The Blog

Employers sometimes require their employees to sign restrictive covenants, prohibiting competition or solicitation of clients after the termination of employment. Such restraints can make it difficult for employees to secure alternative work. The question often arises: How do restrictive covenants affect an employee’s entitlement to notice of termination? Recent case law from Alberta and Ontario confirms the presence of non-competition and non-solicitation covenants sometimes justifies lengthened notice periods, even if the covenants eventually prove unenforceable.