
Alabama Non-Compete Laws (2026): Are Non-Competes Enforceable?
Alabama allows employee non-competes only as Ala. Code 8-1-190 permits; two years or less is presumed reasonable. Rules on writing, reformation and the FTC rule.
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Alabama allows employee non-competes only as Ala. Code 8-1-190 permits; two years or less is presumed reasonable. Rules on writing, reformation and the FTC rule.

Alaska enforces reasonable non-competes under case law; courts narrow overbroad ones unless not drafted in good faith (Data Management v. Greene).

Arizona enforces only reasonable non-competes, read strictly against the employer, and courts will not rewrite them (Farber, 1999). Broadcast ban and 2026 bills.

Arkansas enforces reasonable non-competes under Ark. Code 4-75-101: two years is presumed reasonable, overbroad terms are reformed, and physician covenants are void.

California voids nearly all employee non-competes under Bus. & Prof. Code 16600. See the exceptions, your right to sue, and the stay-or-pay law starting 2027.

Colorado voids most non-competes under C.R.S. 8-2-113. See the $130,014 threshold for 2026, the notice rule, the health-care ban and the $5,000 penalty.

Connecticut judges most non-competes by reasonableness, with statutory one-year, fifteen-mile caps for doctors, PAs and APRNs and bans for home-care workers.

D.C. bans non-competes for workers earning under $162,164 in 2026 ($270,274 for medical specialists). See the rules, 365-day limit and penalties.

Delaware judges non-competes for reasonableness under case law; physician covenants are void under 6 Del. C. 2707. See Sunder Energy and the 2024 rulings.

Florida enforces reasonable non-competes under Fla. Stat. 542.335, and the 2025 CHOICE Act lets employers bind high earners for up to 4 years. See the rules.

Georgia's Restrictive Covenants Act lets non-competes bind only salespeople, managers, key employees and professionals, with a two-year presumption. See the rules.

Hawaii voids non-competes for technology-business employees (HRS 480-4(d)) and judges others for reasonableness. Winning employees get attorneys' fees.

Idaho enforces reasonable non-competes for key employees under Idaho Code 44-2701, with an 18-month presumption and mandatory court reformation. Full rules.

Illinois non-competes are void unless you earn over $75,000 ($80,000 from 2027), get 14 days and written advice to see a lawyer, and the terms are reasonable.

Indiana enforces reasonable non-competes under case law and will not rewrite them, but bars primary care and hospital physician non-competes. Dates and rules.

Iowa enforces reasonable non-competes under case law, with statutory limits for mental health professionals, agency nurses and UIHC clinicians. 2026 rules.

Kansas enforces reasonable non-competes under Weber v. Tillman; K.S.A. 50-163 excludes them but presumes some non-solicits enforceable. 2026 rules explained.

Kentucky has no non-compete statute; courts enforce reasonable covenants with real consideration under Creech v. Brown (2014). 2026 rules and failed bills.

Louisiana voids non-competes except as La. R.S. 23:921 allows: named parishes, two years max, physician caps, and new 2026 limits for interns and apprentices.

Maine non-competes must be reasonable under 26 M.R.S. 599-A and are banned for low earners, non-owner vets and, since July 29, 2026, non-owner health workers.

Maryland voids non-competes for low-wage workers, many health care workers earning $350,000 or less, and vets; others must be reasonable under Becker v. Bailey.

Massachusetts non-competes must meet 8 rules in M.G.L. c. 149, 24L: a 12-month cap, notice, garden leave, and no use against nonexempt or laid-off workers.

Michigan enforces reasonable non-competes under MCL 445.774a, and courts can narrow overbroad ones. Factors, firing, physicians, pending bills and the FTC rule.

Minnesota voids non-competes in agreements entered into on or after July 1, 2023 (Minn. Stat. 181.988). See the exceptions, older agreements, NDAs and remedies.

Mississippi enforces reasonable non-competes under case law, with the burden on the employer. See the test, firing rule, failed health care bills and FTC status.

Missouri enforces reasonable non-competes under Whelan Security v. Kennebrew (2012). See the test, court modification, RSMo 431.202 non-solicits and 2026 bills.

Montana voids full restraints under MCA 28-2-703, limits enforcement when the employer ends the job, and bars non-competes for listed health care providers.

Nebraska enforces only reasonable non-competes, will not trim an overbroad one, and bans them in health care staffing contracts from July 1, 2027.

Nevada enforces non-competes that meet NRS 613.195, bars them for hourly workers, limits them after layoffs, and has courts revise overbroad terms.

New Hampshire voids non-competes for low-wage workers and some health professionals, requires a pre-offer copy for new hires, and tests the rest for reasonableness.

New Jersey has no general non-compete statute. Courts enforce a covenant to the extent it is reasonable under Solari and Whitmyer and can partially enforce overbroad terms.

New Mexico enforces reasonable non-competes for most workers, but NMSA 24A-4-2 makes them unenforceable after employment ends for ten health care professions.

New York has no general non-compete ban. Courts apply the BDO Seidman reasonableness test, broadcasters are protected, and a 2026 ban bill is still pending.

No federal law bans non-competes. See which states ban them, which set salary thresholds or health care limits, and a 50-state comparison table.

North Carolina enforces non-competes only if they pass a five-part court test and are signed in writing. Courts will not rewrite overbroad ones. Rules and cases.

North Dakota voids employee non-competes under N.D.C.C. 9-08-06, allowing them only for business sales and departing owners. Customer non-solicits are void too.

Ohio has no non-compete statute. Courts enforce reasonable covenants under Raimonde v. Van Vlerah and can narrow overbroad ones. Factors, consideration, FTC rule.

Oklahoma voids non-competes that stop ex-employees from working in the same business (15 O.S. 219A); only directly soliciting established customers can be barred.

Oregon non-competes are void unless ORS 653.295 is met: written notice, a salaried role, pay over $119,541 (2026, per BOLI) and a 12-month cap.

Pennsylvania enforces reasonable non-competes under Hess v. Gebhard, but Act 74 voids most doctor, PA and nurse practitioner non-competes signed since 2025.

Rhode Island bars non-competes for nonexempt, low-wage, teen and student workers, and voids them for doctors. Others face a reasonableness test. 2026 bills.

South Carolina enforces non-competes only if reasonable in time and territory, and courts will not rewrite an overbroad one. Poole, Stonhard and the H.4767 bill.

South Dakota voids non-competes except as SDCL 53-9-11 allows: up to two years after the agreement ends. Health-care practitioner rules and 2026 changes explained.

Tennessee voids non-competes for employees earning under $70,000 (T.C.A. 50-1-211, from July 1, 2026). Time limits, health care rules and court tests explained.

Texas enforces reasonable non-competes under Bus. & Com. Code 15.50. See how courts reform broad ones and the 2025 limits for doctors, dentists, nurses and PAs.

Utah caps non-competes at one year after the job ends (Utah Code 34-51-201) and, since May 6, 2026, voids them for healthcare workers and most veterinarians.

Vermont enforces reasonable non-competes under Summits 7 v. Kelly, but 21 V.S.A. 495q voids health care provider restrictions in agreements from July 1, 2026.

Virginia bans non-competes for low-wage workers and, from July 1, 2026, health care professionals. See the $1,507.01 weekly threshold and the severance rule.

Washington voids non-competes for workers under $126,858.83 in 2026 and bans all of them from June 30, 2027 under RCW 49.62. See the rules, exceptions and penalties.

West Virginia enforces reasonable non-competes under Reddy (1982). Physician covenants are capped at one year and 30 road miles and void if the employer fires them.

Wisconsin enforces non-competes only if reasonably necessary under Wis. Stat. 103.465, and one unreasonable term voids the whole covenant. Rules and cases.

Wyoming voids most non-competes signed on or after July 1, 2025 under W.S. 1-23-108, with four exceptions. Older agreements fall under Hassler v. Circle C.