This case has the full business-breakup story: shareholders, former directors, employees leaving around the same time, a competing labour-hire business and urgent attempts to stop people working for the new business. The applicants were worried about competition, confidential information, client and employee relationships and the effect of director resignations on Supply Nation certification.
The Court was prepared to assume there were serious issues to be tried on some claims. But that did not mean the urgent injunctions should be granted. The requested orders were broad. Some did not identify the employees, customers or confidential information with enough precision. Some risked giving final-style restraint relief before trial. There was also no evidence of actual misuse of confidential information or actual solicitation of labour-hire employees or customers.
For small businesses, the lesson is to draft and operate restraints before the exit happens. If you want urgent protection later, the Court needs more than suspicion and broad contract language. It needs targeted evidence showing the specific promise, the specific risk and why the order will prevent real harm without unfairly shutting down ordinary work.