Post-Termination Restrictions & Legal Advice

Employment Law Services for Individuals / Post-Termination Restrictions

Many employers impose post-termination restrictions, also referred to as restrictive covenants, upon their employees to restrict their activities after their employment ends.

If your employer is seeking your agreement to such restrictions, it is vital that you have a full understanding of how these clauses work.

We can help you successfully challenge the enforceability of your post-termination restrictions and protect you from unreasonable limits on your ability to work.

Request a consultation with our expert Employment Law solicitors
for advice on your post-termination restrictions.

Request a consultation

We are restrictive covenant experts and can advise you on the scope and enforceability of any these clauses,
as well as how to reject or negotiate them with your employer.

Our services include:

Reviewing and advising you on the scope and enforceability of your post-termination restrictions (non-compete, non-solicitation etc) and confidentiality restrictions;
Advising you on how to reject or negotiate any proposed restrictions;
Representing you in claims relating to post-termination restrictions and confidentiality obligations and resisting attempts by your employer to enforce restrictions against you.

Speak to our Employment Team

0161 926 9969

Our Approach

All of our highly experienced Employment Law solicitors are Legal 500 recommended leaders in their field, who provide jargon-free, commercial legal advice. We speak to you in plain English and provide specialist, practical and pro-active solutions for you.

We take the time to understand you and the challenges you face, enabling us to provide bespoke advice which is tailored to you.

Testimonial

“Firstly may I thank you for your excellent help and advice given in resolving this situation to an outcome that was far better than I had expected or hoped it would be!! Thank you once again for your excellent help you have given me to resolve this settlement to such a good outcome which is greatly appreciated!!”

-PH

FAQs

What are post-termination restrictions?

Post termination restrictions (also known as restrictive covenants) are usually contained in your employment contract and have the effect of restricting your actions after the termination of your employment.
Can the post-termination obligations in my contract be enforced?

It is up to the party seeking to rely on such restrictions (usually your former employer) to demonstrate that they go no further than necessary to protect a legitimate business interest.
What can be covered by post-termination restrictions?

Your employer will usually seek to limit your use of confidential information and your involvement in, or engagement by a competing business. They will also likely want to restrict your contact with their customers, suppliers and key members of staff.
When negotiating my contract, how should I approach the use of restrictive covenants?

It is likely that your employer will require you to agree to some limitations on your activities once your employment ends. With that in mind, you should ensure that such restrictions are reasonable, for instance in relation to the period of time over which they will apply and the geographical reach.

Speak to us to see
how we can help

0161 926 9969

Why choose the mlplaw team?

Unparalleled Expertise and Experience

We are vastly experienced, Legal-500 recommended Employment Tribunal experts who live and breathe Employment Law. From executive exits and tackling issues like unfair dismissal and discrimination to diving into the complexity of holiday pay – there is no Employment Law challenge we haven’t met head on. We provide empathetic and robust legal support to employees, helping them to achieve their successful outcomes.

Your case, your service

You are unique, as are the challenges you face. That’s why our approach is always tailored to you. We don’t like one-size-fits-all strategies. We’re all about crafting tailored strategies that fit your specific needs. Communication is key. We’re fluent in plain language and have no time for legal jargon. We believe in complete transparency and proactivity, providing you with a clear path and fixed fees so you’re never caught off guard.

We keep your options open

The road to success isn’t a one-way street, and we’re here to keep your options open. We’re masters of alternative dispute resolution methods, such as mediation and negotiation, which are the keys to sidestepping the time, money, and stress of legal claims.

Must-read Employment Law Blogs

Demystifying TUPE

18th Dec 2024

Post-Termination Restrictions

Our services include:

0161 926 9969

Our Approach

Testimonial

FAQs

Speak to us to see how we can help

0161 926 9969

Why choose the mlplaw team?

Request a consultation

Must-read Employment Law Blogs

Demystifying TUPE

The Transfer of Undertakings (Protection of Employment) Regulations 2006 are intended to...

Read

The Role of Settlement Agreements in Resolving Employment Disputes

Settlement agreements play a crucial role in resolving employment disputes, offering a...

Read

Mental health in the workplace: legal obligations and best practices for employers

Mental health in the workplace is an increasingly important issue that employers...

Read

Key Changes to Expect Following the Employment Rights Bill

Key Changes to Expect Following the Employment Rights Bill On 10th...

Read

The Impact of Remote Work on Employment Contracts and Policies

The impact of remote work on employment contracts and policies has become...

Read

What are the effects to employees of having two years of continuous employment?

In this blog, we will explore the rights of an employee without...

Read

Effective Strategies for Redundancies and Business Restructuring

Navigating redundancies and restructuring in the current economy requires a comprehensive understanding...

Read

Protecting Workers: TUPE, Whistleblowing Protections, Tribunals and AI

TUPE and Whistleblowing Protections Labour aims to ensure employees are not disadvantaged...

Read

Navigating Change: Business Immigration and Collective Redundancy Consultation

Business Immigration In terms of their key pledges for business immigration,...

Read

Balancing Work and Life: The Right to Disconnect and Menopause Action Plans

The Right to Disconnect Labour plans to introduce a right for employees...

Read

Addressing Equality: Expanding Pay Gap Reporting and Redefining Worker Status

Expanding Pay Gap Reporting Currently, there are obligations surrounding gender pay gap...

Read

Worker’s Rights: Trade Union Reforms and Family-Friendly Rights Under Labour’s New Deal

Changes to Trade Union Activity Labour aims to simplify the trade union...

Read

Health and Flexibility: New Policies on Statutory Sick Pay and Day-One Flexible Working

Statutory Sick Pay At present, statutory sick pay is only available after...

Read

Securing the Workforce: The Future of Zero-Hours Contracts and Unfair Dismissal Protections

The Future of Zero Hours Contracts One of the key proposals is...

Read

The King’s Speech and Employment Law

This morning, in the King’s Speech, the legislative agenda for the new...

Read

Mental Health and the Workplace

Mental Health in the workplace and beyond is becoming a touchstone issue;...

Read

Managing Family Friendly Policies

Gareth Matthews, Head of Employment, analyses how best to manage family friendly...

Read

How to handle flexible working requests

How to handle flexible working requests Flexible working requests have been a...

Read

What would a Labour win in the 2024 UK General Election mean for Employment Law?

What would a Labour win in the 2024 UK General Election mean...

Read

Employment law changes expected in 2024….and beyond

Let’s have a look at the expected and anticipated employment law changes...

Read

Is Offering a Chair to an Older Employee Age Discrimination?

The recent ruling in the case of Edreira v Severn Waste Services...

Read

Employment Law Developments in 2024

In this blog, we delve into a number of significant Employment Law...

Read

Work-From-Home Advantage: How to Design a Hybrid Model for Your Business

The remote work revolution is here, and many businesses are considering how...

Read

Speak to us to see
how we can help