A non-competition clause must always be agreed in writing. In principle, a non-competition clause in a temporary contract concluded after 1 January 2015 is not valid. This is not the case if specific significant business interests were explained in the clause in this specific case (and are actually significant). In principle, in permanent contracts (non-temporary), the clauses agreed apply and these are binding to the employee. However, a valid clause may still be deemed unreasonable or objectionable. In such an event, the employee may request the court of law to restrict or void the clause.