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uk Work & employment crises legal threat former employer • cease and desist work letter • solicitor letter from ex employer • demand letter after leaving job • non solicitation clause clients • non dealing restriction clients • colleague poaching allegation • contacting former clients risk • contacting former colleagues risk • restrictive covenants after leaving • post employment restrictions • alleged breach employment contract • threatened injunction from employer • confidentiality clause after leaving • trade secrets accusation at work • worried about being sued work • former employer legal action • settlement agreement restrictions

What to do if…
you receive a legal threat from a former employer about contacting clients or colleagues

Short answer

Pause any work-related outreach to their clients or staff, preserve your records, and get UK employment law advice before you respond.

Do not do these things

  • Do not reply in anger, apologise, or give a detailed “explanation” — it can accidentally admit things.
  • Do not ignore it if it mentions court, an injunction, or gives a deadline.
  • Do not contact clients or colleagues to “clear things up”, ask what they said, or gather statements.
  • Do not delete messages, call logs, LinkedIn DMs, emails, or documents (even if you regret them).
  • Do not use any old employer contact lists, CRM exports, or downloaded work files “just to check something”.
  • Do not post about the threat on social media or in group chats.

What to do now

  1. Pause the highest-risk behaviour (without isolating yourself). Stop any proactive, business-related contact with former clients/customers or colleagues (sales, recruitment, “we’re hiring”, moving accounts). If you must message someone for genuinely personal reasons, keep it strictly personal and avoid any work/business talk.
  2. Preserve the threat and your records. Save the letter/email, envelopes, attachments, and take screenshots of any relevant messages. Write a simple timeline while it’s fresh: who you contacted, when, and the exact words used (as best you can).
  3. Gather the documents the threat will turn on. Find:
    • your employment contract and any later changes
    • any settlement agreement / severance / exit agreement
    • any confidentiality/IP agreement
    • any written policies you signed that mention post-employment restrictions
  4. Mark what they’re actually alleging. Highlight the exact clauses they rely on (or note if they don’t cite any). Separate what they claim you did (names/dates/messages) from general warnings.
  5. Do a quick “information hygiene” check — don’t delete anything. Make sure you are not using or sharing:
    • files/emails copied from a work account
    • customer lists/pricing/CRM exports from work systems
    • templates/proposals/other documents taken from the old employer
      If you find any, stop using it and isolate it (do not forward it; do not “tidy up” by deleting).
  6. Use the fastest help channel available. Options that often move quickly:
    • your union or professional body member helpline (if you have one)
    • any legal expenses cover you may have (check your insurance documents or account app/portal)
    • an employment solicitor experienced in restrictive covenants (injunction threats can be time-sensitive)
    • Acas for free, confidential employment-law information (they can help you understand options and risks, even if they can’t decide enforceability for you)
  7. If you must respond before you get advice, send only a holding reply. Confirm receipt, say you are taking advice, and ask them to specify (a) the exact clauses relied on, and (b) the specific contacts/communications complained of. Do not provide your full narrative or documents yet.

What can wait

  • You do not need to decide today whether the clause is enforceable or “reasonable”.
  • You do not need to negotiate, sign undertakings, or accept restrictions beyond what you already agreed to.
  • You do not need to contact every client/colleague to “correct the record”.
  • You do not need to make big career decisions (quitting a new job, abandoning plans) until you understand the real risk.

Important reassurance

A legal-sounding letter can feel like you’re already in trouble, but many are written to stop activity quickly and put pressure on you. Slowing down, preserving records, and getting advice before you speak is a strong and normal response.

Scope note

These are first steps only. Whether post-employment restrictions can be enforced depends on your exact wording, role, and facts — a solicitor can assess that and help you reply safely.

Important note

This guide provides general information, not legal advice. If the letter mentions court action, an injunction, or a short deadline, treat it as urgent and seek qualified UK employment law advice.

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