In the Netherlands, non-competition bans (non-simultaneous or concurrent) are permitted for issues such as switching to a new employer and bringing the former company`s customers closer together. Unreasonable clauses can be struck down in court.  On the other hand, the employer can sue you for an “injunction” or injunction to prevent you from violating your contract. Since a violation of a no-competition agreement can cause direct harm to the employer, the Tribunal will often apply expedited procedures in these cases. Once your employer seeks an injunction or injunction, it can only be a matter of days or weeks before being heard by a judge. You may have very little time to keep a lawyer and discuss your case with that person, so be sure to question the help of an experienced work lawyer as soon as you know your employer is challenging your actions. Non-competition prohibitions are enforced when a relationship between the employer and the worker ends and the employer wants to prevent the employee from showing up for his next position, works for a competitor in the same market or creates another company in the same field (and recruits the company`s workers for withdrawal). “A PIIA can protect the company from the fact that an employee steals its proprietary information, including customer lists, business partner contact information and other valuable or confidential information provided by the employer,” Fontanesi said. “Other alternatives are initiative agreements or agreements that do not recruit or hire staff.” In addition, the employer may demand any actual damages or losses they claim to have occurred because the worker in violation of the agreement not to compete – this could include customer loss of earnings, loss of secret employer information and similar losses. “The agreement essentially prevents the former employee from doing business for a fixed period and on a geographic site in the immediate vicinity of the former employer, who are directly in conflict or in competition with the former employer,” said Kelly DuFord Williams, founder and managing partner of Slate Law Group. “The key to the restriction is that the time and place must be reasonable.” Item-dependent staff are limited to employer management, senior technicians and other staff members who have a duty of confidentiality. The scope, scope and duration of the non-competitive agreement are agreed by both the employer and the worker, and this agreement must not violate the laws and regulations.