{"id":3965,"date":"2014-03-27T16:40:06","date_gmt":"2014-03-27T16:40:06","guid":{"rendered":"http:\/\/www.tayloremmet.co.uk\/blsblog\/?p=383"},"modified":"2014-03-27T16:40:06","modified_gmt":"2014-03-27T16:40:06","slug":"restrictive-covenants-in-employment-contracts-2","status":"publish","type":"post","link":"https:\/\/www.tayloremmet.co.uk\/blogs\/restrictive-covenants-in-employment-contracts-2\/","title":{"rendered":"Restrictive covenants in employment contracts"},"content":{"rendered":"

\"blue_robm_panel\"<\/a>Businesses will welcome a High Court decision which held that non-solicitation and non-dealing restrictive covenants in the employment contract of a recruitment consultant were enforceable. The employer had a legitimate interest to protect, despite the fact that recruitment information was widely available on social media. The court also seemed to recognise that the fragility of customer loyalty makes it all the more vital for the employer to enjoy protection.<\/p>\n

A checklist is available that explains what restrictive covenants are, when they are likely to be enforceable and how they can be used in employment contracts to protect a business’s interests.<\/p>\n","protected":false},"excerpt":{"rendered":"

Businesses will welcome a High Court decision which held that non-solicitation and non-dealing restrictive covenants in the employment contract of a recruitment consultant were enforceable. The employer had a legitimate interest to protect, despite the fact that recruitment information was widely available on social media. The court also seemed to […]<\/p>\n","protected":false},"author":36,"featured_media":3803,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1487,1505],"tags":[149,1562,203,1787,1920],"class_list":["post-3965","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-all-business","category-restrictive-covenants","tag-employment-contracts","tag-business-protection","tag-data-protection","tag-legal-updates","tag-restrictive-covenants-2"],"yoast_head":"\nRestrictive covenants in employment contracts | Blogs<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.tayloremmet.co.uk\/blogs\/restrictive-covenants-in-employment-contracts-2\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Restrictive covenants in employment contracts | Blogs\" \/>\n<meta property=\"og:description\" content=\"Businesses will welcome a High Court decision which held that non-solicitation and non-dealing restrictive covenants in the employment contract of a recruitment consultant were enforceable. The employer had a legitimate interest to protect, despite the fact that recruitment information was widely available on social media. The court also seemed to […]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.tayloremmet.co.uk\/blogs\/restrictive-covenants-in-employment-contracts-2\/\" \/>\n<meta property=\"og:site_name\" content=\"Blogs\" \/>\n<meta property=\"article:published_time\" content=\"2014-03-27T16:40:06+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.tayloremmet.co.uk\/blogs\/wp-content\/uploads\/blue_robm_panel.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"160\" \/>\n\t<meta property=\"og:image:height\" content=\"140\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Rob Moore\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Rob Moore\" \/>\n\t<meta name=\"twitter:label2\" content=\"Estimated reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"1 minute\" \/>\n<script 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