Managing risk
Executives often control sensitive information and relationships, so their departures need to be carefully managed. Where litigation cannot be avoided, we have the experience and skill to effectively present and protect your rights in executive litigation.
Protecting your legitimate interests
When a valuable employee leaves to take up new employment with a direct competitor, your immediate concern will usually be to protect your business by stopping them from taking important client accounts or misusing confidential information.
In an economic climate where employee mobility levels are high, post-employment restraints can be a critical tool to protect confidential information, client contacts, know-how and competitive advantage. We assist you to be strategic with restraints; when to use them, how to use them and steps to take to maximise the likely enforceability of the restraint.
One size doesn't fit all
Enforceability of post-employment restraints is entirely dependent on the individual circumstances of each employee. To increase the likelihood of enforceability, we assist you with drafting template clauses then customise them to the circumstances of the relevant business and employee.
Knowing where to draw the line
Courts will only enforce a reasonable restraint clause. We help to identify the legitimate business interests that the restraint seeks to protect and then draft clauses that go no further than is reasonably necessary to protect those interests.
