One only wants an NDA-nondisclosure agreement. If you have severed the relationship, I'm sure you really don't care where the person works next so long as that person does not give out any information that would be detrimental to your business. The idea of a non-compete clause came around because it is a lot simpler to prove that the employee went to a competitor than to prove that the employee disclosed some sensitive information.
I had an employee that went to a different carrier and then utilized the information they obtained at my facility to contact all of my drivers to see if they wanted to move to his new place of employment. While not necessarily a 'trade secret' there should be an expectation of fiduciary duty. A properly worded NDA should be sufficient.
As for our 'dispatchers' from across the pond, you'll have to use the tools that your lawyers will recommend to apply to our Canadian rules. I really don't know if a non-compete works here but the real question will be if the sensitive information is worth the cost to acquire legal options to pursue it and if the other party has anything to sue for..
