What a non-compete actually says
A typical clause reads: "For a period of six months following termination, the Employee shall not engage in any business competing with the Company within the United Kingdom." In plain English: for six months after your last day, you can't work for — or run — a competing business anywhere in the country.
Non-competes sit in a wider family called "restrictive covenants", which also includes non-solicitation clauses (don't poach our clients or staff) and confidentiality clauses (don't share our secrets).
When they're enforceable — and when they aren't
A UK court will only enforce a restrictive clause if it goes no further than needed to protect the employer's legitimate business interests — things like trade secrets, client relationships and key staff. A clause that simply stops you earning a living is unlikely to survive a challenge.
- Length. Three to six months is common and often defensible. Twelve months or more is much harder to enforce.
- Geography. "Anywhere in the UK" is hard to justify for most jobs. A clause limited to the area where the employer actually trades carries more weight.
- Scope. A blanket ban on working "in any capacity" is weaker than a targeted ban on doing your specific old role for a direct competitor.
- Pay during the restriction. Some contracts pay you for the restricted period (so-called "garden leave" or a payment in lieu). If the clause is long but unpaid, that's a red flag.
What to check before you sign
Ask yourself three questions: How long does it last? Where does it apply? And what exactly does it stop me doing? If you might job-hunt in the same industry, a broad non-compete can shadow your next move — so negotiate it down before signing, when you have the most leverage. If you've already signed and you're leaving, take advice before ignoring it: employers occasionally enforce these clauses, even shaky ones, because a letter from a solicitor is often enough to scare a new employer off.
In short
A non-compete restricts where you can work after leaving a job. Only narrow, reasonable ones hold up in court — but even unenforceable ones can chill your job search. Read the length, geography and scope carefully, and if the wording is vague or sweeping, run it through JargonShield before you sign.