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A non-solicitation clause preventing former employees from encouraging colleagues or contractors to leave the business for a specified period after employment ends.
Employee Non-Solicitation
Purpose
This clause is designed to protect the Company's workforce and business interests by restricting former employees from encouraging colleagues to leave the organisation following the termination of their employment.
Employee Non-Solicitation
The Employee shall not, for a period of [6 | 12] months following the termination of their employment for any reason, whether directly or indirectly, on their own behalf or on behalf of any other person, business or organisation:
a) solicit, entice, encourage or
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This employee non-solicitation clause helps employers protect workforce stability following the departure of an employee.
It restricts former employees from recruiting, encouraging, or facilitating the departure of colleagues, contractors, and consultants with whom they had significant business contact.
The clause includes a general recruitment advertisement exception and is designed to protect legitimate business interests while remaining reasonable and enforceable under UK employment law.
Use these best practice actions, recommended timescales and process stages to understand when and how the Employee Non-Solicitation (Non-Poaching) Clause should be used, helping ensure each step is handled consistently and appropriately documented.
Yes. This template has been designed for organisations of all sizes, including small businesses, charities and growing employers. It follows UK employment law best practice and can be adapted to suit your organisation.
Our templates are developed with UK employment legislation, Acas guidance and HR best practice in mind and are reviewed and updated as relevant requirements change. However, every employment situation is different, so the template should be adapted to the circumstances and checked against the employee's contract and your organisation's procedures before use.
Yes, we highlight the areas of the document that you need to update with your own details, and where you need to make decisions to suit your situation. This saves you time and ensures that you meet best practice.
Yes. Once purchased, you'll be able to download it instantly. Templates are provided in editable format (such as .doc or .xls) so you can customise them easily, and in PDF format for easy sharing.
If you're looking for broader support, we also offer toolkits and library bundles that include the Employee Non-Solicitation (Non-Poaching) Clause template, along with other HR templates and policies for fully managing your situation. These may be more cost-effective if you need deeper advice.
AI can produce a document quickly, but effective HR documentation needs to be more than well-written words. It needs to reflect relevant UK employment law, HR best practice, practical considerations and the circumstances in which it will be used. These resources have been professionally developed around that wider HR context, drawing on extensive practical experience, rather than simply generating a generic document from a prompt.
How this content is developed and reviewed
The Employee Non-Solicitation (Non-Poaching) Clause template is developed using a practical HR methodology that considers current UK employment legislation, ACAS guidance, CIPD good practice and the real-world HR process it supports. Templates are regularly reviewed and updated, with additional reviews triggered by significant changes to legislation, guidance or established HR practice, helping ensure each document remains practical, relevant and suitable for UK employers.
Darryl Horn, Chartered HR Director
Darryl is a Chartered HR professional with over 25 years' experience in senior HR and employee relations roles.
He has extensive practical experience of managing terms and conditions processes and founded hrdocbox to provide businesses with practical, professionally developed HR resources grounded in UK employment law and best practice.
HRDocBox has been creating practical UK HR documents since 2009.
"Darryl provides support and advice with excellent judgement, and has a strong understanding of people, policies and UK employment legislation."
"He is someone I trust; consistent, dependable, and committed to doing things properly."
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