The risk of an employee violating this type of legal agreement can happen to anyone. The consideration is whether the defendant should retain an advantage of his breach of his obligations. The aim is to ensure that the remedy granted is proportionate to the incorrect resources. It should be noted at the outset that the Information Technology Act first protects “personal data” and “personal sensitive data” of individuals within the meaning of information technology (Reasonable Security Practices and Procedures and Personal Sensitive Data or Information) 2011 against any violation by a company company or a person under a contract. Second, in cases where a recipient of the information has already breached the confidentiality agreement, the provider of confidential information may, either before or after the absence of a court order, bring an action for recovery of damages under section 73 or Section 74 of the Indian Contract Act, 1872. This provision therefore constitutes an appeal against a government official who violates the confidential information received during the registration of the Aarogya Setu app. In addition to the criminal and monetary consequences mentioned above, the Agency`s resignation and reputational defilement often discourage the disclosure of information to unauthorized persons. The infringement by the recipient of this information has a domino effect on all those involved, namely data providers, employers and workers. If your employee has published something publicly, it will be obvious that he has violated your confidential information. These agreements are generally widespread. For example, in the case of the Morris-Garner Supreme Court and another v One Step (Support) Ltd  UKSC 20, the Tribunal decided that the hearing may be granted for offence if the damage suffered can be determined on the basis of the economic value of the right sting that was violated.
The court must consider which reasonable persons in the position of the parties would agree if the right to do confidentiality acts, i.e. a hypothetical case, should be paid. Suppose an employee violated an agreement by passing on information about the impending publication of the company`s product. If a company is able to copy the product and release the product, the employee may be responsible for the losses incurred.