Travel companies must re-evaluate their non-compete clauses to avoid losing talent, a UK recruitment agency has warned.

According to new research by Ambitions Travel Recruitment, 88% of senior leisure travel professionals believe the current law – which can restrict employees from joining a competitor for up to 12 months after resignation – goes too far. 

The survey was taken by “a mixed bag” of industry players, with travel consultants, business development managers and sales managers all sharing their thoughts on the issue. 

Over half of the respondents said non-compete clauses were unfair outright, while one third said they’d only accept a clause capped at three months.

The data follows the government’s November 2025 proposal to reform the practice, which is understood to affect around five million employees in Great Britain.

Suggested options include introducing a three-month statutory limit for non-competes and/or a salary threshold, or banning their use altogether.

“Non-compete clauses come up in almost every senior hire conversation we have in leisure travel recruitment,” Fi Morrison-Arnthal, Founder and Managing Director of Ambitions Travel Recruitment [ATR], told TTG. 

“Businesses naturally want to protect client relationships and commercial knowledge/future business. Candidates (employees) want the freedom to build their career without unreasonable restriction.”

Fi warns, however, that non-compete clauses actively harm both the employee and employer.

“We see the impact of long non-competes constantly in senior leisure travel hiring, with good people sitting out the market for months because of a clause that would likely never survive a court challenge, and good businesses losing access to talent as a result,” she explained.

With a change in legislation looking likely, Fi believes it’s crucial that travel employers act now.

ATR recommends businesses review their non-compete clauses sooner rather than later, and to consider replacing them with either non-solicitation or confidentiality clauses.

She also says a shorter, clearer limit on the duration of the non-compete period would be a “fairer starting point for everyone in this industry” whilst also “bringing the UK closer in line” with markets in North America and Europe.