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The purpose of restrictive covenants is well known. Employment contracts are often (or at least should be) carefully drafted to ensure that they protect the legitimate business interests of an employer. Should a wayward employee ignore the restrictions on what they cannot do during and after employment, employers may be able to enforce the employment contract by way of interim injunctions. However, the recent case of Tillman v Egon Zehnder Ltd seems to have significantly weakened an employer’s ability to enforce covenants.