This Practice Note outlines the approach to be taken in construing or interpreting post-termination restrictions (restrictive covenants). It considers the relevance of timing, the need for clarity and precision, the fact that words are to be given their ordinary and natural meaning, the importance of context and the intentions of the parties (ie a purposive approach), and the ‘contra proferentem’ rule. It also looks at when the corporate veil may be pierced, whether a restriction will be re-written and severance. The construction, or interpretation, of post-termination restrictions essentially follows the same rules of construction as are used in interpreting any other type of contractual term. The starting position is that a restriction in restraint of trade is generally unlawful and a post-termination restriction will only be reasonable, and lawful, if it does no more than the minimum necessary to protect an employer's legitimate business interests (see Practice Notes: Restraint of trade in employment, Post-termination restrictions—reasonableness and Legitimate business interest). This means that restrictions should be drafted by reference to the employer’s specific business and the employee’s role