Our client was a UK-based IT support business with around 20 employees, operating in a competitive sector where continuity of service and strong client relationships were critical to commercial success.
The client faced immediate commercial risk when several key employees, including sales managers and technical support staff, resigned and joined a direct competitor. Clients began transferring their business to the rival firm, creating both immediate losses and the threat of further damage. The situation escalated when the former employees refused to comply with their non-compete and non-solicitation obligations. There was uncertainty around what confidential information may have been taken and which clients had already been approached. The client needed urgent legal intervention to prevent further harm and protect the long-term viability of the business.
We provided clear, practical advice from the outset to help the client investigate the situation internally and re-engage with key clients to stabilise the business. Having previously drafted the employees’ contracts and restrictive covenants, we were confident in their enforceability and able to act decisively. When informal steps failed to stop the activity, we moved swiftly to seek an interim injunction. This partner-led approach combined legal precision with commercial focus, applying pressure where needed while keeping the client closely informed. The injunction created immediate protection and leverage, enabling a settlement that brought the misuse of confidential information and client solicitation to an end.
The court order placed binding restrictions on the individuals involved, deterring further breaches and giving the client confidence that any future misconduct would carry serious consequences. The injunction and subsequent settlement provided breathing space to stabilise operations and re-secure key client relationships. Despite the seriousness of the threat at the outset, the business remained profitable and continued trading successfully. As part of the resolution, the client also recovered the majority of its legal costs.
Matthew Hodson commented: “When key employees walk out and start targeting clients, it can feel like the business is slipping away overnight. Our role is to act quickly, calmly, and strategically. In this case, the court backed our client, the breaches stopped, and the business remained intact.”
Employment & HR Law