Non-compete reforms and what Australian businesses should do now.

PCL Lawyers’ Partner Karen Greenidge has been featured in an Employment Hero article examining Australia’s proposed non-compete clause reforms and what they will mean for Australian  businesses.

The article explores a key issue for employers: while many businesses see non-compete clauses as a safeguard for client relationships, confidential information and goodwill, those protections are not always effective and enforceable. As Karen explains, enforceability depends on whether the clause is reasonable, appropriately drafted and tailored to the employee’s role.

The article also highlights the employment law reforms expected to take effect from 2027, which will ban non-compete clauses for employees earning below the high-income threshold (currently $185,000).

For many employers, that makes now the right time to review employment contracts, assess who may be affected, and strengthen alternative protections where needed.

If your business relies on non complete clauses in your employment contracts to help protect commercial value, client connections or sensitive information, this is an issue worth paying close attention to. Our team can help you review your employment agreements and find alternatives to restraint clauses in employment contracts.  Contact our employment lawyers at PCL Lawyers to discuss how we can help.

Click here to view the article in full:

Australia Non-Compete Clause Ban 2027 Guide

About The Author - Karen Greenidge

Karen is a Partner in the Corporate and Commercial Law team at PCL Lawyers. She has over 23 years’ experience as a corporate lawyer, providing advice on mergers and acquisitions, sale and purchase...