Free Employee Non-Compete Agreement Template

Non-compete agreements are still legal as long as they are drafted according to state laws and narrowly written to protect a legitimate business concern. At present, no states have made them illegal.

Employee Non-Compete Agreement Laws by State

Here is a summary of how non-compete agreements are currently treated in various states. Note that the new Federal Rule supersedes state laws that permit non-compete clauses:

* If the employer enters a non-compete with an employee who is terminated, furloughed, or laid off “as the result of business circumstances or governmental orders related to the COVID-19 pandemic,” unless the employee is paid the equivalent of their base salary (fewer earnings from new employment).

** Except in connection with a reduction in force, “reorganization or similar restructuring of the employer,” in which case the employee must be paid “salary, benefits or equivalent compensation,” including severance.

If you have an existing employment contract, you can use this standard non-compete clause with your current agreement:

”[Insert employee name] agrees and covenants (Check all that apply) ☐ during the term of this Agreement ☐ for a period of [insert number of months the clause will last] months following the voluntary or involuntary termination of employment, not to: (Check all that apply)

☐ Provide goods or services which directly or indirectly compete with [insert company name]
☐ Invest either directly or indirectly in a business that directly or indirectly competes with [insert company name]
☐ Solicit [insert company name] employees to leave their employment
☐ Engage in any other activities that result in injury to [insert company name]
☐ Other: [insert any other terms].’‘

Ensure your non-compete agreement includes the following elements:

• Compensation: If this agreement is an addendum to an existing employment agreement, there must be an additional payment for it to be effective.
• Geographic region: The agreement should be reasonable and not overly restrictive. Upon termination, the employee must be able to find employment within a reasonable distance.
• Time frame: A non-compete may not be indefinite or last an excessive time. Some courts have found more than a year to be too lengthy.
• Industry: The non-compete must be specific to your business or the employee’s specialization.
• Competitors: It is not necessary to list all your competitors within the region, but a court should be able to see the limits you are trying to place on your employees.
• Damages: You should indicate the relief you seek if the employee breaches the agreement. Usually, it is injunctive (an order to stop working for the new employer) rather than monetary (money damages).

To be enforceable, a non-compete agreement may not restrict an employee from working anywhere in any capacity. It must only limit them from doing identical work for your immediate competitors.

You can follow these step-by-step instructions if you decide to use our downloadable employee non-compete template.

Step 1 – Date, Parties, Location

Add the date, parties, and location information where the agreement is completed.

Step 2 – Employee Covenants (Agrees)

Specify the restrictions in terms of time and scope.

Step 3 – Confidentiality Agreement

Applicable or inapplicable. This box should be checked if the employer wants the agreement to contain confidentiality and non-compete agreements. Otherwise, they should leave it blank, and the agreement will not include the confidentiality agreement. Employers should note that states are more likely to enforce a confidentiality agreement than a non-compete agreement.

Step 4 – Governing Law

Enter the state where this agreement is to be enforced.

Step 5 – Dispute Resolution

• Court litigation: If this choice is selected, enter the state or district court. Employers should note that some jurisdictions may require or assign cases to mediation before litigation.
• Arbitration: The American Arbitration Association is the default agency that oversees arbitration nationwide. Some companies have their preferred arbitrators, which may already be listed in the employment agreement. Employers should verify what type of dispute resolution their legal department uses when creating an agreement.

Step 6 – Signatures

To make the agreement binding, ensure that the company representative/HR and the employee sign.

Below, you can download an employee non-compete agreement template in PDF or Word format.

Non-compete agreements must be handled ethically to balance protecting business interests and respecting employee rights. Keep the following points in mind when using employee non-compete agreements:

1. Fairness: Employers should use non-competes to protect legitimate business interests, not stifle employee career growth.
2. Transparency: Employers must communicate the implications of a non-compete agreement to the employees.
3. Proportionality: Agreements should be reasonably limited in duration, geography, and scope to avoid overly restricting employees’ future career options.
4. Consideration: Employers should provide adequate compensation or benefits in return for the restrictions imposed by the non-compete.
5. Employee Well-being: Employers should consider the impact of non-compete agreements on employees’ well-being and livelihood. It may not be ethically justifiable if the agreement causes undue stress or financial hardship.