 Where it is acceptable, the doctrine allows the court to find that a former employee would disclose proprietary information in their position with a new employer, even if there is no evidence of actual disclosure.Thus, allowing a company to make a critical showing, when it can't do so if required to come forward with evidence of misconduct.However, because it also rests on a prediction about a future harm, inevitable disclosure also is in tension with the general principle that injunctive relief will not be given to prevent a conjectural injury at any means.