Without the requested information, I can only provide you with some general information on this topic. Hopefully, it will still be useful to you.
It is common for employment contracts to contain post-termination restrictive covenants, which restrict the employee’s activities once their employment terminates. An employer would understandably want to protect their business from a departing employee's knowledge of confidential information, business connections, influence over clients, suppliers, staff, etc. However, a covenant that restricts an employee's post-termination activities will be automatically unenforceable by being in restraint of trade, unless the employer can show that it was there to protect a legitimate business interest and did so in a reasonable way.
The first thing to consider is what legitimate business interests (LBIs) can the employer try and protect? The most common ones are:
- Goodwill (trade connections with customers and suppliers)
- Trade secrets and confidential information
- Stability of the workforce (preventing poaching of employees)
If they are trying to protect an LBI, any relevant restriction must be drafted no wider than is reasonably necessary to protect that interest. Generally, the courts would try and balance the interests of the employer's business and the employee’s right to freedom of movement and earning a living.