Winston Solicitors is a trusted UK-wide law firm with over 3,000 five-star reviews and a specialist team of employment law experts. We provide clear, practical advice on restrictive covenants in employment contracts. Helping individuals understand, challenge, and negotiate non-compete, non-solicitation, and confidentiality clauses. Our fixed-fee services and same-day appointments make expert legal support accessible when it matters most. What sets us apart is our personal approach. We don’t just explain your rights - we help you to protect your career. With a strong track record in successfully limiting or removing unfair restrictions, Winston Solicitors is the go-to firm for employees seeking clarity and confidence in post-employment obligations. If you’re unsure whether your contract terms are enforceable or feel restricted in your next steps, we provide the legal clarity and support you need, all in plain English, without jargon. When service wins, clients trust Winston.
Restrictive covenants - Not sure what your employment contract really says?
Restrictive covenants can limit what jobs you can take after leaving, but they’re not always enforceable. We help you understand your rights and negotiate fair terms.
UK-wide legal advice from trusted employment law experts.
- Understand restrictive covenants UK-wide
- Check if your contract terms are enforceable
- Get clear advice on non-compete clauses
- Protect your next job or business plans
- Negotiate fairer post-employment terms
- Speak to trusted employment solicitors
What Are Restrictive Covenants in Employment Contracts?
Restrictive covenants are clauses in your employment contract that try to limit what you can do after you leave a job. They’re designed to protect your employer’s business, not necessarily your career.
They often stop you from:
- Working for a competitor
- Starting a similar business
- Contacting former clients or colleagues
But here's the key - not all restrictive covenants are legally enforceable. And many are written too broadly to stand up in court.
Over 3,000 clients have rated us 5 stars for helping them protect their future. We’re here to do the same for you with clear, UK-wide legal advice.
Are Restrictive Covenants Enforceable in the UK?
Not always. For a restrictive covenant to be enforceable, it must be:
- Reasonable in time, scope, and geography
- Clearly written
- Genuinely needed to protect business interests
If your clause is vague, too long, or unfairly stops you from earning a living, it may not be valid.
We regularly advise clients whose contracts would never hold up in court.
You shouldn't feel trapped by a clause that goes too far.
Samira Cakali, Head of Employment Law at Winston Solicitors
Common Types of Restrictive Covenants
There are several types you might see in a UK employment contract:
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Non-compete clauses
Stop you working for a competitor or setting up your own business nearby.
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Non-solicitation clauses
Prevent you from contacting clients or customers after you leave.
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Non-poaching clauses
Stop you from encouraging former colleagues to leave their roles.
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Non-disclosure clauses
Ban you from sharing confidential information or trade secrets.
Most restrictions last between 3-6 months, but can sometimes be challenged. Especially if your employer didn’t uphold their side of the agreement.
Can Restrictive Covenants Be Negotiated?
Yes, especially when leaving under a settlement agreement. This is often the best time to:
- Shorten the length of restrictions
- Limit the geographic area
- Remove unenforceable clauses altogether
Many employers are open to this, but only if you ask. You need to have proper legal support behind you.
How to Check if Your Restrictive Covenants Are Enforceable
Follow these steps to get clarity:
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Find your original contract
Look for a section labelled “Post-termination restrictions” or “Restrictive Covenants”.
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Note the timeframes and limits
How long does it restrict you for? Where? What type of work or clients?
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Book a legal review
Our employment solicitors can check if the terms are reasonable, legal and enforceable.
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Negotiate or remove unfair clauses
If needed, we’ll help you push back or amend the terms in your favour.
I honestly can't recommend Winston Solicitors enough. I reached out to them when I was in need of employment law advice and received a call from Samira. She was friendly and gave me some advice when my world had been turned upside down. Samira handled my negotiation for me, along with her excellent colleague Dervinder. They made me feel comfortable, stood up for me and my rights, and negotiated a great package. I would wholeheartedly recommend them and would not hesitate to contact Winston Solicitors if I ever need legal help again.
Client, Leicestershire
Not Sure What You’ve Signed? Let’s Talk.
If you’re worried about what you can and can’t do after leaving a job, you’re not alone.
We’ve helped thousands of people across the UK take back control of their career and challenge restrictive covenants that overreach.
- No jargon. Just clear, honest advice.
- Same-day appointments available.
- Fixed-fee contract reviews
Book your free initial call now or call us on 0113 320 5000. We’re here when you need us most.
Yes, but only if they’re reasonable. The law protects your right to work, so any clause that’s too broad, long, or unclear could be challenged.
Most last between 3 to 6 months, though some may extend to 12 months. The time limit must be fair and necessary to protect the business.
Not always. It depends on the wording. Some non-compete clauses are unenforceable, especially if they stop you from earning a living.
Your former employer could try to take legal action. But first, the court will decide if the clause was fair and enforceable to begin with.
Yes, and we highly recommend it. If you’re being offered a settlement agreement, it’s often the perfect time to amend or remove these clauses.
Usually not. If it’s not in writing, it’s much harder for an employer to enforce a post-employment restriction.
