Confidentiality obligations protect the information itself rather than restricting where someone may work, which is why they face fewer enforceability problems than restrictive covenants and why they are usually the more valuable protection.
Define the information carefully. Too narrow and it misses what matters; too broad — “all information disclosed” — and it becomes unenforceable in practice and impossible to police. The standard exclusions should be present: information already public, already known to the recipient, independently developed, or received from a third party without restriction.
Duration. Perpetual obligations are common and are viewed sceptically in some jurisdictions for ordinary confidential information. A defined term for general confidential information with an indefinite term for trade secrets is a defensible structure.
Permitted disclosure. To employees and advisers on a need-to-know basis, and where compelled by law or court order — with notice to the disclosing party where lawful, so they may seek protection.
Remedies. State that damages are inadequate and injunctive relief is appropriate. It does not bind a court, but it is routinely cited on an application.
Return or destruction on termination, with a carve-out for archival backup copies, which is realistic — most systems cannot selectively purge backups, and a clause requiring the impossible is not complied with.