“The company had developed a software programme for the storage online of personal data and documents of individuals who could access those documents anywhere in the world. It had developed a facility for that data to be used for obtaining automated quotations for services, such as motor insurance, for those individuals…”
“7. A director is however precluded from acting in breach of the requirement at 2 above, even after his resignation where the resignation may fairly be said to have been prompted or influenced by a wish to acquire for himself any maturing business opportunities sought by the company and where it was his position with the company rather than a fresh initiative that led him to the opportunity which he later acquired. 8. In considering whether an act of a director breaches the preceding principle the factors to take into account will include the factor of position or office held, the nature of the corporate opportunity, its ripeness, its specificness and the director’s relation to it, the amount of knowledge possessed, the circumstances in which it was obtained and whether it was special or indeed even private, the factor of time in the continuation of the fiduciary duty where the alleged breach occurs after termination of the relationship with the company and the circumstances under which the breach was terminated, that is whether by retirement or resignation or discharge. 9. The underlying basis of the liability of a director who exploits after his resignation a maturing business opportunity ‘of the company’ is that the opportunity is to be treated as if it were the property of the company in relation to which the director had fiduciary duties. By seeking to exploit the opportunity after resignation he is appropriating to himself that property. He is just as accountable as a trustee who retires without properly accounting for trust property. 10. It follows that a director will not be in breach of the principle set out as point 7 above where either the company’s hope of obtaining the contract was not a ‘maturing business opportunity’ and it was not pursuing further business orders nor where the director’s resignation was not itself prompted or influenced by a wish to acquire the business for himself. 11. As regards breach of confidence, although while the contract of employment subsists a director or other employee may not use confidential information to the detriment of his employer, after it ceases the director/ employee may compete and may use know-how acquired in the course of his employment (as distinct from trade secrets – although the distinction is sometimes difficult to apply in practice).”
“6. INTELLECTUAL PROPERTY 6.1Subject to the Patents Act 1977 , if at any time during his employment the Employee (whether alone or with any other person or persons) makes, discovers, or participates in the discovery of any invention or improvement, or addition to, an invention relating directly to the business for the time being of the Company (“the invention”), full details of the invention shall immediately be disclosed by him to the Company and shall be the absolute property of the Company. 6.2 All intellectual property developed by the Employee while in the employment of the Company shall be the absolute property of the Company.” … “7. CONFIDENTIALITY 7.1 The Employee is aware that during his employment he will have access to and be entrusted with information in respect of the business of the Company and dealings, transactions, and affairs all of which information is or may be confidential (“Company Information”). 7.2 The Employee shall not either during his employment or at any times during the period of 18 months thereafter except in the proper course of his duties or with the prior consent of the Board of the Company:- 7.2.1 disclose Company Information to any third party (except to another employee of the Company authorised to receive the same); 7.2.2 use Company Information for his own purposes or for any purposes other than those of the Company; 7.2.3 through any failure to exercise all due care and diligence cause any unauthorised disclosure of any trade secret or other Company Information or any information in respect of which the Company is bound by an obligation of confidence to a third party. Provided that this clause shall not apply to any information which enters the public domain. 7.2.4 All notes and memoranda of any Confidential Information acquired, received or made by the Employee during his employment shall be and remain the property of the Company, and shall be delivered by the Employee to the Company immediately upon request.” … “11. RESTRICTIONS AFTER TERMINATION 11.1 In order to protect the goodwill and trade connections of the Company and without prejudice to any other duty imposed by law, the Employee covenants that he will not directly or indirectly for a period of 12 months after the termination of his employment with the Company: 11.1.1 carry on, or be engaged, concerned or interested in, whether as a director, shareholder, loan creditor, principal, agent, partner, consultant, employee, or self-employed person or in any other capacity, any business which competes with any business carried on by the Company; or 11.1.2 either on his own account or for any other person, firm or company, solicit or entice or endeavour to solicit or entice away from the Company or knowingly employ or assist in or procure the employment by any person, firm or company of any employee of the Company.” “7. CONFIDENTIALITY 7.1 The Employee is aware that during his employment he will have access to and be entrusted with information in respect of the business of the Company and dealings, transactions, and affairs all of which information is or may be confidential (“Company Information”). 7.2 The Employee shall not either during his employment or at any times during the period of 18 months thereafter except in the proper course of his duties or with the prior consent of the Board of the Company:- 7.2.1 disclose Company Information to any third party (except to another employee of the Company authorised to receive the same); 7.2.2 use Company Information for his own purposes or for any purposes other than those of the Company; 7.2.3 through any failure to exercise all due care and diligence cause any unauthorised disclosure of any trade secret or other Company Information or any information in respect of which the Company is bound by an obligation of confidence to a third party. Provided that this clause shall not apply to any information which enters the public domain. 7.2.4 All notes and memoranda of any Confidential Information acquired, received or made by the Employee during his employment shall be and remain the property of the Company, and shall be delivered by the Employee to the Company immediately upon request.” “11. RESTRICTIONS AFTER TERMINATION 11.1 In order to protect the goodwill and trade connections of the Company and without prejudice to any other duty imposed by law, the Employee covenants that he will not directly or indirectly for a period of 12 months after the termination of his employment with the Company: 11.1.1 carry on, or be engaged, concerned or interested in, whether as a director, shareholder, loan creditor, principal, agent, partner, consultant, employee, or self-employed person or in any other capacity, any business which competes with any business carried on by the Company; or 11.1.2 either on his own account or for any other person, firm or company, solicit or entice or endeavour to solicit or entice away from the Company or knowingly employ or assist in or procure the employment by any person, firm or company of any employee of the Company.”
“It is far from easy to state in general terms what is confidential information or a trade secret. Certain authorities were cited, but they did not carry matters very far. Plainly “something which is public property and public knowledge” is not confidential: see Saltman Engineering Co. Ltd. v. Campbell Engineering Co. Ltd. (1948) 65 R.P.C. 203, per Lord Greene M.R. On the other hand, “something that has been constructed solely from materials in the public domain may possess the necessary quality of confidentiality: for something new and confidential may have been brought into being by the application of the skill and ingenuity of the human brain. Novelty depends on the thing itself, and not upon the quality of its constituent parts”: Coco v. A. N. Clark (Engineers) Ltd. [1969] R.P.C. 41, 47, a case that was not cited, but in part draws on the Saltman case, which was. Costs and prices which are not generally known may well constitute trade secrets or confidential information: see Herbert Morris Ltd. v. Saxelby [1916] 1 A.C. 688, 705, referring to prices. If one turns from the authorities and looks at the matter as a question of principle, I think (and I say this very tentatively, because the principle has not been argued out) that four elements may be discerned which may be of some assistance in identifying confidential information or trade secrets which the court will protect. I speak of such information or secrets only in an industrial or trade setting. First, I think that the information must be information the release of which the owner believes would be injurious to him or of advantage to his rivals or others. Second, I think the owner must believe that the information is confidential or secret, i.e., that it is not already in the public domain. It may be that some or all of his rivals already have the information: but as long as the owner believes it to be confidential I think he is entitled to try and protect it. Third, I think that the owner’s belief under the two previous heads must be reasonable. Fourth, I think that the information must be judged in the light of the usage and practices of the particular industry or trade concerned. It may be that information which does not satisfy all these requirements may be entitled to protection as confidential information or trade secrets: but I think that any information which does satisfy them must be of a type which is entitled to protection.”
“The general principles relating to employees’ duties of good faith and fidelity are settled and can be summarised in the following propositions: (1) It is indisputable that an employee owes his employer a contractual duty of 'fidelity', but how far it extends will depend on the facts of each case (per Lord Green MR in Hivac v Park Royal[1946] Ch 169 at 174). (2) The more senior the staff the greater the degree of loyalty, fidelity and diligence required (per Openshaw J. in UBS Wealth Management (UK) Ltd v Vestra Wealth LLP[2008] IRLR 965 at paragraph [10]). (3) The first task of the court is to identify the nature of the employee's obligations of fidelity and then to decide whether the employee's activities are in breach (per Moses L.J. in Helmet Integrated Systems v Tunnard[2007] IRLR 126 at paragraph [32]). (4) The mere fact that activities are described by an employee as 'preparatory' to competition does not mean that they are legitimate (per Moses L.J. in Helmet Integrated Systems v. Tunnard[2007] IRLR 126 at paragraph [28]). (5) It is a breach of the duty of fidelity for an employee to recruit or solicit another employee to act in competition (see British Midland Tool v Midland International Tooling Ltd[2003] 2 BCLC 523 ). (6) Attempts by senior employees to solicit more junior staff constitutes particularly serious misconduct (Sybron Corp v. Rochem Ltd[1984] Ch 112 ). (7) It is a breach of the duty of fidelity for an employee to misuse confidential information belonging to his employer (see Faccenda Chicken Ltd v Fowler[1987] Ch 117 ). (8) The court should ask whether the activities in which the employee is engaged affect his ability to serve his employer faithfully and honestly and to the best of his abilities (see Shepherds Investments Ltd v. Walters[2007] IRLR 110 at paragraph [131]).”
“whether it is plain and obvious that the restraint will fail after examination at a trial. If it is not plain and obvious - because the determination as to what is in the interests of the parties and in the interests of the public must await a trial - then the clauses must at this stage be regarded as having a reasonable prospect of being upheld.”
“Allfiled will lose the opportunity to market and sell its PDS system as a unique product to third parties other than Magpie and MSE… ”; (3) the fact that Port Tech is a start-up company, with running and development costs and no demonstrated or even likely ability to pay damages, or any real prospect of being able to account for and pay back profits; (4) the unattractive notion that, if it is established that Port Tech did “purloin”
“That an injunction restraining a company from making unlawful use of confidential information may or will drive it into liquidation is of itself nihil ad rem, provided that the American Cyanamid tests can be satisfied…””