I have had several clients ask me whether or not they could pursue another job opportunity in light of a non-competition clause in their employment contract with their former employer.

The default position of the courts is that non-competition clauses are unenforceable unless the employer can show why it should be enforced.

Generally speaking, in order for a non-competition clause to be enforceable, the employer must establish that the clause protects a legitimate proprietary interest, that the duration and geographical scope of the non-competition clause is reasonable, and that the employer has no reasonable alternative to the non-competition clause.

Non-solicitation clauses, however, are more likely to be enforced by the courts. These types of clauses are much less onerous than non-competition clauses since they only prohibit you from soliciting customers or employees from your former employer as opposed to restricting your ability to work altogether.

If you signed off on an employment contract that contained a non-competition or non-solicitation clause, you should always get legal advice from an employment lawyer. To avoid being sued, an ounce of prevention is worth a pound of cure. There are many post-employment duties that former employees must follow regardless of the wording of the contract or even if there is a contract.

By Anthony Pranata of Aarbo Fuldauer LLP

If you have an employment contract that you need reviewed by a lawyer, please contact the law office of Aarbo Fuldauer LLP at:

Address: 3rd Floor, 1131 Kensington Road NW, Calgary, AB, T2N 3P4
Phone: (403) 571-5120
Email: [email protected]

Anthony Pranata
Barrister & Solicitor
www.aflawyers.ca

*The information contained in this blog is not legal advice. It should not be construed as legal advice and should not be relied upon as such. If you require legal assistance, please contact a lawyer*