Some employment contracts include a clause that restrains a current or former employee from working on their own behalf, or for others, in competition with the employer.
Is a restraint clause enforceable? The answer is yes, provided the parameter and timeframe (considered severally) is reasonable to protect the legitimate interests of the business. There are a number of factors that go towards assessing the reasonableness of a restraint, which we can discuss in an appointment. Please call us on (03) 9583 6263 to make an appointment.