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The Employee Non-Compete Agreement is a crucial document used in Irish employment relationships where an employer needs to protect its legitimate business interests from potential competitive harm after an employee's departure. This document is particularly important when employees have access to sensitive information, key client relationships, trade secrets, or specialized training. Under Irish law, non-compete provisions must be carefully drafted to ensure enforceability, as courts will only uphold restrictions that are reasonable in scope, duration, and geographic reach. The agreement typically includes detailed provisions on restricted activities, time periods, territorial scope, and confidentiality obligations, along with specific consideration provided to the employee in exchange for these restrictions. It's commonly used for senior positions, specialized technical roles, and client-facing positions where the employee could pose a competitive threat if they immediately joined a competitor.

1. Parties: Identifies the employer and employee, including their full legal names and addresses

2. Background: Explains the context of the agreement, including the employee's role and access to confidential information

3. Definitions: Defines key terms used throughout the agreement, including 'Confidential Information', 'Restricted Business', 'Restricted Period', and 'Restricted Territory'

4. Duration of Restrictions: Specifies the time period during which the non-compete obligations will apply post-employment

5. Scope of Restrictions: Details the specific activities and types of work the employee is restricted from engaging in

6. Geographic Limitations: Defines the geographical area where the restrictions apply

7. Confidentiality Obligations: Outlines the employee's obligations regarding confidential information and trade secrets

8. Non-Solicitation of Customers: Restricts the employee from soliciting or dealing with customers of the employer

9. Non-Solicitation of Employees: Prevents the employee from poaching other employees of the company

10. Consideration: Specifies the consideration provided to the employee in exchange for these restrictions

11. Acknowledgments: Employee's confirmation that the restrictions are reasonable and necessary

12. Garden Leave: Provisions regarding any garden leave period and its interaction with restrictions

13. Severability: Ensures that if any provision is found invalid, the rest of the agreement remains effective

14. Governing Law and Jurisdiction: Specifies that Irish law governs the agreement and Irish courts have jurisdiction