The following Employment Q&A provides comprehensive and up to date legal information covering:
The first question to be determined is whether the individual concerned is genuinely self-employed. There are various considerations that should be brought to bear in determining the individual’s true status in law, see Practice Note: Deciding appropriate employment status. For further information relating to whether or not an individual is in law an employee are found in the Practice Note: Employee status.
If, on applying the relevant test, the individual is in fact an employee in law, then they would be under a duty of fidelity to the employer, which is also known as the duty of good faith, or of loyalty.
Fidelity is a broad concept containing a number of more specific duties, some of which overlap both with each other and with the duty of trust and confidence:
to behave honestly
not to work in competition
not to make a secret profit
to disclose information
not to misuse confidential information
For further information, see Practice Notes:
The duty of fidelity and fiduciary duties
Confidential information and trade secrets in employment
See also: Duty of good faith during employment: Halsbury’s Laws of England (39) 
If, on the other hand, the contractor in question is
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Without prejudice to any other enactment by virtue of which any offence is triable either way1, the following offences are triable either way2: (1) offences at common law of public nuisance3; (2) an offence at common law of outraging public decency4; (3) administering an oath etc
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