Non-Competes

How Georgia’s Restrictive Covenants Act decides when a non-compete is enforceable: which workers can be bound, the time and geographic limits, and how courts handle an overbroad covenant.

Whether a New York non-compete holds up depends on a four-part common-law reasonableness test, not a statute. Here is how courts evaluate them and who gets extra protection.

How North Carolina decides whether a non-compete is enforceable: the five requirements, the consideration rule, and the strict blue pencil doctrine.

Ohio enforces non-compete agreements only when they are reasonable. Here is how courts apply the test, what employers can protect, and how overbroad terms get modified.

When Illinois non-compete agreements are enforceable: the $75,000 earnings floor, the five-part reasonableness test, the two-year consideration rule, and the workers the Freedom to Work Act exempts.

Florida enforces non-compete agreements under Fla. Stat. § 542.335 when they are written, protect a legitimate business interest, and are reasonable in scope. Here is what the statute requires, how long a restraint can last, and how the 2025 CHOICE Act changes the rules for high earners.

Pennsylvania enforces non-compete agreements when they are ancillary to employment, supported by consideration, and reasonably limited in duration, geography, and scope. This article explains the standard courts apply, the consideration rule, and the 2024 limits on health care non-competes.

How Texas decides whether a covenant not to compete is enforceable: the Section 15.50 test, reasonable limits, reformation of overbroad clauses, and the stalled federal ban.