19th September 2017
Your staff have access to information that is integral to your business’ success, whether this is a client database, pricing structure, technical knowledge, or strategic information – to name a few. To protect this information, certain clauses ought to be incorporated into your contracts. Examples of this would be restrictive covenants (which can apply both during employment and after), confidentiality clauses, and intellectual property provisions.
These restrictions must be drafted carefully in order to ensure that they are not so far-reaching as to be deemed unreasonable and thereby unenforceable, whilst balancing the need to protect your business adequately.
In the event that a member or former member of your workforce breaches, or threatens to breach, any of these restrictions which are likely to cause the business financial loss, then you may wish to take preventative action or seek a financial remedy . If you find yourself in this position then contact the Lamb Brooks Employment Department today.
"Lamb Brooks are the kind of lawyers I like to use. Good direct conversations, focused on where the real problems are and geared to the knowledge and experience of the client. Highly recommend."
Head of Employment Department
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