Restrictive Covenants

Free Initial Phone Call

Your first phone call with us to talk through your employment matter is free of charge and confidential. Phone us now on 0208 890 2836 to discuss how we can help you. Alternatively, please complete our online contact form and we will call back at a time convenient for you.

Free Initial Meeting – Employment Tribunal Claims

Following an initial phone call, if you are considering bringing a claim in the Employment Tribunal we may offer a free initial meeting to discuss your case in more detail, including the merits and value of the claim and funding options.

No Win No Fee

In certain cases we can offer a “no win no fee” type arrangement once we have assessed your claim.

Fixed Fee

Often we will be able to agree with you a fixed fee so that you know in advance exactly what our advice or representation will cost.

What are Restrictive Covenants?

Restrictive Covenants are often inserted into contracts by employers to try to limit what employees can do after their employment has ended. Typically these will include provisions designed to prevent the employee from contacting or dealing with the company’s clients (non-solicitation and non-dealing), stealing their employees (non-poaching) or going to work for a competitor (non-compete).

Can Restrictive Covenants be challenged?

The courts will only uphold covenants if the employer can show that it has a legitimate propriety interest that it is appropriate to protect and the protection is no more that is reasonable having regard to the parties and the public interest. Often there are disputes as to how long it is reasonable for the covenant to last as well as their geographical scope. For example, in certain circumstances a non-compete covenant that seeks to prevent an employee from working for a competitor anywhere in the country for a period of 18 months may be less likely to be upheld than a provision of shorter duration limited to a smaller area.

If restrictive covenants are part of a wider despite between the parties often they can be negotiated as part of a Settlement Agreement, with an employer agreeing to a partial waiver or limitation.

Sometimes it is possible for employees to argue that they are no longer bound by the restrictive covenants if the employer terminates the contract in breach of its terms (e.g. if notice is not given) or if the employee is entitled to treat themselves as dismissed following the employer’s repudiatory breach of contract.

Why choose OWC?

Often employees will have signed up to restrictive covenants as part of their contract at the start of their employment but will not necessarily pay much attention to them until much later when their impact on securing another job becomes apparent. We have experience advising employees on disputes over restrictive covenants and can guide you through this complex area of law.

Contact our Employment Law Solicitors in London, Surrey and Middlesex

For a free initial phone call to see if we can help you, please contact Jeremy Parkinson on 020 8890 2836, email This email address is being protected from spambots. You need JavaScript enabled to view it. or you can contact us by filling out our online contact form.

Free Initial Phone Call

Your first phone call with us to talk through your employment matter is free of charge and confidential. Phone us now on 0208 890 2836 to discuss how we can help you. Alternatively, please complete our online contact form and we will call back at a time convenient for you.

Free Initial Meeting – Employment Tribunal Claims

Following an initial phone call, if you are considering bringing a claim in the Employment Tribunal we may offer a free initial meeting to discuss your case in more detail, including the merits and value of the claim and funding options.

No Win No Fee

In certain cases we can offer a “no win no fee” type arrangement once we have assessed your claim.

Fixed Fee

Often we will be able to agree with you a fixed fee so that you know in advance exactly what our advice or representation will cost.

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