When it comes to protecting your business from unfair competition and the misuse of sensitive information, restrictive covenants and confidentiality agreements may be your strongest defence.

Group claims offer a way for tenants to come together, stand strong, and pursue justice as one united voice. This collective approach can be the key to achieving fair compensation and holding landlords accountable for widespread failings.

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Ending a relationship is never easy. Whether you’re considering divorce, dissolving a civil partnership, or separating from a cohabiting partner, we understand the complexities involved and offer you more than just legal expertise.

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When an employment relationship ends, a settlement agreement may be offered to prevent future disputes. If you’re offered a settlement agreement, it’s crucial to seek independent legal advice to ensure the terms are fair and your rights are protected.

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When a contract breaks down, the consequences can be stressful and costly. Whether it’s due to negligence, incompetence, or a failure to deliver on agreed terms, taking the right steps quickly is crucial.
Restrictive covenants & confidentiality agreements
When it comes to protecting your business from unfair competition and the misuse of sensitive information, restrictive covenants and confidentiality agreements may be your strongest defence.

Restrictive covenants are key to preventing former employees from harming your business after their departure. But they need to be carefully drafted to be enforceable.
In order for such a restriction to be enforceable, it must be:
Our expert team can help you ensure your restrictive covenants are both effective and legally sound.
Stop ex-employees from encouraging colleagues to leave your business.
Losing one valuable employee can be challenging, but when they take others with them, the impact can be devastating. A non-poaching clause prevents ex-employees from persuading your current staff to leave and join them at their new company. This clause is particularly critical in industries where teams are tightly-knit and moving together could create significant operational disruption.
At Anthony Gold, we can help you draft clear and enforceable non-poaching clauses, so you can protect your talent and keep your business running smoothly.
Prevent employees from soliciting/enticing the business of clients/customers away from their former employer.
Your clients and customers are the lifeblood of your business, and maintaining those relationships is essential to your success. A non-solicitation clause stops former employees from contacting your clients or customers with the aim of diverting their business away from you.
Whether your concern is a sales team member leaving to join a competitor or a key account manager starting their own business, this clause ensures that your business relationships remain intact. We can help you create non-solicitation clauses that stand up to legal scrutiny, giving you peace of mind that your client base is secure.
Restrict employees from dealing with former clients/customers in a competitive fashion, regardless of which party approached the other.
A non-dealing clause goes one step further than non-solicitation by preventing former employees from engaging with your clients or customers at all, regardless of who initiates the contact. This means even if a client reaches out to your former employee, they are prohibited from working with them in a competitive capacity.
This type of clause is particularly useful in industries where client relationships are especially valuable, and competition is fierce. At Anthony Gold, we understand how important these relationships are and will help you draft robust non-dealing clauses that protect your business from losing valuable clients.
Prevent employees from competing with their former employer for a period of time and can include measures to stop employees from setting up their own, rival businesses.
Whether they intend to set up their own company or join a competitor, this clause can restrict them from working in the same industry or within a specific geographical area.
This is especially useful for businesses where employees have had access to highly confidential information, trade secrets, or sensitive business strategies that could give them an unfair advantage if they compete against you. Our solicitors are experienced in crafting non-competition clauses that are reasonable and enforceable under UK law, helping to safeguard your market position.
Restrict two or more employees from leaving an employer during a similar timeframe to join a competitor or set up their own, rival business.
Sometimes, the departure of a single employee isn’t the only risk—entire teams may decide to leave together, either to join a competitor or to set up a rival business. An anti-team move restriction prevents this scenario by prohibiting groups of employees from coordinating their departure in a way that harms your business.
This clause can be invaluable in protecting departments or teams whose collective knowledge and skills are vital to your operations. At Anthony Gold, we’ll work with you to draft anti-team move restrictions that deter such coordinated efforts, ensuring the continued stability of your workforce.

Aneil Balgobin at Anthony Gold assisted me with a time sensitive workplace contract. Aneil was highly knowledgeable and completely professional, which was a great reassurance in a complicated situation. They were able to turn around the piece of work in just 2 days, without a single hiccup or delay. Dealing with Anthony Gold Solicitors as a firm was a breeze, and I will be recommending the firm to my peers.
Our Client

Joy Drummond at Anthony Gold was exceptionally thorough and professional when she managed my recent settlement agreement. I’ve worked with many law firms over the course of my career and have no hesitation in recommending Joy.
Our Client

From initial enquiry to finalised agreement, both lawyers I worked with were very efficient, competent, knowledgeable, understanding and comforting throughout the whole process. Highly recommend.
Sach Garwood

Aneil was professional, upfront and acted speedily whenever I requested help. We got a good outcome in settlement agreement negotiations which I feared would be messy. It was the first time I found myself needing to rely on an employment solicitor. In future, he will be the first person I call.
Our Client
In today’s business environment, protecting sensitive information is critical. Confidentiality agreements, commonly known as non-disclosure agreements (NDAs), are designed to safeguard your business’s confidential data, trade secrets, and intellectual property. Whether you’re sharing information with employees, contractors, or third parties, having a well-drafted NDA in place can give you peace of mind that your valuable business information won’t fall into the wrong hands.
A confidentiality agreement is a legally binding contract that prohibits parties from disclosing or using specific confidential information for unauthorised purposes. NDAs can be used in various situations, from employment contracts to business partnerships or any scenario where sensitive data is shared.
For businesses, confidentiality agreements typically cover key areas such as:
When a non-disclosure agreement is in place, the receiving party agrees to keep the information confidential, ensuring that it isn’t misused or shared with competitors or the public.
Confidentiality agreements or NDAs are crucial for any business that deals with sensitive information, whether it’s protecting client data, maintaining a competitive edge, or preserving intellectual property rights.
Without an NDA, there’s a significant risk that your trade secrets or confidential information could be exposed or exploited, leading to financial losses or reputational damage.
Here are the key reasons why NDAs are essential for your business:
Not all NDAs are created equal. For an NDA to be enforceable in the UK, it must be carefully drafted to ensure it is reasonable in scope and doesn’t impose excessive restrictions.
Many businesses make the mistake of using generic NDA templates that don’t account for the specific nature of their operations or the legal requirements in their industry. This can lead to costly disputes or render the agreement unenforceable in court.
At Anthony Gold Solicitors, our employment law experts specialise in drafting bespoke confidentiality agreements that stand up to legal scrutiny. Our expert solicitors ensure that every NDA is:
Protect your business with the right legal agreements in place. Call us on 020 7940 4060 or email mail@anthonygold.co.uk to discuss how we can help you.


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If you suspect a breach, it’s important to act quickly. Here’s what you can do:
Yes, an employee can refuse a contract that includes restrictive covenants. They can request changes or removal of the restrictions, but employers often include them as standard. The employer may decline the request and, in some cases, could withdraw the job offer.
If the employee starts work but disagrees with the covenants, they should inform the employer promptly in writing. Otherwise, they may still be bound by the restrictions.
Yes, restrictive covenants can still apply to employees who are made redundant. While the employer may no longer need the role, they might still want to protect the business by enforcing non-compete clauses or safeguarding confidential information the employee has access to.
Except when an employee resigns due to a serious breach of contract by the employer, any enforceable restrictive covenants will continue to apply to the employee after their resignation, in line with standard legal rules.
At Anthony Gold Solicitors, our Employment Law team bring over 70 years of combined experience in advising and defending businesses. We specialise in the legal complexities of restrictive covenants and drafting confidentiality agreements and are committed to protecting your business’s interests. Recognised by leading directories like Legal 500 and Chambers and Partners, our solicitors are accredited experts with a proven track record in employment law.
By choosing Anthony Gold, you’ll receive strategic and practical advice tailored to your business, ensuring your restrictive covenants are enforceable and protect your business’s reputation and finances.

If you suspect a breach, it’s important to act quickly. Here’s what you can do:

Yes, an employee can refuse a contract that includes restrictive covenants. They can request changes or removal of the restrictions, but employers often include them as standard. The employer may decline the request and, in some cases, could withdraw the job offer.
If the employee starts work but disagrees with the covenants, they should inform the employer promptly in writing. Otherwise, they may still be bound by the restrictions.

Yes, restrictive covenants can still apply to employees who are made redundant. While the employer may no longer need the role, they might still want to protect the business by enforcing non-compete clauses or safeguarding confidential information the employee has access to.

Except when an employee resigns due to a serious breach of contract by the employer, any enforceable restrictive covenants will continue to apply to the employee after their resignation, in line with standard legal rules.

At Anthony Gold Solicitors, our Employment Law team bring over 70 years of combined experience in advising and defending businesses. We specialise in the legal complexities of restrictive covenants and drafting confidentiality agreements and are committed to protecting your business’s interests. Recognised by leading directories like Legal 500 and Chambers and Partners, our solicitors are accredited experts with a proven track record in employment law.
By choosing Anthony Gold, you’ll receive strategic and practical advice tailored to your business, ensuring your restrictive covenants are enforceable and protect your business’s reputation and finances.
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