Counsel can assess whether suitable employer records, detailed manager statements and carefully redacted examples establish the knowledge without unnecessary client identifiers. Confidentiality does not excuse the evidence requirement. Agree what can be disclosed and what corroboration is sufficient for this case rather than assuming either all client files or none are needed.
Describe the method, not the customer
Much of what makes this work distinctive belongs to the employer rather than the client: internal tooling, deployment patterns, escalation practice, and accumulated knowledge of how the product behaves in unusual configurations. Even employer-created material may be subject to contractual, security or other restrictions, so obtain the appropriate review before sharing it. Frame the account around it, and use client engagements as illustrations of where the knowledge was applied, with identifying detail removed before anything is drafted.
Ask the employer to identify the propositions the case rests on and to name, for each, an internal record and a person who can confirm it. Confidentiality does not remove the evidentiary requirement; it changes the form the evidence takes. Much of what makes this work distinctive belongs to the employer rather than the client: internal tooling, deployment patterns, escalation practice, and accumulated knowledge of how the product behaves in unusual configurations.
Even employer-created material may be subject to contractual or security restrictions, so obtain the appropriate review before anything is shared. Alongside this, the continuous qualifying year abroad within the preceding three years must be documented separately, and the maximum period of stay in this classification is five years.