Is a written employment agreement required in Singapore?

While oral contracts are technically valid, Singapore employers must provide Key Employment Terms (KETs) in writing from 1 April 2016 under MOM rules. A written employment agreement that includes all KETs is the most reliable way to meet this obligation and provides an auditable record in the event of a dispute before the Employment Claims Tribunal (ECT).

What is the minimum annual leave entitlement in Singapore?

Under Employment Act s 88A, the minimum is 7 days in the first year of service, rising by one day per additional year to a maximum of 14 days after 8 or more years. Pro-rating applies in the first year. Many Singapore employers offer more generous leave packages to attract talent in a competitive labour market.

How much maternity leave is an employee entitled to in Singapore?

Under the Child Development Co-Savings Act (Cap. 38A), mothers of Singapore citizen children are entitled to 16 weeks of paid maternity leave (the government funds 8 weeks for employers who qualify). Mothers of non-citizen children receive 8 weeks. Fathers of Singapore citizen children are entitled to 2 weeks of paid paternity leave. Shared parental leave of up to 4 weeks may also be available.

Does the Employment Act apply to managers and executives in Singapore?

Yes, but with distinctions. Managers and executives earning above S$4,500/month are covered by the Employment Act's core provisions (leave, notice, salary payment) but are excluded from Part IV protections on working hours and overtime. This means overtime pay is generally not statutorily required for higher-earning managers, though contractual overtime arrangements remain valid.

Are non-compete clauses enforceable in Singapore employment agreements?

Non-compete clauses are enforceable under Singapore law only if they are reasonable in scope, geography and duration, and protect a legitimate proprietary interest of the employer. Courts and the High Court of Singapore apply a reasonableness test and will sever or strike down clauses that are overbroad. Employers are advised to keep restrictions narrowly tailored and seek Singapore legal advice before relying on them.

When must an employer pay the final salary in Singapore?

Under Employment Act s 22, the final salary of a resigning or terminated employee must be paid within 3 working days from the last day of employment (if the employee is dismissed or resigns without notice) or within 7 days of the end of the last salary period (in all other cases). Late payment of salary is an offence under the Act and may result in MOM enforcement action.

What is the Employment Claims Tribunal and when can employees use it?

The Employment Claims Tribunal (ECT) is a specialist tribunal within the State Courts of Singapore that resolves salary-related and employment disputes. Employees may bring claims for unpaid salary, wrongful dismissal, breach of employment contract and similar matters. Before filing with the ECT, claimants must first attempt mediation through the Tripartite Alliance for Dispute Management (TADM). Claims must generally be lodged within 1 year of the dispute arising.

What CPF contributions must a Singapore employer make?

Under the CPF Act (Cap. 36), employers must contribute approximately 17% of an employee's ordinary wages to CPF for Singapore citizens and PRs below age 55 (rates reduce at higher ages). The employee contributes approximately 20%. Contributions are capped at the ordinary wage ceiling (S$6,800/month from 2025). The Central Provident Fund Board (CPFB) administers and enforces CPF obligations; late payment incurs interest and potential prosecution.

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Free Singapore Employment Agreement Template

A comprehensive employment contract for Singapore employers, fully aligned with the Employment Act (Cap. 91) and MOM Key Employment Terms requirements. Cover salary, working hours, annual leave, maternity and paternity leave, CPF contributions and termination provisions — download a professional PDF in minutes.

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EMPLOYMENT AGREEMENT

EMPLOYER

TechNova Pte. Ltd.

30 Cecil Street, #22-01, Singapore 049712
UEN 201876543K

By: Lim Wei Ming, Chief Executive Officer

EMPLOYEE

Priya Nair

20 Marina Boulevard, #08-02, Singapore 018981
NRIC/FIN S9056789B

Effective: 25 April 2026

Senior Software Engineer · S$6,500/month · Commences: 1 May 2026

This Employment Agreement ("Agreement") is entered into as of 25 April 2026 between TechNova Pte. Ltd. (UEN 201876543K) (the "Employer") and Priya Nair (NRIC/FIN S9056789B) (the "Employee"). This Agreement is subject to the Employment Act (Cap 91), the Central Provident Fund Act (Cap 36), and all applicable Singapore legislation. In any conflict between this Agreement and a statutory provision, the statutory provision prevails.

POSITION AND DUTIES

The Employer shall engage the Employee in the position of Senior Software Engineer in the Engineering department. The Employee shall: (a) diligently perform all duties and responsibilities associated with the position and as may reasonably be assigned from time to time by the Employer; (b) comply with all lawful and reasonable directions of the Employer; (c) act at all times in the best interests of the Employer; (d) comply with all applicable policies, procedures, and codes of conduct of the Employer as amended from time to time; and (e) devote the whole of their working time and attention to the business of the Employer during working hours. The Employer reserves the right to vary the Employee's duties, reporting line, or work location on reasonable notice, consistent with the Employee's seniority and skill set.

COMMENCEMENT DATE

The Employee's employment shall commence on 1 May 2026. The first three (3) months of employment shall constitute a probationary period ("Probation Period"). During the Probation Period, either party may terminate this Agreement by giving notice equal to the shorter of the notice period in clause 10 or one (1) week's notice. Subject to performance, the Employer shall confirm the Employee's employment in writing upon the successful completion of the Probation Period. Statutory entitlements under the Employment Act (Cap 91) — including annual leave (accrued pro-rata) and sick leave — apply from the commencement date.

SALARY

The Employer shall pay the Employee a basic salary of S$6,500 per month (gross, before CPF deductions), payable on the last working day of each calendar month, in accordance with section 21 of the Employment Act (Cap 91). Salary shall be paid into the Employee's nominated Singapore bank account by GIRO transfer. The Employee's monthly CPF contribution shall be deducted from salary at the rate of 20% of ordinary wages (for employees aged ≤ 55) and remitted by the Employer to the CPF Board together with the Employer's CPF contribution of 17% of ordinary wages, in accordance with the Central Provident Fund Act (Cap 36). CPF contributions are subject to the prevailing ordinary wage ceiling and CPF rates as set by the CPF Board from time to time. Work pass holders who are not CPF-liable shall not have CPF deductions made, and the parties acknowledge this accordingly.

WORKING HOURS

The Employee's ordinary working hours shall be 40 hours per week, exclusive of meal breaks, consistent with section 38 of the Employment Act (Cap 91). The Employee shall work on a hybrid basis, with attendance at the Company's office at 30 Cecil Street, #22-01, Singapore 049712 on the days agreed between the Company and the Employee from time to time, and remotely on other days. The Company operates a five-day work week (Monday to Friday) unless operationally required otherwise, and the Employee's daily hours shall be agreed with their manager. The Employer may require the Employee to work additional hours with reasonable notice, subject to the overtime provisions below.

OVERTIME

The Employee is engaged in a managerial or executive capacity. Accordingly, Part IV of the Employment Act (Cap 91) (relating to working hours, rest days, and statutory overtime rates) does not apply to the Employee's employment. The Employee shall work such additional hours as are necessary to fulfil the requirements of their role without additional overtime compensation, consistent with the nature of an executive engagement.

ANNUAL LEAVE

The Employee is entitled to 14 days of paid annual leave per calendar year, pro-rated in the first and last years of service, in accordance with section 88A of the Employment Act (Cap 91). Annual leave must be taken within the calendar year and may not be carried forward without the Employer's written consent. Application for annual leave must be submitted through the Employer's HR system with not less than three (3) working days' notice for leave of less than five days, and not less than fourteen (14) days' notice for five or more consecutive days. The Employer may refuse or reschedule annual leave requests where operational requirements so dictate.

SICK LEAVE AND HOSPITALISATION LEAVE

The Employee is entitled to 14 days paid outpatient sick leave per year (after three months of service), certified by a medical practitioner registered under the Medical Registration Act or a company-appointed doctor, in accordance with section 89 of the Employment Act (Cap 91). The Employee is entitled to up to sixty (60) days' hospitalisation leave per year (inclusive of the outpatient sick leave entitlement) upon hospitalisation certified by a medical practitioner. Sick leave shall not be taken in conjunction with annual leave or public holidays without the Employer's prior written approval. The Employee must notify the Employer as early as possible (and no later than 30 minutes after the start of the working day) if absent due to illness.

PUBLIC HOLIDAYS

The Employee is entitled to observe all gazetted public holidays in Singapore as declared under the Employment Act (Cap 91) and the Holidays Act (Cap 126), being eleven (11) public holidays per year. If the Employee is required to work on a gazetted public holiday, the Employee shall be compensated in accordance with section 88 of the Employment Act (Cap 91), including the right to an extra day off in lieu or payment of an additional day's salary.

OTHER STATUTORY LEAVE

The Employee is entitled to all other forms of statutory leave provided under applicable Singapore legislation, including: (a) Maternity Leave under the Child Development Co-Savings Act (Cap 38A) — 16 weeks for Singapore Citizen employees; (b) Paternity Leave — 2 weeks for Singapore Citizens and Permanent Residents; (c) Shared Parental Leave as applicable; and (d) Childcare Leave — 6 days per year for parents of Singapore Citizen children under 7. These entitlements are set by statute and apply automatically; the Employer shall not reduce any statutory entitlement by this Agreement.

10.

NOTICE OF TERMINATION

Either party may terminate this Agreement at any time by giving one (1) month written notice to the other party, in accordance with section 10 of the Employment Act (Cap 91). The Employer may, at its sole discretion, elect to pay the Employee salary in lieu of all or part of the notice period under section 11 of the Employment Act (Cap 91). The Employee shall not be entitled to commence employment with a competitor during any period of notice given by either party, without the Employer's prior written consent. Notice of resignation must be delivered to the Employee's direct manager and a copy to the Human Resources department.

11.

TERMINATION

The Employer may terminate this Agreement without notice or payment in lieu in cases of serious misconduct by the Employee under section 14 of the Employment Act (Cap 91), including but not limited to: (a) theft, fraud, or dishonesty in connection with the employment; (b) willful insubordination or disobedience of lawful orders; (c) negligence in the performance of duties causing material damage or loss; (d) breach of any material term of this Agreement not remedied within seven (7) days of written notice; (e) criminal conviction involving dishonesty; or (f) any act that brings the Employer into serious disrepute. The Employee shall be entitled to a fair inquiry before summary dismissal, consistent with MOM guidelines and the Employment Act. Termination of employment does not affect the Employee's obligations of confidentiality and (where applicable) post-employment restrictions, which survive termination.

12.

CONFIDENTIALITY

The Employee shall keep confidential all Confidential Information of the Employer that the Employee obtains during the course of employment, and shall not at any time (whether during or after employment) disclose such information to any third party without the Employer's prior written consent, save as required by applicable Singapore law or court order. "Confidential Information" includes the Employer's financial data, business plans, pricing, customer and supplier information, product specifications, source code, trade secrets, and any information the Employee knows or ought to know is confidential. These obligations shall survive termination of employment for a period of three (3) years, or indefinitely for information constituting trade secrets under Singapore equity law.

13.

INTELLECTUAL PROPERTY ASSIGNMENT

All intellectual property created by the Employee during the course of employment — including within normal working hours, using the Employer's resources, or arising from the Employee's duties — shall vest in and be owned by the Employer immediately upon creation. The Employee hereby assigns to the Employer (by way of present and future assignment) all intellectual property rights worldwide, including copyright under the Copyright Act 2021, patents, trade marks, design rights, and any related rights. The Employee waives (to the fullest extent permitted by law) any moral rights in such works. The Employee shall execute such additional documents and take such steps as the Employer reasonably requires to perfect the Employer's title to any intellectual property covered by this clause.

14.

PERSONAL DATA

The Employee consents to the Employer collecting, using, and disclosing the Employee's personal data (including NRIC, salary information, emergency contacts, and bank account details) for the purposes of human resources management, payroll processing, CPF contributions, work pass management, and compliance with applicable law, in accordance with the Personal Data Protection Act 2012 (PDPA). The Employer shall maintain the Employee's personal data securely and shall not disclose it to third parties except as required by law or as necessary for the purposes set out above.

15.

DEDUCTIONS AND ADVANCES

No deduction shall be made from the Employee's salary except: (a) statutory CPF contributions under the Central Provident Fund Act (Cap 36); (b) income tax withholding where applicable; (c) deductions authorised in writing by the Employee; (d) repayment of advances or overpayments as agreed in writing; or (e) deductions authorised by a court or tribunal. Any deduction for loss or damage caused by the Employee's negligence shall require the approval of the Commissioner for Labour under section 27 of the Employment Act (Cap 91).

16.

GOVERNING LAW

This Agreement is governed by and construed in accordance with the laws of the Republic of Singapore. Any dispute arising from this employment relationship shall be referred in the first instance to the Ministry of Manpower (MOM) for mediation and, if unresolved, to the Employment Claims Tribunal (ECT) under the Employment Claims Act 2016 (No. 21 of 2016). Either party may escalate to the Singapore High Court for matters outside the jurisdiction of the ECT.

17.

RIGHTS OF THIRD PARTIES

A person who is not a party to this Agreement has no right under the Contracts (Rights of Third Parties) Act 2001 (Cap 53B) to enforce any term of this Agreement.

18.

GENERAL PROVISIONS

Entire Agreement: This Agreement constitutes the entire agreement between the parties with respect to the Employee's employment and supersedes all prior letters of appointment, agreements, and representations (oral or written). Amendment: No amendment is valid unless in writing and signed by both parties. Severability: If any provision is held invalid by a Singapore court or the Employment Claims Tribunal, the remaining provisions shall continue in full force. Electronic Execution: This Agreement may be signed electronically, and electronic signatures are valid and enforceable under the Electronic Transactions Act 2010 (Cap 88).

19.

PERFORMANCE BONUS

The Employee is eligible to receive an annual performance bonus with a target of 15% of the Employee's annual basic salary (the "Target Bonus"). The Target Bonus is subject to: (a) the Employee being in active employment and not having given or received notice of termination on the date the bonus is paid; (b) the Employee's individual performance rating for the year (as assessed by the Employer at its reasonable discretion against agreed KPIs); and (c) the Company's overall financial performance. The Target Bonus is neither guaranteed nor contractually earned; it is wholly discretionary and does not form part of the Employee's basic salary for any purpose (including CPF contributions or notice pay calculations). Any bonus paid in one year shall not create an expectation of or entitlement to a bonus in any subsequent year. The bonus, if awarded, shall be paid by the last day of March of the following calendar year.

20.

POST-EMPLOYMENT RESTRICTIONS

For a period of twelve (12) months after the termination of the Employee's employment (the "Restricted Period"), the Employee shall not, without the prior written consent of the Employer: (a) (Non-Competition) directly or indirectly carry on, be employed by, consult for, or have any material financial interest in any business that competes with the Employer's business in Singapore; (b) (Non-Solicitation of Clients) solicit or attempt to solicit any client or customer of the Employer with whom the Employee had material dealings in the twelve (12) months before termination; or (c) (Non-Solicitation of Employees) solicit, recruit, or induce any employee or contractor of the Employer to leave the Employer's service. The parties acknowledge that these restrictions are reasonable in scope, duration, and geography, and are intended to be enforceable under Singapore law, consistent with Man Financial (S) Pte Ltd v Wong Bark Chuan David [2008] 1 SLR(R) 663. If a court finds any restriction unreasonably wide, it shall be reduced to the minimum extent necessary to make it enforceable (blue pencil doctrine).

21.

ENHANCED TERMINATION PROVISIONS

Garden Leave: During any notice period (whether given by the Employer or the Employee), the Employer may at its discretion place the Employee on garden leave, directing the Employee to: (i) not attend the Employer's premises or access its systems; (ii) not contact any clients, customers, colleagues, or contractors of the Employer; (iii) remain available on reasonable notice to assist with the handover of duties. During garden leave, the Employee shall continue to receive full salary and benefits. Payment in Lieu: The Employer may elect to pay salary in lieu of all or part of the notice period under section 11 of the Employment Act (Cap 91), in which case the employment shall terminate immediately upon payment. Summary Dismissal: The Employer may summarily dismiss the Employee for gross misconduct under section 14 of the Employment Act (Cap 91), including: fraud, theft, willful insubordination, or criminal conviction involving dishonesty. Before summary dismissal, the Employer shall give the Employee a reasonable opportunity to respond to the allegation. Resignation in Breach: If the Employee resigns without giving the required notice or leaves before the end of the notice period, the Employer may claim the equivalent of the salary for the unexpired notice period as a debt, consistent with section 11(2) of the Employment Act (Cap 91).

22.

EMPLOYEE PDPA DATA HANDLING OBLIGATIONS

In the course of employment, the Employee may access, process, or handle personal data (as defined in the Personal Data Protection Act 2012 (PDPA)) belonging to the Employer's customers, employees, or business contacts. The Employee shall: (a) process personal data only for authorised, legitimate business purposes and in accordance with the Employer's data protection policies; (b) not download, copy, transfer, or disclose personal data to any unauthorised person or device; (c) immediately notify the Employer's Data Protection Officer (or designated HR contact) upon becoming aware of any actual or suspected personal data breach; (d) take all reasonable steps to prevent unauthorised access to personal data stored on the Employee's work devices or accounts; and (e) upon termination of employment, return or destroy all personal data in the Employee's possession as directed by the Employer. A material or intentional breach of this clause shall constitute grounds for disciplinary action, including summary dismissal under clause 11 of this Agreement, and may result in personal liability under the PDPA. The Employer is registered with the Personal Data Protection Commission (PDPC) and maintains a data protection policy, a copy of which shall be provided to the Employee.

IN WITNESS WHEREOF, the parties have executed this Agreement as of the date indicated.

EMPLOYER

Lim Wei Ming

Chief Executive Officer

TechNova Pte. Ltd.

Date: ____________________

EMPLOYEE

Priya Nair

Date: ____________________

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What Is an Employment Agreement?

An employment agreement is a legally binding contract between an employer and an employee that sets out the full terms and conditions governing the employment relationship. It goes beyond a basic offer letter to include detailed provisions on compensation, duties, working conditions, intellectual property, confidentiality, restrictive covenants, and the procedure for ending the relationship. A signed employment agreement provides both parties with clarity and legal certainty from day one.

Singapore's Employment Act (Cap. 91) establishes the foundational framework for all employment relationships in Singapore. From 1 April 2016, employers in Singapore must provide Key Employment Terms (KETs) in writing, and a comprehensive employment agreement is the most effective way to comply. The Act protects employees on core matters including overtime pay (s 37 — at 1.5 times the hourly rate for covered employees), annual leave entitlement (s 88A — 7 to 14 days based on years of service), sick leave, notice periods, and payment of salary within 7 days of the end of each salary period.

Singapore employers must also navigate additional statutes layered on top of the Employment Act. The Child Development Co-Savings Act (Cap. 38A) governs maternity leave (16 weeks for Singapore citizens, 8 weeks for non-citizens) and paternity leave (2 weeks for Singapore citizen child births). The CPF Act (Cap. 36) mandates Central Provident Fund contributions for Singaporean and Permanent Resident employees. The Retirement and Re-employment Act (Cap. 274A) sets the retirement age at 63 and requires employers to offer re-employment to eligible employees up to the age of 68. A well-drafted Singapore employment agreement integrates all these statutory obligations into a coherent, enforceable contract.

What This Template Covers

This Singapore employment agreement template consolidates every statutory requirement and best-practice contractual provision an employer needs for a comprehensive, compliant engagement.

Parties & Commencement

Full legal names, NRIC/FIN, company UEN, registered address and confirmed start date.

Job Title, Scope & Location

Detailed job description, reporting structure, primary place of work and remote working arrangements if applicable.

Salary & Allowances (KET)

Basic monthly salary in SGD, fixed and variable allowances, payment date and method — all mandatory MOM Key Employment Terms.

Working Hours & Overtime

Contracted hours up to 44/week for covered employees; overtime at 1.5× as required by Employment Act s 37.

Annual Leave

Statutory entitlement schedule from 7 days (year 1) to 14 days (year 8+) per Employment Act s 88A, with carry-forward rules.

Sick & Hospitalisation Leave

Up to 14 days paid outpatient sick leave and 60 days hospitalisation leave per statutory year.

Maternity & Paternity Leave

Maternity leave (16 weeks for citizens, 8 weeks for non-citizens) and paternity leave (2 weeks) under the Child Development Co-Savings Act (Cap. 38A).

CPF Contributions

Mandatory employer (~17%) and employee (~20%) CPF contributions for Singapore citizens and PRs under the CPF Act (Cap. 36).

Probation & Confirmation

Probationary period, performance review milestone and conditions for confirmation of appointment.

Notice Period & Termination

Notice periods in line with Employment Act s 10 minimums; payment in lieu of notice; grounds for summary dismissal following domestic inquiry.

Confidentiality & IP Assignment

Non-disclosure obligations during and after employment, and assignment of all work-related intellectual property to the employer.

Restrictive Covenants & Governing Law

Post-termination non-compete and non-solicitation clauses (subject to reasonableness under Singapore law) and Singapore jurisdiction.

How to Create a Singapore Employment Agreement

Complete the Doxuno form to generate a fully compliant Singapore employment agreement in minutes.

1
Input Employer & Employee Details
Enter the employer's company name and UEN, the employee's full name and NRIC/FIN, the job title, department and work location. Confirm whether the employee is a Singapore citizen, PR or foreign national requiring a work pass.
2
Define Compensation & Hours
Set the basic monthly salary in SGD and any allowances. Confirm the weekly working hours and whether the role falls within the Employment Act's overtime provisions for covered employees.
3
Configure Leave Entitlements
Select annual leave days based on the employee's expected tenure, confirm sick and hospitalisation leave, and activate maternity/paternity leave clauses under the Child Development Co-Savings Act where applicable.
4
Set Probation, Notice & Termination Terms
Choose the probation period and notice period, ensuring they meet Employment Act s 10 minimums. Decide whether to include payment-in-lieu-of-notice and retrenchment benefit provisions aligned with MOM Tripartite Advisory guidance.
5
Add Protective Clauses & Download
Toggle confidentiality, IP assignment, non-compete and non-solicitation clauses as appropriate for the role. Preview the complete agreement and download a professionally formatted PDF ready for signature.

Why Doxuno documents are different

Four things that make our templates more thorough than AI-generated drafts and more current than static template libraries.

Accurate

Country-specific legal content

Drafted with legal expertise for each jurisdiction, far more thorough than AI-generated drafts that copy generic clauses across borders.

Always current

Always current with the law

Templates carrying statute references are continuously updated as the law changes. Your document always reflects the current legal framework.

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Print-ready PDF

Free to download. Vector text, embedded fonts, statute citations baked in. Print, sign, file. Ready for any signing flow including electronic signature.

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Editable Word (.docx)

Continue editing in Word after download. Add custom clauses, reuse the template for similar agreements, or share with a colleague for collaborative review.

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Legal Considerations

Employment law in Singapore involves several overlapping statutes. The following considerations are essential for any Singapore employer drafting an employment agreement.

This template is provided for informational purposes only and does not constitute legal advice. For advice tailored to your situation, consult a Singapore-qualified lawyer or the Ministry of Manpower (MOM).

Reviewed for Singapore Law

Employment Act Coverage & KETs

The Employment Act (Cap. 91) covers all employees in Singapore except domestic workers and seafarers, but Part IV protections (working hours, overtime, rest days) apply only to workmen earning up to S$2,600/month and non-workmen earning up to S$4,500/month. From 1 April 2016, all covered employers must issue KETs in writing within 14 days of the employee's start date. An employment agreement that includes all KETs satisfies this obligation. Employees who do not receive KETs may lodge complaints with MOM or the Employment Claims Tribunal (ECT).

Statutory Leave & Benefits Under Multiple Acts

Singaporean employment agreements must reflect obligations from several statutes simultaneously. Annual leave is governed by Employment Act s 88A; maternity and paternity leave by the Child Development Co-Savings Act (Cap. 38A); childcare leave (6 days/year for parents of Singapore citizen children under 7) and extended childcare leave also fall under that Act. CPF contributions under the CPF Act (Cap. 36) are payable from the first month of employment for Singapore citizens and PRs. The Workplace Safety and Health Act (Cap. 354A) imposes safety obligations that should be referenced in the agreement for manual or hazardous roles.

Retrenchment & Retirement Obligations

Singapore has no statutory retrenchment benefit. However, the Tripartite Advisory on Managing Excess Manpower and Responsible Retrenchment recommends one month's salary per year of service for employees with two or more years' service. For retrenchments involving 5 or more employees within any 6-month period, employers must notify MOM. The Retirement and Re-employment Act (Cap. 274A) requires employers to offer re-employment to eligible Singapore citizen or PR employees who reach the retirement age of 63, up to the maximum re-employment age of 68, unless a one-time ex-gratia payment is made instead.

Restrictive Covenants — Reasonableness Under Singapore Law

Non-compete and non-solicitation clauses are enforceable in Singapore only to the extent they are reasonable in scope, duration and geographic reach and protect a legitimate proprietary interest. Singapore courts apply a three-part test: legitimate interest, reasonableness between the parties, and reasonableness as against public interest. Courts regularly strike down overbroad restrictions. Employers should tailor any restrictive covenant to the specific role and seek legal advice on enforceability before relying on them in the Employment Claims Tribunal or High Court.

Frequently Asked Questions

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