In their ruling, the High Court determined that the restrictive covenants in question constituted an invalid restraint of trade and were therefore unenforceable. One of the central issues in the ruling was the fact that the employer had failed to demonstrate to the High Court that the nine month non-competition clause was no wider than was reasonably necessary for the protection of their legitimate business interests.
Legal Insights & Industry Updates
Life, business and the law
The law never stands still, and the way it applies to you and your organisation is constantly evolving. Our people are on top of these developments and can keep you up to date with some of the most interesting aspects of these changes. Check out our articles and updates for our perspective on issues that might affect you.
Latest articles from Ewan Stafford
The Government has published new guidance on how businesses can claim the Job Retention Bonus, a package worth a reported £9 billion. The bonus will operate alongside the newly announced Job Support Scheme (JSS), a significant part of Chancellor Rishi Sunak's Winter Economy Plan, and is designed to encourage employers to retain as many employees who have been on furlough as possible.
Mental Health Awareness Week comes to an end on Sunday, with this year's theme is "kindness". With the trials and tribulations that the Coronavirus outbreak has brought, employers and employees are encouraged to think carefully about how they take steps to promote mental wellbeing.
One important area of employment law is the requirement for employers to perform right-to-work checks. If an employee or worker does not have the right to work then it will be illegal for them to be employed. This is an area which is most pertinent in the agriculture sector, which is largely dependent on foreign labour to deal with seasonal demands. Now, the government has relaxed the rules in this area due to the Coronavirus.
One important, but often overlooked, area of employment law is the requirement for employers to perform right to work checks to ensure they have a right to work in the UK. In light of the C-19 outbreak right to work checks have been temporarily adjusted. This is to make it easier for employers to carry them out.