Hi there, no it does not mean that the contract is invalidated by the takeover. What is likely to happen is that TUPE applies or there is simply a direct transfer of the rights and liabilities of the previous employer to the new one. In effect it is just the name of the employer that changes but everything else remain the same, including the terms of the contracts. So if you are trying to use this as a way to argue that the restrictions in the original contract are not valid, then that is unlikely to work I'm afraid.
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