Restrictive covenants – helping Protect your business with expert restrictive covenants
Tailored legal guidance on drafting and enforcing restrictive covenants that safeguard your business’s confidential information, clients, and goodwill.
Every business deserves protection from unfair competition when employees leave. Restrictive covenants are clauses within employment contracts designed to limit what employees can do after their employment ends – whether it’s working for competitors, soliciting clients, poaching colleagues or exploiting confidential information. To be enforceable, these clauses must be precisely drafted, targeted to legitimate business interests and reasonable in scope, duration and geography.
At Pinney Talfourd, we understand the balance businesses need. You want strong protections that defend your business’s valuable assets while ensuring agreements stand up to legal scrutiny. Our skilled employment law team, recognised in Legal 500, works closely with you to create bespoke covenants that reflect your commercial needs and the relevant legal environment.
Our approach is pragmatic and collaborative. We begin by understanding your business’s unique risks and objectives, then craft covenants that are clear, reasonable, and effective. We also advise on how to manage and enforce these agreements, helping you navigate disputes or breaches with confidence.
With Pinney Talfourd, you get more than a legal document – you gain a trusted partner committed to supporting your business through every stage of employment relationships and beyond. Our long-standing clients rely on us for straightforward advice, rapid response, and solutions that protect their future.
Customised legal solutions for your business
We tailor covenants to fit your precise business risks, ensuring relevant protections without overreach.
In-depth knowledge of employment law
Our team’s extensive experience means we stay ahead of legal developments to keep your covenants enforceable.
Practical, business-focused advice
We explain complex legalities clearly and help you make decisions that balance protection with employee morale.
Trusted partner in risk management
We work proactively with you to minimise disputes and navigate changes in your workforce confidently.
Robust contract drafting and review
Every covenant we draft aims for clarity, precision, and enforceability, reducing future uncertainty.
Support through enforcement challenges
Whether it’s negotiating breaches or advising on litigation risks, we stand with you every step.
Recognised legal excellence
As a Legal 500 recommended firm, we deliver consistently high-quality service and trusted expertise.
Long-term relationship approach
We prioritise your ongoing success by offering support that adapts as your business grows and evolves.
Why choose Pinney Talfourd for restrictive covenants
Choosing Pinney Talfourd for your restrictive covenants means partnering with a team that truly understands the unique challenges your business faces. We know that no two businesses are the same, which is why we create bespoke contractual strategies tailored specifically to protect what matters most to you. Throughout our work together, we ensure clear communication – always straightforward, never filled with unnecessary jargon – keeping you fully informed and confident in every decision.
In today’s fast-changing business landscape, agility is key, and we pride ourselves on providing collaborative and flexible support that helps you adapt quickly, keeping you one step ahead. Building strong, lasting relationships is at the heart of what we do; we listen with empathy, respond promptly, and deliver consistent advice you can rely on. Where necessary, we enforce and defend breaches of restrictive covenants.
Our guidance goes beyond individual contracts, taking into account the wider employment law context and aligning with your broader strategic goals. Recognised by Legal 500 for our expertise and commitment, our track record speaks to the high standards we uphold. But more than legal advisors, we see ourselves as your long-term partners, dedicated to supporting your business’s ongoing success.
Restrictive Covenants FAQs
We understand you might be looking for answers, so we’ve compiled a list of frequently asked questions to help get you started.
Restrictive covenants prevent former employees from damaging your business by restricting certain activities post-employment. They protect confidential information, clients, and competitive standing, giving you peace of mind.
Yes, if they protect a legitimate business interest (such as confidential information, client connections or stable workforce) and go no wider or longer than reasonably necessary.
Non-compete, non-solicitation, non-dealing, non-poaching and confidentiality. The right mix depends on the role, market and risks.
Possible remedies include undertakings, injunctions to prevent further breach, orders to return or delete confidential information, and damages for losses. Early evidence-gathering is key.
The duration depends on your business needs and what courts consider reasonable. We help you balance protection with fairness, tailoring terms to stand up to scrutiny.
Enforcement can be complex. Success depends on the covenant’s clarity, reasonableness, and your business’s ability to demonstrate legitimate interests at risk. We guide you through enforcement options when breaches occur.
Employment legislation and case law evolve. Our Legal 500 recognised team stays current, ensuring your covenants remain compliant and effective over time.
Restrictive covenants do more than just safeguard your confidential information and client relationships — they help build a foundation of trust and stability within your workforce. When thoughtfully drafted, these agreements signal to your employees that your business is committed to fairness and transparency.
Our team of experts
Charlotte Buck
Senior Associate
Alex Pearce
Partner
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Your key contact
You can contact us now to book an initial consultation. Or for more information please contact Alex Pearce on the details below.
Alex Pearce
Partner