Breaking Up (with your job) is Hard to Do: Navigating Non-Competes

Breaking Up (with your job) is Hard to Do: Navigating Non-Competes

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To sign or not to sign, that is the question... when you're staring in the face of a non-compete agreement.

Non-competes can feel like a game of chess where one side is trying to block an attack from the other, constantly seeking ways to protect the queen.. their assets. For decades, employers have used non-competes to prevent employees from jumping ship to competitors, safeguarding trade secrets and intellectual property. But as the dynamics of work shift—with increased employee mobility, remote work, and a growing emphasis on skill over tenure—many are questioning whether non-competes are still necessary, or even fair.

With more states tightening restrictions or outright banning them, and the workforce pushing back against limitations on their future employment opportunities, it’s clear: the non-compete agreement, once a staple of employment contracts, is at a crossroads.

Here’s the latest and greatest on non-competes : Earlier this year, the Federal Trade Commission’s (FTC) issued a final rule to promote competition by banning noncompetes nationwide for employees and independent contractors, protecting the fundamental freedom of workers to change jobs, increasing innovation, and fostering new business formation. The FTC estimates that banning non-competes would also result in reduced health care costs and higher worker earnings. The rule was set to take effect on September 4, 2024, but… a federal court issued an order on August 20, 2024, prohibiting the FTC from enforcing it. The order applies nationwide.

Whether you’re an employee looking to dodge a career roadblock or an employer hoping to keep your best talent from jumping ship, here are some things to consider while waiting for the final decision… with a side of humor.

Cast your vote here! Non- Competes: Protecting Trade Secrets or Just Plain Greedy?

For Employees: Your Survival Guide

Understand the Basics Think of a non-compete agreement as the “do not disturb” sign on a hotel room. It’s meant to keep competitors out—but you need to know what’s behind that door! Get familiar with the terms : duration, geographic limits, and industry scope. Knowledge is your superpower—don’t let it gather dust!

Evaluate Fairness Not all non-competes are created equal. Some are like reasonable bedtime curfews, while others feel like they want to ground you for life. Ask yourself: Are these terms fair? If you feel like you’re being locked in a cage for years, it might be time to raise some eyebrows—or seek legal advice.

Negotiate Like a Pro Channel your inner negotiator (think: a cross between a lawyer and a charming used-car salesman). If you find yourself facing a non-compete, don’t be shy about negotiating. Aim for terms that won’t have you living under a rock for the next five years. Timing is key—bring it up before you sign the dotted line, not after you’re in too deep!

Know Your Rights Familiarize yourself with your rights—because you’ve got some! Depending on where you are, you might have more leverage than you think. If your non-compete feels more like a prison sentence, don’t hesitate to consult a legal eagle. They’re there to help you soar!

Plan for the Future No one wants to feel like their career is on a tightrope. Keep your options open! Build a network that’s as strong as your morning coffee and document your achievements like a proud parent at a graduation. Your future self will thank you!


I have A LOT of opinions about Non-Competes! Check out my latest Recruiter Rant!

For Employers: Your Survival Guide

Understand the Basics Non-compete agreements are your security blanket, but they shouldn’t smother your employees. These agreements are meant to protect your business interests, but let’s keep it reasonable, shall we? Be clear about why you need them —transparency builds trust and avoids awkward “what did I just sign?” moments.

Evaluate Fairness Just because you can impose a five-year non-compete doesn’t mean you should. Think of it like a dessert: a little sweetness is nice, but too much can send everyone running for the hills! Assess whether your terms are fair and reasonable—your future talent will appreciate it.

Negotiate Thoughtfully When it comes to non-compete agreements, think of yourself as a bridge builder rather than a wall constructor. Employees might want to chat about those terms that seem a bit heavy-handed. A little flexibility goes a long way—think of it as making room for dessert after dinner!

Know the Legal Landscape Laws about non-compete agreements are like fashion trends: they change all the time. Stay in the loop and consult your legal team to ensure your agreements are on the right side of the law. Nobody wants to be caught in a legal faux pas!

Foster a Positive Culture Want to keep your top talent from wandering off to the competition? Create a culture where employees feel valued, like a prized plant in a sunny window. Invest in talent development and career progression, and you’ll create a workplace that people want to stick around in—non-compete or not!

Navigating non-compete agreements doesn’t have to feel like a high-stakes game of survival. By understanding the implications, evaluating fairness, staying open to negotiation, and fostering a positive workplace culture, both employees and employers can play nice. A little humor and a lot of clarity can go a long way—because at the end of the day, we’re all just trying to find our place in the professional jungle!


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Shae Gore, PMP, ITIL

Release Train Engineer | Scrum Master | Project Manager

1 个月

I came searching for this! Great article! Thanks!

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Bret Buganski

TV News journalist

1 个月

Non competes are part of the reason why people left tv news. You sit out for one year if you want to stay in that city. Companies will enforce it even if you’re making minimum wage. Many get sick of moving around the country, so they go into PR. They limit people from making a living. It’s like a vindictive ex. I don’t want you but no one else can have you. Meanwhile the executives aren’t bound by the same rules and are given very generous compensation pkgs when they leave. How is that fair?

Rachel Burr

Leadership Coach, Team Coach, Consultant for organizations of 200 - 10,000+ employees | Develop high-performing teams by empowering leaders | 20+ years People Expert | Industry agnostic, domestic & global

1 个月

Ken - Non-competes are an increasingly important topic. While the idea of increased employee mobility across companies and industries can be scary, for both employers and employees, it also creates cross-pollination that can spark innovation. --In addition, I love your analogy: "Not all non-competes are created equal. Some are like reasonable bedtime curfews, while others feel like they want to ground you for life." ??

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Jorge Dryjanski

Co-founder at nobrainer universe | Forward looking data ??????

1 个月

Thanks for the guide on this topic, Ken! As always, it’s very useful. We seem to be reaching a pivotal moment where both employees and employers are being asked to reconsider their stances on non-competes. While it’s crucial for companies to protect their interests, there’s an increasing need to empower employees to advance their careers without feeling constrained, and for this to happen employers need to see the value and demand of talent today, as adding extra restrictions can push people to more flexible competitors. From my experience, understanding motivations and addressing concerns from both sides could foster a healthier balance moving forward.

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These changes are good for employees. However, there must be ways for companies to protect their intellectual property. Employees can develop and obtain information as part of their job with a company. It seems the key question becomes, where are the boundaries?

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