Restrictions · 06
Restrictive covenants & confidentiality
A clause is only as strong as role, compensation and later enforcement facts. Do not assume a signed non-compete is self-executing.
First job Check the clause, role, duration, compensation and enforcement posture.
Start here
Key considerations
- What clause exists, and was compensation paid?
- What is the employee’s role and next destination?
Decision map
Keep the question bounded.
- Read the clauseScope, duration and geography.
- Check compensation and roleNon-compete pay and access to confidential information.
Curated resources
Open the asset that matches this job.
Helpful to prepare
Facts that make the next conversation clearer.
These items are orientation aids, not a legal requirement list.
- Signed restrictive terms
- Compensation payment record
- Role and confidential-access facts
Local context
Add the city only when it changes implementation.
Social insurance, labour-bureau practice and arbitration forums vary by city after the national framework is clear.
Open city and province guidesCounsel hand-off
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This hub organises workforce questions. It does not decide status, grounds, severance or a dispute outcome on your facts.
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