Steps undertaken after his resignation or dismissal are no longer subject to this extensive duty. Soliciting customers post-termination employment is not restricted in the absence of a restrictive covenant.<\/p>\n
There is an influential line of UK cases which holds that after employment, an employee’s obligations are limited to the non-disclosure of specific trade secrets and other highly confidential information equivalent to a trade secret.\u00a0 The duty does not cover information which is only confidential in the sense that its release would be a breach of the duty of good faith only.<\/p>\n
There is an alternative line of authority which allows for a higher duty of non-disclosure. Where a disclosure harms the legitimate interest of another business, it is more likely to be restrained.<\/p>\n
The logic of the former position is that a non-compete clause in an employment contract makes no difference to the extent to which an injunction may issue to prevent restricted behaviour This is because there either is not protectable trade secrets. Notwithstanding this logic, the balance of opinion is that the existence of a non-compete clause allows an employer to obtain a greater degree of protection and greater scope for restraining competitive acts.<\/p>\n\n
\n <\/div>\n\n","protected":false},"excerpt":{"rendered":"
Overview Apart from patent and copyright protection, there exists common-law protection for confidential information and trade secrets. No registration is required. As with copyright, it arises by falling inside the criteria. There is no hard and fast distinction between a trade secret and confidential information. A trade secret is a subset of confidential information. Not […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_exactmetrics_skip_tracking":false,"_exactmetrics_sitenote_active":false,"_exactmetrics_sitenote_note":"","_exactmetrics_sitenote_category":0,"footnotes":""},"categories":[198],"tags":[],"_links":{"self":[{"href":"https:\/\/legalblog.ie\/wp-json\/wp\/v2\/posts\/13190"}],"collection":[{"href":"https:\/\/legalblog.ie\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/legalblog.ie\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/legalblog.ie\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/legalblog.ie\/wp-json\/wp\/v2\/comments?post=13190"}],"version-history":[{"count":6,"href":"https:\/\/legalblog.ie\/wp-json\/wp\/v2\/posts\/13190\/revisions"}],"predecessor-version":[{"id":20359,"href":"https:\/\/legalblog.ie\/wp-json\/wp\/v2\/posts\/13190\/revisions\/20359"}],"wp:attachment":[{"href":"https:\/\/legalblog.ie\/wp-json\/wp\/v2\/media?parent=13190"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/legalblog.ie\/wp-json\/wp\/v2\/categories?post=13190"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/legalblog.ie\/wp-json\/wp\/v2\/tags?post=13190"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}