The Situation
A senior manager, already employed with a leading organisation, approached Parslows LLP after being asked to sign a new employment agreement that included restrictive covenants. These clauses covered non-compete, non-solicitation, and confidentiality obligations. The client was concerned about how these new restrictions might affect their future career options and whether they were enforceable under Jersey law.
The Challenge
The client needed to understand the legal implications of signing the new agreement while maintaining a positive relationship with their employer. The challenge was to assess whether the proposed restrictions were reasonable and enforceable, and to advise on how to protect the client’s long-term interests without jeopardising their current role.
Our Approach
Parslows LLP | Employment law team carried out a detailed review of the proposed terms and:
- analysed the scope and duration of the restrictive covenants under Jersey law.
- identified clauses that were overly broad or potentially unenforceable.
- provided practical advice on negotiating amendments to ensure the restrictions were fair and proportionate.
The Outcome
Following our advice, the client successfully negotiated revised terms that limited the scope of the restrictions and reduced the risk of future disputes. This gave the client confidence to continue in their role without compromising their future opportunities.
Key Takeaways for Clients
- Restrictive covenants must be reasonable to be enforceable under Jersey law.
- Always seek legal advice before signing new contractual terms, even if you are already employed.
- Early advice can help you negotiate fair terms and avoid future litigation.
How Parslows LLP can help
If you are being asked to sign new restrictive covenants or are concerned about their impact, our experienced employment law team can help. We provide clear, practical advice to protect your interests and your career.