As a result, workers should be aware at all times of the potential effects that a restriction of the clause may have on them and employers should always ensure that any limitation of the trade clause included in their agreements is carefully crafted to ensure that they are enforceable to the extent necessary to protect their eligible interests. In other cases, the question was raised as to whether the deduction was necessary and incidentally necessary to obtain something unworthy of recognition, given the resulting damages. In a recently dismissed case, a court rejected an attempt to justify a restriction on competition imposed by a credit card issuer, which is reasonably necessary to promote “loyalty” and “cohesion.  As necessary and necessary for what remains such controversial questions about the teaching of Mitchel v. Reynolds. The Tribunal stated in Reddy/Siemens  SCA 164 that “the material right, as provided in Magna Alloys, is that a restriction is enforceable, unless it proves inappropriate, which necessarily places a constraint on the person attempting to escape it.” In noting the adequacy, the Tribunal considers the public interest that requires the parties to respect their contractual obligations, contrary to the interests of society, which allows individuals to act freely and to be employed in the profession of their choice. Courts also have the power to amend contracts to make the restriction of trade clauses appropriate. A related question is whether, even if a deduction is necessary and incidentally necessary, there are ways available to achieve the desired result, which is less damaging. According to the FTC-DOJ 2000 guidelines for collaborations among competitors, the question is whether practical, much less restrictive means were reasonably available at the time the agreement was concluded.  In order for an employer to impose a trade restriction, there must be a specific limitation of the trade clause in the employment contract. Every citizen has the right to freely choose a profession, profession or profession.
However, the restriction of trade agreements is perfectly legal and very applicable to South African workers. It`s to protect a company from the theft of its basic services. Moreover, these agreements are not valid and are not applicable only if they are deemed inappropriate.