Does an employer have to provide a reference for a former employee?
Restrictive covenants are void for being in restraint of trade unless the employer can show that it has a legitimate proprietary interest to protect, e.g. financial information, customers, and staff, and that the protection sought is no more than is reasonable to protect its legitimate interests.
Whether a restrictive covenant is reasonable will depend upon the circumstances and the specific wording of the restrictive covenants.
Restrictive covenants should be tailored to each individual employee. What is appropriate for one individual may not be appropriate for another.
A well drafted and tailored restrictive covenant will be enforceable and can provide valuable protection to a business.