“In my blog piece on 28 February 2020, I looked at the state of mind required to make an employer liable in tort for inducing a breach of contract when it employs a person subject to post-termination restrictions. I reported by reference to the recent case of Allen v Dodd that in order to be liable the employer must know that it was inducing a breach. Knowledge that it might be is not sufficient. I now turn my attention to the state of mind required to make an employer liable for breach of confidence when it receives a client list from a recruited employee …” (more)
[11KBW, 9 June]
First posted 2020-06-11 13:00:51
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