Overview: One type of employment contract is the noncompete agreement. A noncompete agreement prevents an employee from pursuing a similar profession or trade in competition against the employer (usually post-employment). Noncompetition agreements are used to discourage an employee from working for a competitor using the specialized knowledge, skills, or confidential information gained while working for the employer.
The majority of the states recognize and enforce various forms of noncompete agreements. Generally, the terms of a noncompete agreement will only be enforced to the extent necessary to protect the employer's legitimate business interests. Most states will enforce a noncompete agreement if contains reasonable limitations as to the geographical area and time period in which an employee may not compete with the employer.
Trends: Several states have either passed or are considering legislation that would change how noncompete agreements are regulated. For instance, Illinois became one of the first states to ban noncompetes for low-wage workers. Also, in 2016 several states enacted laws prohibiting physician noncompete agreements. Further, a few states have passed laws limiting the duration of noncompete agreements.
Author: Melissa A. Silver, JD, Legal Editor
XpertHR has added restrictive covenant and confidentiality agreements for Florida, Illinois, New York and Texas and a confidentiality agreement for California.
The restrictive covenant and confidentiality agreement may be used by a Florida employer to protect its business interests.
The restrictive covenant and confidentiality agreement may be used by a Texas employer to protect its business interests.
The restrictive covenant and confidentiality agreement may be used by a New York employer to protect its business interests.
The restrictive covenant and confidentiality agreement may be used by an Illinois employer to protect its business interests.
Updated to reflect an amendment to law regarding expungement of criminal records in Delaware.
Updated to include retaliation protections based on reproductive health decisions, effective November 8, 2019.
Updated to reflect Maryland noncompete restrictions for low-wage workers, effective October 1, 2019.
Updated to reflect forthcoming final overtime rule updating and revising the Fair Labor Standards Act (FLSA) overtime exemption requirements.
Guidance for HR on the use of noncompete agreements to prevent employees from competing with the employer.