Employers commonly use post-employment restraint of trade clauses or restrictive covenant clauses (“Restraint of Trade Clauses”) to protect them from employees soliciting the employer’s customers and retaining confidential information, after having their employment with the Employer terminated.
The usual restraints which operate at the expiration of the period of employment include restraining a former employee from “soliciting” or “enticing” the former employer’s:-
The restrictions generally imposed on a former employee are the following:-
The common law position in relation to Restraint of Trade Clauses was set out in the leading Jersey case of Rossborough v Boon & Aziz.
In determining whether a restraint is reasonably necessary to protect the employer’s interests, the Royal Court will have to consider the following factors:-
The Royal Court will also compare the employer’s protectable interest with the relevant employee characteristics, to evaluate whether the restraint goes beyond what is necessary to safeguard the employer’s protectable interest. In effect, such a clause is void or unenforceable, unless it imposes no greater restraint than that which is reasonably necessary for the protection of the legitimate interests of the party seeking to uphold it.
Employees need to carefully consider the Restraint of Trade clause prior to signing an employment contract and employers need to consider how to best protect their interests.
Parslows Jersey employment lawyers are experts in restrictive covenant drafting and analysis. If you have any issues with an employee, or want specialist advice on restrictive covenants, contact our experts today.
For advice, assistance or further information on employment restraint of trade please do not hesitate to call 630530 or email us on email@example.com
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