Originally Posted by
Zaphod
Speaking from experience in a similar incident, as an employer you cannot legally stop an employee from being gainfully employed in their area of expertise, despite what is added into the contract. What you can do is set reasonable terms and conditions for when an employee moves on, however requiring 6 months gardening leave with a further 6 months restraint of trade is quite frankly unreasonable and downright gratuitous, especially in a country with very little alternative employment choices in that industry. The court has rightfully (IMO) recognised this fact.