Post-Employment Obligations and Restrictions

Updated: Jun 27

Contracts of employment for senior positions and sales positions frequently include restrictive covenants that control a former employee's behaviour after their employment ends.

The next step for a Company is to send a former employee this Letter Enforcing Restrictive Covenants if the Company has reason to believe that the employee is acting in a way that violates the restrictive covenants that were previously agreed upon.

Further legal action may be required if this letter does not produce the desired result.

The ex-employee is asked to provide a written promise that they will not violate the restrictive covenants in this letter that is used for enforcing restrictive covenants.

The specifics of the alleged breach are outlined in this letter.

This written undertaking is required by a specific date, and the letter warns that legal action may be taken if it is not received by the designated date.








The following templates are offered solely for educational and informational reasons:

✅ Please note that, even though the material is helpful, there is no assurance that it is correct or complies with all applicable laws. Visitors from all around the world read this website, and each business is unique. Therefore, it is also recommended that you check with your lawyer or an HR consultant to ensure that your legal interpretation and decisions are appropriate for your current circumstances.

✅ Before disseminating the template to employees, it is strongly advised that the employer have it reviewed by an attorney beforehand, especially if the template itself is litigious, has potential legal implications, and has a personal impact on employees (e.g., security procedures).

✅ You must maintain open lines of communication with your legal counsel to obtain the attorney's assistance in analyzing the contents of the template in light of any potential legal ramifications.


以下模板仅出于教育和提供信息的目的而提供: ✅ 请注意,即使这些材料是有帮助的,也不能保证其正确性或符合所有适用法律。来自世界各地的访问者阅读本网站,而每个企业都是独一无二的。因此,也建议你向你的律师或人力资源顾问查询,以确保你的法律解释和决定适合你目前的情况。

✅ 在向员工提供模板之前,强烈建议雇主事先让律师进行审查,尤其是如果该模板本身具有诉讼性质,有潜在的法律影响,并且对员工有个人影响(例如,安全程序)。 ✅ 你必须与你的法律顾问保持开放的沟通渠道,以获得律师的协助,根据任何潜在的法律影响来分析模板的内容。

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