As an employment team we are regularly asked to advise clients as to the enforceability (or otherwise) of restrictive covenants in contracts of employment.
The recent Court of Appeal decision in the case of Tillman v Egon Zehnder Limited (2017) is a timely reminder to all employers when drafting (or reviewing) their contracts of employment to take the time necessary at the outset to bespoke these clauses so as to identify and protect their company's specific business interests. Not to do so runs the very real risk of these clauses being declared unenforceable, thereby placing the business at risk.
A stitch in time...
Are non-compete restrictive covenants valid where employees cannot have any interest in competitors?