The working world is changing. Following the Covid-19 pandemic many employees have realised the opportunity that remote working provides and they are keen to continue to make use of it. Remote working has also allowed employees to access new roles that may have been previously out of reach, due to there being less geographical limitations on where you must live to carry out a specific role.

This has enabled employees to move roles within their market, spurring ‘the Great Resignation’, and search for a better work-life balance, taking advantage of new found flexibility in new opportunities. Because of this, some have preferred to coin this shift as ‘the great restructure’, and many organisations expected this trend to come to an end with employees realising the grass isn’t always greener. It appears that the trend is continuing though, with a recent survey revealing that over half (55%) of workers surveyed were considering leaving their jobs in 2022 and 29% of employees surveyed admitted taking data from their employer[i].

However it’s described, the importance of appropriately drafted restrictive covenants and confidentiality provisions has increased as a result.

Risks and Issues
There are many benefits of new working models to employers, such as increased efficiency and profitability, but they may also increase the risk of confidential information being extracted and disclosed more easily.

As more employees look to move to different roles along with companies adopting...

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