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<blockquote data-quote="Sidewinder" data-source="post: 395215" data-attributes="member: 9512"><p>I don't believe that it is enforceable if the person goes from PAYE employee to PAYE emploee.</p><p></p><p>IF, they start a company up, or work direct, then yes that is correct.</p><p></p><p>However, if they simply move from one company to another that has the same clients then unless they move as a "controlling mind" to the new company you'll have an issue I believe.</p><p></p><p>BTW, my opinion is based on information given to me some years ago when I was employing by legitimate legal sources on the contracts that we were drafting at the time.</p><p></p><p>The law may have changed, and the comments are based on the information I was given by others, not my own conjecture, but, the advice is going on for 10 years old now.</p><p></p><p></p><p>Hence my comment about union membership, the unions have deep pockets when it comes to employment law fights.</p></blockquote><p></p>
[QUOTE="Sidewinder, post: 395215, member: 9512"] I don't believe that it is enforceable if the person goes from PAYE employee to PAYE emploee. IF, they start a company up, or work direct, then yes that is correct. However, if they simply move from one company to another that has the same clients then unless they move as a "controlling mind" to the new company you'll have an issue I believe. BTW, my opinion is based on information given to me some years ago when I was employing by legitimate legal sources on the contracts that we were drafting at the time. The law may have changed, and the comments are based on the information I was given by others, not my own conjecture, but, the advice is going on for 10 years old now. Hence my comment about union membership, the unions have deep pockets when it comes to employment law fights. [/QUOTE]
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