Employment and Business Law Solicitors
In the case of PSG Franchising Ltd v Lydia Darby Ltd  the High Court enforced an ambiguously drafted restrictive covenant against an ex-franchisee. The court preferred an interpretation that rendered the clause enforceable over one which would render it unenforceable. The court ruled that it would be wrong to find a clause void because of the possibility that it might operate unreasonably.
This is an example of the court applying established employment law principles on restrictive covenants to a business-to-business situation.