Non-Competition Agreement: Definition, Common Terms
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A non-competition agreement, also known as a restrictive covenant, limits individuals from competing against their current or former U.S. employer. It protects a company's trade secrets, proprietary information, and competitive advantage by restricting employees or certain business partners from engaging in certain competitive activities after leaving the company or terminating a business relationship. Let us learn more about non-competition agreements in this blog below.
What is a Non-Competition Agreement?
A non-competition agreement is a contract between an employer and an employee. In this type of legal contract, the employee agrees that they will not compete with the employer during their employment or after their employment ends. Non-competition agreements prevent employees from entering professions or markets that the employer considers to be in direct competition with their business.
Employers may also wish to create non-competition agreements to prevent former employees from revealing sensitive information or secrets about:
- Clients
- Customers
- Formulas
- Future projects
- Ideas
- Methods and practices
- Operations
- Public relations/marketing plans
- Pricing
- Salary
- Strategy
You may also hear non-competition agreements referred to as:
- Covenant not to compete
- Non-competition clause or non-compete clause
- Non-compete covenant
- Non-compete agreement
Steps to Draft a Non-Competition Agreement
A non-competition agreement, also known as a non-compete clause or covenant not to compete, is a legal contract contrived to impede an individual (often an employee) from indulging in competitive activities that could jeopardize the interests of their current employer after absconding from the company. The strides implicated in forging and executing a non-competition agreement are as follows:
- Identify the Parties. The preliminary step entails spotlighting the parties implicated in the Non-Competition Agreement - the employer and the employee or contractor, with their full legal names and contact information clearly stated for future reference.
- Define the Scope. Delineate the activities or industries the employee is prohibited from embarking on during the non-compete period, ensuring comprehensive coverage while avoiding overly broad restrictions.
- Set the Duration. Ascertain the length of time the non-compete clause will persist after the employee departs from the company, aligning it with industry standards and the potential impact on the employee's career.
- Establish Geographic Limitations. Define the geographic area or region where the non-compete restrictions apply, taking into account the company's actual business reach and the employee's potential job opportunities.
- State Consideration. Ensure that the agreement encompasses "consideration," something of value bestowed upon the employee in exchange for their commitment to the non-compete terms, which can include monetary compensation or access to proprietary training.
- Protect Trade Secrets and Confidential Information. Embed clauses accentuating safeguarding the company's trade secrets, proprietary information, and client/customer lists, with clear guidelines on handling and returning confidential materials upon termination.
- Seek Legal Advice. Both parties should solicit legal counsel to ensure the agreement adheres to local laws and regulations, safeguarding their interests and avoiding legal complications.
- Negotiate and Sign the Agreement. Engage in negotiations to attain a mutually agreeable agreement, and once finalized, have both parties endorse the contract, signifying their commitment to its terms and conditions.
- Maintain Records. Maintain meticulous records of the endorsed agreement and any pertinent documentation about the employee's compliance during and after employment, ensuring a transparent and well-documented process for potential future disputes.
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Role of Legal Counsel in Non-Competition Agreements
Legal counsel plays an important role in non-competition agreements, legally binding contracts that restrict one party from engaging in certain competitive activities for a specified time and within a defined area after a business relationship ends. Here's a concise breakdown of their role, with additional information at each point:
- Drafting and Reviewing Agreements: Counsel meticulously creates clear, legally sound non-competition agreements, ensuring that terms are precise and all-encompassing to safeguard the interests of their clients effectively.
- Complying with Applicable Laws: They navigate complex regional laws and regulations to ensure that agreements adhere to local legal requirements and consider recent legal developments, minimizing potential risks and challenges.
- Negotiating Terms: Counsel actively negotiates terms with precision, considering the scope, duration, geographical limitations, and compensation carefully. They strategically tailor agreements to align with client needs, balancing protection and flexibility.
- Offering Customization: Legal counsel customizes agreements to the specific situation, whether it involves a business aiming to safeguard its trade secrets or an employee looking to preserve future career prospects. This customization ensures that the agreement addresses unique concerns.
- Explaining Consequences: Counsel comprehensively explains to clients the potential limitations and legal obligations associated with the non-competition agreement, enabling clients to make fully informed decisions that align with their long-term goals.
- Utilizing Legal Expertise: In disputes, counsel represents clients not only in negotiations but also in litigation, utilizing their legal expertise to advocate for the agreement's enforcement vigorously or, if necessary, its invalidation based on the client's strategic objectives.
- Providing Alternative Measures: They offer strategic advice on alternative measures, such as the use of confidentiality agreements, intellectual property protections, or trade secret safeguards, to ensure comprehensive protection without solely relying on non-competition agreements.
- Including Updates and Changes: Counsel actively recommends and oversees periodic reviews and revisions of agreements to keep them valid and enforceable. They particularly emphasize this in situations where changes in employment or business relationships occur.
- Resolving Disputes: In pursuit of efficient conflict resolution, counsel explores alternative dispute resolution methods, such as mediation or arbitration, to facilitate quick and cost-effective resolutions, reducing the need for protracted court battles and potential damage to client relationships.
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Who Can Sign a Non-Competition Agreement?
Employers may ask employees to sign non-competition agreements to keep their place in a market. Those asked to sign non-compete agreements can include:
- Employees
- Consultants
- Contractors
A non-competition agreement typically prohibits an employee from becoming a competitor or working for a competitor for a certain duration of time. Independent contractors and consultants may also be subject to a non-compete clause in their employment contract that seeks to avoid competition after they terminate a relationship and separate from the company.
Industries that Use Non-Competition Agreements
Non-competition agreements are commonly used in the corporate world in general. These agreements are also common in certain industries. Examples of industries that often use non-compete agreements include:
- The financial industry
- Information technology (IT)
- Manufacturing
- Media
How Does a Non-Competition Agreement Work?
Any non-compete contract must be both equitable and fair for all parties involved in the agreement. To be considered enforceable, a non-competition agreement must include certain information, such as:
- Names and addresses of the individuals signing the agreement; this should include:
- The protected party (the party that requests the agreement)
- The noncompeting party (the party prohibited from working for a competitor)
- A reason to enact the agreement
- The effective date, or date on which the agreement begins
- The location/geographic area covered by the non-compete agreement
- Specific dates during which an employee cannot work in a competitive sense (duration of the agreement)
- Details about how the non-competing party will be compensated if they agree to the contract's terms; this is called compensation or "consideration"
Legalities of Non-Competition Agreements
A valid non-competition agreement must be reasonable in both scope and duration. A non-competition agreement also must protect a legitimate business interest for it to stand up in court.
When are Non-Competition Agreements Enforced?
A non-competition agreement will be enforced when the relationship between employer and employee ends, if the employer wants to prevent that employee from competing against them in their new position. Things considered competition can include:
- Working for a competitor within the same market;
- Starting a new business in the same field;
- Recruiting the previous company's workers to leave with them.
However, non-competition agreements must meet certain criteria to be enforceable. Legal counsel should review any non-competition agreement to make sure it isn't overly harmful or restrictive to the employee.
Additionally, enforceability of non-compete agreements can vary from state to state. The legal status of these agreements is a matter of state jurisdiction in the United States. Recognition and enforcement of non-compete agreements varies significantly between states; some states will not enforce them at all.
A Non-Competition Agreement Must Be Reasonable
Most states that do allow for non-competition agreements have some kind of standard regarding reasonable restrictions on:
- Ability of a worker to find employment
- Geographic scope
- Length of time
An employer can set non-competition agreements only within realistic timeframes. You cannot prevent your former employees from permanently furthering careers in your field. You should always determine the effective dates of an agreement in advance and work with a lawyer to make sure your agreement will be considered reasonable.
Additionally, jurisdictions can vary widely in how they interpret what terms of a non-competition agreement could be considered overly restrictive or onerous for an employee.
Importance of Consideration
A non-competition agreement will not be enforceable if there is no consideration. Consideration is a legal term that refers to an exchange of value.
Consideration for an employee who is newly hired might just be stating in the agreement that the willingness to hire the employee is the value the employer is exchanging for the new employee's agreement not to compete. However, if you are creating a non-competition agreement for an existing employee, there must be additional consideration for an agreement to be enforceable.
While consideration does not need to have huge value, it must be a real benefit that the employee could not otherwise receive. Examples of additional consideration for an existing employee includes:
- Change in status from "at-will" to "contract-employee"
- Higher salary
- New benefits
- New job title and/or responsibilities
Benefits of Non-Competition Agreements
The use of non-competition agreements has various benefits. These advantages include:
- Giving Employers Incentive to Provide Training: A company may not want to provide costly training if employees will just take skills learned to another company. A non-compete agreement reduces the risk of an employee learning skills via training and then leaving the company.
- Protecting Trade Secrets: Non-competition agreements may prevent an employee from taking sensitive information to a company's competitors.
- Reducing Turnover: If an employee has a lesser desire to keep changing jobs, they may be a good fit for a company that uses an employment non-compete clause.
Drawbacks of Non-Competition Agreements
Non-competition agreements also come with certain drawbacks. For example, they may reduce a potential employee's bargaining power. If an employee is asked to sign an agreement after they first begin work, they may have little leverage.
Non-competition agreements can also have an adverse effect on the general workforce. These agreements may prevent top talent from using their experience and skills, causing them to leave the field entirely.
Final Thoughts on Non-Competition Agreements
Non-competition pacts, also called binding oaths or non-compete stipulations, manifest as agreements ingeniously contrived to thwart employees or business allies from partaking in rivalrous endeavors against their previous employer or business following cessation or severance. These agreements protect a company's intellectual assets, good knowledge, and client ties. Striking an equilibrium between safeguarding a company's interests and an individual's privilege to earn a livelihood remains indispensable in appraising such agreements' overall efficacy and equity.
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Scott S.
I specialize in business law and contracts, with an emphasis on commercial transactions and negotiations, document drafting and review, employment, business formation, e-commerce, technology, healthcare, privacy, commercial real estate, data security and compliance. Specifically, I've drafted, reviewed and/or negotiated thousands of MSA's, NDA's, TOS', SAAS, sales, service, managed services, referral, reseller, royalty, finder’s fee, employment, contractor, consulting, advertising, marketing, manufacturing, distribution, management, artist, author, agency, photography, rental, lease, vendor, partnership, website, platform, application, privacy, non-compete, non-circumvent, confidentiality, IP ownership and licensing agreements so I'm very familiar with these types of documents. Practicing law since 2006, I worked in-house before starting my own solo practitioner law firm in 2011. I've worked with individuals and start-ups, Fortune 500 companies, and every type of entity in between, always providing quality legal work that fits the exact needs of the person and/or business. I’m a graduate of the Benjamin Cardozo Law School and also have an English degree from Penn.
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Gregory F.
Greg Fidlon has been practicing exclusively in employment law since 1998. He represents and advises clients in all aspects of the employment relationship. In addition to his litigation work, Greg regularly negotiates and drafts corporate policy handbooks, employment contracts, separation agreements and restrictive covenants. He also develops and presents training programs and has spoken and written extensively on labor and employment law topics.
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My name is Ryenne Shaw and I help business owners build businesses that operate as assets instead of liabilities, increase in value over time and build wealth. My areas of expertise include corporate formation and business structure, contract law, employment/labor law, business risk and compliance and intellectual property. I also serve as outside general counsel to several businesses across various industries nationally. I spent most of my early legal career assisting C.E.O.s, General Counsel, and in-house legal counsel of both large and smaller corporations in minimizing liability, protecting business assets and maximizing profits. While working with many of these entities, I realized that smaller entities are often underserved. I saw that smaller business owners weren’t receiving the same level of legal support larger corporations relied upon to grow and sustain. I knew this was a major contributor to the ceiling that most small businesses hit before they’ve even scratched the surface of their potential. And I knew at that moment that all of this lack of knowledge and support was creating a huge wealth gap. After over ten years of legal experience, I started my law firm to provide the legal support small to mid-sized business owners and entrepreneurs need to grow and protect their brands, businesses, and assets. I have a passion for helping small to mid-sized businesses and startups grow into wealth-building assets by leveraging the same legal strategies large corporations have used for years to create real wealth. I enjoy connecting with my clients, learning about their visions and identifying ways to protect and maximize the reach, value and impact of their businesses. I am a strong legal writer with extensive litigation experience, including both federal and state (and administratively), which brings another element to every contract I prepare and the overall counsel and value I provide. Some of my recent projects include: - Negotiating & Drafting Commercial Lease Agreements - Drafting Trademark Licensing Agreements - Drafting Ambassador and Influencer Agreements - Drafting Collaboration Agreements - Drafting Service Agreements for service-providers, coaches and consultants - Drafting Master Service Agreements and SOWs - Drafting Terms of Service and Privacy Policies - Preparing policies and procedures for businesses in highly regulated industries - Drafting Employee Handbooks, Standard Operations and Procedures (SOPs) manuals, employment agreements - Creating Employer-employee infrastructure to ensure business compliance with employment and labor laws - Drafting Independent Contractor Agreements and Non-Disclosure/Non-Competition/Non-Solicitation Agreements - Conducting Federal Trademark Searches and filing trademark applications - Preparing Trademark Opinion Letters after conducting appropriate legal research - Drafting Letters of Opinion for Small Business Loans - Drafting and Responding to Cease and Desist Letters I service clients throughout the United States across a broad range of industries.
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"Ryenne was very responsive - I got a bid on the same day I published my project, and she even had availability to discuss my issues the same day I hired her! She addressed my specific concern and also brought up a couple other issues that she thought I should be aware of and potentially discuss further with the contract originator."
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"Allen was great to work with. He was very responsive and thorough. He provided the requested redlines early and was immediately available to discuss and answer my questions. I highly recommend Allen and would definitely work with him again should the need arise."
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Thank you - it was a pleasure working through this with you, and I'm glad the redlines and quick turnaround were helpful. Allen
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Employee Rights
Non-Competition Agreement
New Jersey
Profit sharing legal services across countrys legal?
My friend owns a Company in UK that shares a profit agreement to a limated liability company in Delaware, if they were to terminate there contract and the non competee they are stating i must shut down my buisiness for 6 months legal?
Angela Y.
The answer depends largely on two factors: 1) what documentation did you sign that had non-compete language and 2) whether the non-compete is enforceable. Many states are trending towards non-enforceability of non-competes, depending on how burdensome they are on the person.
Business Contracts
Non-Competition Agreement
California
My previous job had a secret non-compete closure
I left my previous job because I did not appreciate how I was treated when returning from maternity leave. I stepped down because with a colic infant and a national staffing shortage I couldn’t handle the work load, right after I stepped down they changed the schedule to minimize stress for the current programs director. They also allowed employees to unprofessional to me, when I returned the employee I trained and managed for years lectured me how todo my current position and asked if I had any disabilities or injuries because I had a C-section. This company for years treated me differently then other employees even though I ran and managed profitable programs. Before I left I asked Premier Aquatics that I wanted to be placed in a position similar to the one I had before, and they didn’t have a position for me. I decided to resign and I want to work for another company near their location. I’ve known in the past that they do come after employees with a non-compete and they never offered me anything for the non-compete.
JOSEPH L.
Generally speaking non-competes are not enforceable in California against employees or independent contractors. The situation may be different depending on all the facts if you were an equity owner or partner in the company. Also, when a business is sold, a reasonable non-compete is enforceable against the former owner(s) since they were paid as part of the purchase price for non-competition representations. California has long had a public policy against non-compete clauses against employees and independent contractors since it affects their ability to earn a living. I am not sure what information you have about them "coming after other employees". Note: I don't have all the facts, and this answer is for informational and research purposes only.
Employment
Non-Competition Agreement
Massachusetts
Is my non-competition agreement enforceable if I am terminated without cause?
I recently signed a non-competition agreement with my current employer, which restricts me from working for a competitor for a certain period of time after leaving the company. However, I am concerned about the enforceability of this agreement if I am terminated without cause. I want to understand if being terminated without cause would render the non-competition agreement null and void, or if I would still be bound by its terms.
Randy M.
Whether a non-competition agreement remains enforceable if you’re terminated without cause depends on both the language of your contract and the law of the state that governs it. Termination without cause doesn’t automatically make a non-compete void, but courts often treat it as a factor in deciding whether enforcement is fair. Courts generally apply a “reasonableness” test to non-competes. To be enforceable, the restrictions must be narrowly tailored in duration, geographic scope, and the type of work restricted, and they must protect a legitimate business interest like trade secrets, confidential information, or customer goodwill. If you’re let go through no fault of your own, many courts are skeptical of an employer’s claim that preventing you from working elsewhere is necessary. For example, judges may ask why an employer who voluntarily ended the employment relationship should still be able to limit your ability to earn a living in your field. The outcome varies widely by state. California, Oklahoma, North Dakota, Minnesota, and Washington, D.C. prohibit most non-competes outright. Massachusetts allows them but requires employers to pay “garden leave” or other compensation during the restricted period, and generally doesn’t allow enforcement against employees who were laid off or terminated without cause. Illinois and Colorado enforce non-competes only if income thresholds and notice requirements are met. In New York, the law isn’t settled: some courts uphold non-competes even after termination without cause if they’re otherwise reasonable, while others strike them down as unfair. Texas courts often enforce non-competes if they meet statutory requirements, regardless of whether the employee resigned or was terminated without cause. The Federal Trade Commission tried to ban most non-compete agreements in 2024, but a federal court struck down the rule before it took effect, and the FTC has since abandoned its appeal. There’s no federal ban in place today, although the FTC is still targeting abusive non-compete practices on a case-by-case basis. The exact wording of your contract also matters. Some non-competes say they apply only if you resign or are terminated for cause. Others apply regardless of how the employment ends. If your agreement doesn’t address termination scenarios, a court will fall back on state law and the reasonableness test. If there’s no compensation provided during the restricted period or if the restrictions are overly broad, you’ll have a stronger argument that enforcement is unreasonable. Non-compete agreements turn on the details of both the contract and the law in your state. The emplyment law attorneys on Contracts Counsel can review your agreement and advise you on whether its terms are enforceable given your specific circumstances.
Contracts
Non-Competition Agreement
North Carolina
Can you review 2 Non compete agreements to ensure I’m not in violation
I found a noncompete agreement with a prior employer. The potential employer wants to hire me and is asking me to sign another noncompete. I need someone to look over both agreements to ensure I’m not in violation
Cindy A.
Yes. Have you signed both agreements?
Contracts
Non-Competition Agreement
Illinois
Can an independent contractor have a non compete agreement?
A company has included non-compete language in my independent contractor agreement. Is this legal?
Domonick G.
Yes. For duration of contract
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