Generally, non-disclosure agreements, commonly called NDAs, serve as legally binding contracts between involved parties, with the primary purpose and the core meaning of those agreements being to safeguard the confidentiality of specific and sensitive information.

Its sensitivity comes from the fact that the information is the company’s valuable intangible asset, which is vital for maintaining competitiveness in the market and achieving its business objectives.

These agreements, often known by various names, such as confidentiality agreements (CAs), confidential disclosure agreements (CDAs), and proprietary information agreements (PIAs), are essential because they serve as safeguards for confidential data.

Regardless of the terminology used, NDAs share a fundamental common principle: they legally forbid any party bound by the agreement from disclosing protected information to unauthorized individuals.

Non-disclosure agreements (NDAs) can indeed be complex and require meticulous attention. It is important to emphasize that the wording within an NDA must be highly specific to ensure enforceability in a court of law. Furthermore, it’s crucial to avoid creating an NDA overly broad or excessively restrictive, as this significantly increases the risk of a court finding fault with it, especially when there are insufficient and clearly defined limitations regarding its scope and duration.

NDA Clauses in the Employment Agreement

This concept is notably similar to the inclusion of NDA clauses in employment agreements. Such clauses ensure the protection of sensitive information within the context of an individual’s employment, contributing to the overall security of a company’s proprietary knowledge.

We emphasize that NDA clauses are highly effective in safeguarding a company’s trade secrets and confidential information. However, their advantages for employers extend beyond protection and encompass TWO key benefits:


The inclusion of an NDA clause in Employment Agreements serves as a directive that explicitly delineates the highly sensitive and confidential information that necessitates protection. Furthermore, it outlines the potential consequences for employees who violate and breach the terms of the agreement. In doing so, employers provide unequivocal guidance on identifying and preserving their trade secrets and confidential data from the very outset. The NDA clause can also serve as a valuable resource, offering employees clear instructions on how to handle these delicate assets.


While the primary objective of an NDA clause is to prevent employees from divulging confidential information, it’s worth emphasizing that it also serves as a safeguard when there’s a legitimate need to share such information in the normal course of business. In scenarios where employees are required, as part of their job responsibilities, to share disclosed information with third parties, the protection of trade secrets remains intact. This occurs when third parties are also required to sign NDAs, ensuring that the confidentiality of sensitive information is maintained even during collaborative efforts.


It is crucial to emphasize that a trade secret constitutes a highly valuable asset within any business, and the unauthorized disclosure of such information can result in significant and sometimes irreparable harm. A trade secret may encompass vital data that serves as the cornerstone of the entire enterprise. Consequently, safeguarding this sensitive information is of paramount importance and is not only supported by a legal foundation but should also be consistently and diligently enforced.

The NDA clause is a pivotal provision in employment agreements due to its preventive and acknowledgment role, which serves to safeguard the business.

Consequently, it is of utmost importance to treat these agreements with the utmost seriousness and diligence.


Ana Tosic Chubrinovski – Managing Partner