
  • Business owner, management consultancy
  • About: Richard Gvero
Richard has been fabulous at dealing with HR issues. I recommend him most highly.
  • Headteacher, independent school
  • About: Richard Gvero