Quick Facts — Noncompete Agreement Lawyers (Oregon)

Is a Non-Compete Agreement Enforceable in Oregon?

Yes. In Oregon, non-compete agreements can be used to protect an employer’s business interests against a former employee. However, in January of 2022, new laws were enacted in Oregon that placed further restrictions on non-compete agreements. Some of these new restrictions include:

  • Non-compete agreements are limited to twelve months in duration.
  • To enter a non-compete agreement, the employee must make at least $100,533 annually and this number will be adjusted to reflect current inflation rates.
  • Employers must provide employees with the non-compete agreement at least two years before employment begins.
  • Employers must provide the employee with a copy of the non-compete agreement within 30 days following the employee’s termination.
  • The contract must protect a legitimate business interest.
  • The employee entering the non-compete must be engaged in administrative, executive, or professional work using discretion and independent judgement.
  • The employee entering the contract must be paid on a salary basis.
  • There must be proof that the employee entering the agreement has access to trade secrets or confidential information.
  • Broadcasting employees are exempt from non-compete agreements.
  • Attorneys are exempt from non-compete agreements.

If a non-compete agreement violates one of these requirements, it will be unenforceable under Oregon law.

What are Protectable Business Interests in Oregon?

Oregon statutes have laid out what types of business information are protectable and fall within the scope of the new non-compete laws. Protectable business interests include:

  1. Trade secrets. Information including cost data, customer lists, formulas, patterns, programs, devices, methods, or techniques that derive independent economic value and the employer has taken reasonable efforts to maintain its secrecy.
  2. Confidential information. Any other confidential business or professional information that does not fall within the definition of a trade secret like product development plans or marketing strategies.

Is the Oregon Non-Compete Law Retroactive?

No. The new non-compete laws passed in Oregon in 2022 are not retroactive. Any valid non-compete agreement that was entered into prior to January of 2022 will still be valid under the old laws and regulations.

How Long Does an Oregon Non-Compete Agreement Last?

Under the new laws, a non-compete agreement in Oregon cannot exceed twelve months. This time will begin when employment is terminated. In addition, the non-compete agreement should also lay out a reasonable geographic boundary.

How Do You Get Around a Non-Compete Agreement in Oregon?

When a non-compete agreement is part of an employee contract, it must adhere to three essential rules. If an employee can prove that the contract violates one of these rules, the contract will be deemed unenforceable. The three essential rules are:

  1. There must be a specified duration and geographic boundary.
  2. The agreement must be supported by adequate consideration.
  3. The agreement must be reasonable in that it is only as restrictive as necessary to protect the employer.

Under Oregon law, continued employment is not adequate consideration for a non-compete agreement. Employees must be presented with some type of advancement to support sufficient consideration.

Advancements can include additional duties and responsibilities, a new job title, or a change in pay and benefits. A change in pay alone will not be enough to satisfy the requirements of advancement.

What Voids an Oregon Non-Compete Agreement?

An Oregon non-compete agreement will be void if it does not adhere to the new laws and regulations governing non-compete agreements. In addition, non-compete agreements like all contracts must follow the basic rules that dictate contract formation.

Any contract that is not entered into voluntarily will be void. If an employee signs a non-compete agreement under coercion or threat, it cannot be forced. Similarly, if an employer uses fraud or false pretenses to entice an employee into signing a non-compete the contract will be void and unenforceable.

Frequently Asked Questions

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Jason P. on ContractsCounsel
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Jason P.

Business Lawyer
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Portland, OR
10 Yrs Experience
Licensed in OR WA
Lewis & Clark Law School

Jason is a self-starting, go-getting lawyer who takes a pragmatic approach to helping his clients. He co-founded Fortify Law because he was not satisfied with the traditional approach to providing legal services. He firmly believes that legal costs should be predictable, transparent and value-driven. Jason’s entrepreneurial mindset enables him to better understand his clients’ needs. His first taste of entrepreneurship came from an early age when he helped manage his family’s small free range cattle farm. Every morning, before school, he would deliver hay to a herd of 50 hungry cows. In addition, he was responsible for sweeping "the shop" at his parent's 40-employee HVAC business. Before becoming a lawyer, he clerked at the Lewis & Clark Small Business Legal Clinic where he handled a diverse range of legal issues including establishing new businesses, registering trademarks, and drafting contracts. He also spent time working with the in-house team at adidas® where, among other things, he reviewed and negotiated complex agreements and created training materials for employees. He also previously worked with Meriwether Group, a Portland-based business consulting firm focused on accelerating the growth of disruptive consumer brands and facilitating founder exits. These experiences have enabled Jason to not only understand the unique legal hurdles that can threaten a business, but also help position them for growth. Jason's practice focuses on Business and Intellectual Property Law, including: ​ -Reviewing and negotiating contracts -Resolving internal corporate disputes -Creating employment and HR policies -Registering and protecting intellectual property -Forming new businesses and subsidiaries -Facilitating Business mergers, acquisitions, and exit strategies -Conducting international business transactions ​​ In his free time, Jason is an adventure junkie and gear-head. He especially enjoys backpacking, kayaking, and snowboarding. He is also a technology enthusiast, craft beer connoisseur, and avid soccer player.

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Curt B.

Managing Partner
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Los Angeles, California
12 Yrs Experience
Licensed in OR CA, DC, TX, WA
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Curt Brown has experience advising clients on a variety of franchising, business litigation, transactional, and securities law matters. Mr. Brown's accolades include: - Super Lawyers Rising Star - California Lawyer of the Year by The Daily Journal - Pro Bono Attorney of the Year the USC Public Interest Law Fund Curt started his legal career in the Los Angeles office of the prestigious firm of Irell & Manella LLP, where his practice focused on a wide variety of complex civil litigation matters, including securities litigation, antitrust, trademark, bankruptcy, and class action defense. Mr. Brown also has experience advising mergers and acquisitions and international companies concerning cyber liability and class action defense. He is admitted in California, Florida, D.C., Washington, Illinois, Colorado, and Michigan.

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Jim B.

Managing Partner, Business Lawyer
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Portland, Oregon
24 Yrs Experience
Licensed in OR
Southern Illinois University

Since 2002, when I first received my law license and began practicing in criminal litigation, I have dedicated myself to providing competent and impassioned legal representation to my clients. Transitioning into business and intellectual property law and serving the Oregon community under the banner of INTELLEQUITY since 2016, I embarked on a mission to offer an unparalleled level of personalized legal guidance that empowers my clients through understanding, support, and legal mastery. As a seasoned attorney, I recognize that behind every case is a person with a distinct set of emotions, aspirations, and challenges. This is why my approach to legal services is not just about cases and statutes; it's about people and their lives. Whether it's navigating the intricacies of business law or safeguarding your intellectual property, I'm here to provide more than just professional counsel—I offer a compassionate, personalized approach to every case. This means keeping you well-informed at every step, empowering you with in-depth understanding, and steering you towards decisions that are legally sound and, more importantly, right for you.

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Tampa, Florida
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Broad area practice including Business (domestic & international), IP, Employment, Family Law, Administrative, etc. My focus is a direct, no-BS approach with fast turn around times on completed work.

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Jessica M.

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Jessica Molligan is an attorney with twenty years of experience in family law, bankruptcy, and litigation.

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Shanon G.

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Lake Oswego, Oregon
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Have experience in contract, family law, municipality work, criminal defense, litigation, some wills and estates as well. Been practicing law for over 22 years.

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McCoy S.

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Portland, Oregon
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P. McCoy Smith is the Founding Attorney at Lex Pan Law LLC, a full-service technology and intellectual property law firm based in Portland, Oregon, U.S.A and Opsequio LLC, an open source compliance consultancy. Prior to his current position, he spent 20 years in the legal department of a Fortune 50 multinational technology company as a business unit intellectual property specialist; among his duties was setting up the free & open source legal function and policies for that company. He preceded his in-house experience with 8 years in private practice in a large New York City-based boutique intellectual property law firm, working simultaneously as a U.S. patent litigator and U.S. patent prosecutor. He was also a patent examiner at the U.S. Patent & Trademark Office prior to attending law school. He is licensed to practice law in Oregon, California & New York and to prosecute patent applications in the U.S. Patent & Trademark Office; he is also a registered Trademark and Patent Agent with the Canadian Intellectual Property Office. He has degrees from Colorado State University (Bachelor of Science, Mechanical Engineering, with honors), Johns Hopkins University (Masters of Liberal Arts) and the University of Virginia (Juris Doctor). While in private practice, and continuing into his in-house career, he taught portions of the U.S. patent bar exam for a long-standing and well-known patent bar exam preparation course, and from 2014-2020 was on the editorial board of the Journal of Open Law, Technology & Society (JOLTS), and starting in 2023 will be on the editorial board of the American Intellectual Property Law Quarterly Journal (AIPLAQJ). He is the author or co-author of chapters on open source and copyright and patents in “Open Source Law, Policy & Practice” (2022, Oxford University Press). He lectures frequently around the world on free and open source issues as well as other intellectual property topics.

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Employment

Noncompete Agreement

Colorado

Asked on Mar 31, 2021

Can I get out of my noncompete agreement?

I am looking at my options.

Donya G.

Answered Mar 31, 2021

You may be able to be released from a non compete. You would have to review the language in the non compete to see the expiration. DISCLAIMER The answers to these questions do not constitute legal advice and does not create an attorney-client relationship with the attorney and anyone who reviews these responses.

Read 1 attorney answer>

Contracts

Noncompete Agreement

Florida

Asked on Jul 30, 2023

Noncompete agreement and severance packages?

I recently left my job of 5 years, where I had signed a non-compete agreement. I am now negotiating a severance package with my former employer and am unsure of what my rights and obligations are regarding the non-compete agreement. I am seeking clarification on how the non-compete agreement should be handled in relation to the terms of my severance package.

Diane D.

Answered Sep 1, 2023

To be able to answer this question, I would need to see the agreements. No one can answer your question without seeing the agreements.

Read 1 attorney answer>

Employment

Noncompete Agreement

Missouri

Asked on Dec 12, 2023

Could someone go to jail if they are accused of fraud for never intending to not breaching his or her non compete non solicit contract?

I am really curious when employment contract can become criminal. Is it criminal to ask you coworker to come work with you, considering if you are accused of fraud for breaching non compete non solicit?

Matthew S.

Answered Dec 16, 2023

No, this at worst is a civil matter and not a criminal matter. F

Read 1 attorney answer>

Employment

Noncompete Agreement

New York

Asked on Jun 29, 2023

Noncompete agreement breach consequences?

I recently left my job as an employee at a company that I had worked for for over a year. I was asked to sign a noncompete agreement when I began the job, which I did. I have since started a new job in the same industry as my former employer, which is in violation of the noncompete agreement. I am now wondering what the consequences of this breach of contract may be and am seeking legal advice.

Gregory F.

Answered Jul 6, 2023

I would be happy to schedule a paid telephone consultation with you to review the non-compete agreement, advise you on its scope and enforceability, and answer your questions. Please contact me via email at greg@fidlonlegal.com to discuss.

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Business Contracts

Noncompete Agreement

Florida

Asked on May 21, 2023

Noncompete agreement for consultants?

I am a consultant who is looking to take on a new client, but the client requires me to sign a Noncompete Agreement. I want to make sure that I am not signing away my rights, and that the agreement is fair and reasonable. I am also interested in understanding how this agreement would affect my ability to work with other clients.

Venus C.

Answered May 30, 2023

Hello. I appreciate your concerns about signing a Noncompete Agreement. It's essential to protect your rights and ensure the agreement is fair and reasonable given that a noncompete typically restricts competing activities during or after the term of engagement. Without knowing more about the business relationship and reviewing the actual terms, whether the non-compete is fair, reasonable, or even enforceable remains an open-ended question. Bearing this in mind, if the noncompete is preventing you from taking on other clients during or after the end of your relationship (or both), the scope of this restriction must be reasonable in terms of time, geographic area, and the specific activities it seeks to prevent. For example, does the noncompete specify the types of clients, industries, or geographic areas that are off-limits? What is the duration of the noncompete? If the client breaches your main agreement, will that render your noncompete void and unenforceable? These are just a few general questions that require a thorough review and analysis against Florida non-compete laws. Overall, the ultimate goal is to carefully review the terms to understand how they might impact your ability to take on new clients. If you don’t understand or are unsure about the contractual terms and their legal implications, it's highly recommended you consult with an attorney who can review the noncompete and provide you with personalized legal advice before you sign.

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