In businesses like accountancy firms, which frequently hand over key client relationships to their employees, post-termination restrictions in relevant employees' contracts are likely to be justified to protect customer connections. We are seeing employers who have good cause to restrict the choices of departing employees but who have not taken the opportunity to effectively exercise legitimate control over employees' post-termination conduct. Most employers do not go far enough to protect their legitimate business interests. Does your business take this issue seriously? Do your employees' contracts of employment go far enough?
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