Restrictive Covenants
Leaving a job or workplace doesn’t always mean cutting ties. Many contracts include restrictive covenants that try to limit what you can do after you leave. They might stop you from joining a competitor, contacting clients, or using certain information. Some are fair and others aren’t. They’re enforceable only if reasonably necessary to protect legitimate business interests. If you’re unsure where you stand, we’ll help you assess the risks, understand your rights, and resolve disputes.
Covenants and risk assessment
We review your covenants, look at your contract, your role, and your future plans to help you understand the real risk of enforcement.
Detailed contract review
You’ll get clear, tailored advice on what the covenants mean in practice, how long they last, and how enforceable they really are.
Negotiating better terms
We can help negotiate a release or amendment at the start or end of employment, reducing the restrictions you’re under.
Support with settlement agreements
If you’re leaving under a settlement agreement, we’re skilled to help you secure enhanced terms, tailor undertakings, and provide clarity on restrictive covenants.
Planning your exit strategy
Before your exit, we’ll guide you through your obligations and help protect your position. That includes notice, garden leave, announcements, document handling, and confidential information.
Moving to a competitor or starting a business
If you’re joining a competitor or setting up on your own, we’ll help you manage the risks and challenge invalid covenants or overreach swiftly.
Questions we’re often asked
These are contract clauses that try to limit your actions after you leave, such as working for a competitor, contacting clients, or using confidential information.
Yes, but only if they go no further than necessary to protect a legitimate business interest.
Potentially. It depends on how long the restriction lasts, the location it covers, your role, and what your employer is trying to protect.
Most last between three and twelve months. Anything longer is harder to enforce.
Your former employer could apply for an injunction, seek damages, or involve your new employer.
Often, yes. This is usually done through a settlement agreement or by negotiating a waiver with tailored undertakings.
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