The High Court did this by granting the employer a mandatory injunction (an order that something is done) when it was told that the employees may have misused confidential information belonging to the employer during their employment.
The Court took into account the fact that the employer seemed to have a strong claim and had invested considerable resources to develop the confidential information.
The case is unusual in that such orders are rare, however the judge also believed that if the employees were telling the truth and there was no misuse of confidential information, the inspection would reveal nothing and the litigation could be brought to an end quickly.
See Warm Zones v Thurley and another  EWHC 988 (QB) High Court.
Sarah Rushton (firstname.lastname@example.org)
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