FAQ: Non-Compete & Non-Solicitation Investigations
How do you prove a former employee has breached a non-compete or non-solicitation clause?
How do I prove a former employee is breaching my non-compete clause?
We combine OSINT (public source research, such as LinkedIn and the Chamber of Commerce) with surveillance to establish whether a former employee is actually working for a competitor or has started their own competing business.
What's the difference between a non-compete and a non-solicitation clause?
A non-compete clause prohibits a former employee from working for a competitor or starting a competing business. A non-solicitation clause prohibits actively approaching former colleagues or clients. Both call for a slightly different investigative approach.
Is this type of investigation permitted?
Yes, provided it is proportionate and aimed at establishing a specific breach. We adhere to the Wpbr and GDPR, and assess with you beforehand whether there is sufficient grounds for an investigation.
What can I do with the report if a breach is established?
Your lawyer can use a substantiated report to claim a contractual penalty, start summary proceedings, or reach a settlement with the former employee or their new employer.
How long does this type of investigation usually take?
An initial OSINT investigation can produce results within a few days; if additional surveillance is needed, the process usually takes several weeks. We give a realistic estimate during the intake.
Want to know what we can do for you?
Get in touch, free and without obligation. We respond within 24 hours and think along with you, discreetly.
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