(416) 214-5111
About us
Employment Law Services
What's New?
FAQ
Careers
Contact

Toronto Employment Lawyers Advising Employees on Non-Competes and Non-Solicitation Agreements 

Non-solicitation agreements and non-compete agreements are also known as “restrictive covenants” since they seek to restrict the behaviour and actions of departing employees (i.e. employees who have been terminated or who have quit). Restrictive covenants are usually included in an employment agreement, or in a separate but related agreement that an employee signs before they start working for an employer, or when terms of employment are being renegotiated. If employees are not careful, such agreements can have a negative impact on what they are able to do or where they may be able to work in the future.

If you are negotiating terms of a new position which require you to sign a non-solicitation agreement or a non-competition agreement, are thinking of moving to a new job where you may be in violation of such an agreement or have been accused by a former employer of breaching a restrictive covenant, you should seek advice from an employment lawyer as soon as possible to mitigate your risk and ensure that your rights are protected.

At Sultan Lawyers in Toronto, our knowledgeable employment lawyers regularly draft, review, challenge, and defend restrictive covenants for employees across various sectors and industries. We help employees enforce their rights, manage their risk, and ensure that their interests are protected.

Non-Competition Agreements in Ontario 

These agreements, commonly known as “non-competes”, seek to restrict a former employee from, among other things, using or disclosing confidential information, hiring employees of their former employer, interacting with clients, suppliers, or other parties relevant to their former employer’s business, or otherwise competing with their former employer.

While such language is often included in employment agreements, it can be difficult to enforce, depending on how the contract is worded and how much behaviour is restricted. Employers who wish to enforce the terms of a non-compete must generally convince a court that such terms are absolutely necessary in order to protect their interests.

Non-Solicitation Agreements in Ontario 

A non-solicitation agreement seeks to prevent a former employee from being able to approach or do business with clients, suppliers, or other parties relevant to their former employer’s business. Non-solicitation agreements are generally easier to enforce than non-competes.

Contact Toronto Employment Lawyers Sultan Lawyers for Advice and Guidance on Restrictive Covenants 

At Sultan Lawyers we help employees understand the language in their employment contracts, including any non-competition or non-solicitation agreements they may be subject to. Where needed, we can help you negotiate terms, defend against allegations of breaches of such terms, and otherwise provide you with necessary legal guidance. Contact us online or at 416-214-5111 for a consultation.

Understanding Employee Voting Rights on Election Day

Canada goes to the polls on October 21, 2019, and as such, it is an opportune time to review employee and employer rights and responsibilities on election day. This is…

Sultan Lawyers on Dismissal Pt. 5: When Can I Claim Constructive Dismissal as a Result of Workplace Harassment?

Workplace harassment, violence or bullying are serious issues that affect many workplaces. So what happens when an employer fails to put an end to abusive conduct in the workplace and…

Employment Law and Immigration: Low vs. High-Income Streams

How Do I Decide Which Stream is Appropriate? The interaction between employment and immigration law is significant.  Few areas reflect this more than Labour Market Impact Assessments (LMIA) and their…