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Non Compete Agreement and Your Job Search

If you have a non compete, it is important to understand how it may restrict you before you begin your search for a new job.  Even if your former employer does not threaten enforcement of the agreement, new employers frequently ask candidates if they have non competes, and ask to review them before making or finalizing an offer.

It is important for you to understand the actual restrictions in your non compete as you begin your job search, so that you know if there are certain companies or roles you need to avoid. 

​You will also need to decide what to share with a prospective employer, and consider your options if you are offered a job that your former employer might see as a violation of your non compete.

Need Help With a Non Compete Agreement?

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Understanding the Restrictions in the Non Compete

Before assessing whether and to what extent the agreement can be enforced against you, it is important to understand the scope of the restrictions as written, and what you can and cannot do if the agreement were enforced.

This can help you compare options in your job search, as those that do not conflict with the non compete will be safe options, while those that might will carry more risk.

Some key things to look for:

How does the agreement define "competitor"?  Some agreements case a broad net, identifying anyone within a certain industry as a competitor.  This may call the enforcement of the provision into question, but on paper could bring a lot of potential new employers into question.  Others are more specific, referencing companies that provide a certain product or service in the same geographic region as the company.  You may be able to mark some prospective employers "safe" in this case, based on whether their specific products or services match up with what your company offers.

Is the geographic area defined?  If the agreement covers a specific region (i.e., Massachusetts or New England) and your prospective employment is outside of that region, you are likely in the clear.

What are the non solicitation obligations?  Separate from the non-compete, the agreement likely contains a restriction on soliciting and/or doing business with company clients or prospects.  You should check to see if the agreement limits you only from soliciting customers you did business with, or whether it more broadly refers to any customer of the company. 

Telling the New Employer About the Non Compete

Should you tell the new employer about your non compete?  This choice may be taken out of your hands, as many prospective employers now ask candidates if they have any post-employment restrictions. 

Even if not asked, there are good reasons to disclose the agreement.  If you have read the agreement and believe the restrictions (if enforceable) would apply to this opportunity, it is usually better to have that discussion ahead of time.  If your new employer is not willing to take the risk of hiring you with the agreement, you should know that before you accept a job and give notice at your old job.

Asking for a Waiver of the Non Compete

Some new employers will make a job offer contingent on getting a waiver, or release, of your non compete from your former employer.  This puts you in a difficult situation- you can't start the job without the waiver, but it is easy for your former employer to say no.

You can certainly ask your employer.  Sometimes, if the company you are going to is not someone the employer truly views as a competitive threat, they will agree.  Other times there are things you can compromise about- for example, not contacting certain customers, or limiting your role in the new company for a period of time.

More often, however, it will be necessary to retain counsel who can help identify potential enforcement problems in the non compete, and assess any other potential legal issues you had with your former employer.  They can help you decide whether the best course of action is to write a letter to your former employer, or work with counsel for your new employer to help get them comfortable with the level of risk they would be assuming by moving forward.

A third course of action, if you are really stuck, is to go to court yourself and seek a declaratory judgment that the non compete is unenforceable.  This is a way to force the issue, if you are stuck between a new employer's need for assurance and an old employer's inaction or refusal to agree.  It is more costly, however, and guarantees litigation.

How Our Non Compete Lawyers Can Help

Non competes and job searces MA employment lawyer
10.0Emily E. Smith-Lee
telling a new employer about your non compete
We can help you understand the terms of your agreement, and develop a strategy for moving forward.  You can use the button below to schedule a free information call, or call us at (781) 784-2322.
Schedule Your Free Information Call

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  • Home
  • Employment Law
    • Guide To Employment Law Content
    • Advice for Employers >
      • Hiring Independent Contractors in Massachusetts
      • Termination Best Practices
      • Workplace Discrimination Employer Guide
      • Employee Handbook >
        • Employee Handbook Basics
      • Paid Family Leave and Your Small Business
      • Overtime Law for Employers
      • Employee Complaints About Pay
      • Employee Non Competes
    • Advice for Employees >
      • Discrimination in the Workplace
      • Sexual Harassment at Work >
        • Sexual Harassment Resources
        • Sexual Harassment in a Small Business
        • Constructive Discharge
        • Sexual Harassment and Non Disclosure Agreements
        • Sexual Harassment and Remote Work
        • Sexual Harassment Case Studies
      • Massachusetts Paid Family Leave
      • Non Compete Agreements >
        • Are non competes enforceable
        • Massachusetts Non Compete Act
        • Pre 2018 Massachusetts Non Competes
        • Non Compete Case Studies
        • Can I Avoid My Non Compete
      • Independent Contractor Law >
        • Independent Contractor Test
        • Working As Independent Contractor
        • Independent Contractor Case Studies
        • Independent Contractor Roadmap
      • Wage and Hour Laws >
        • Massachusetts Minimum Wage
        • Overtime Law >
          • Overtime Exemptions
          • Employee Travel Time
          • Federal or State Overtime Law
        • Overtime Law Case Studies
        • Massachusetts Wage Act >
          • Payment of Commissions
          • Wage Deductions
          • Late Payment of Wages
          • Paid Time Off
        • Wage Act Case Studies
        • What Are Your Wage and Hour Rights
      • Employment Contracts in Massachusetts >
        • Restrictive Covenants
        • Promissory Estoppel
      • Employment Termination >
        • Severance Pay
        • Should I Accept a Severance?
      • Do I Have a Case?
    • Unemployment in Massachusetts >
      • Unemployment Overpayment
      • Pandemic Unemployment
      • Unemployment Case Studies
  • Estate Planning
    • Guide To Estate Planning Content
    • Legacy Protection >
      • Why You Need an Estate Plan >
        • Why You Don't Have an Estate Plan
      • Massachusetts Estate Tax
      • Asset Protection Trusts
      • Children with Special Needs
      • Planning for Assisted Living
    • Is Your Will Enough >
      • Special Circumstances >
        • Estate Planning for Blended Families
        • Estate Planning for a Non Citizen Spouse
        • Estate Planning and Divorce
        • Estate Planning for Small Business Owners
      • Surviving Spouse's Share
      • Disinheriting Children Massachusetts
      • Updating Your Estate Plan
    • Estate Planning Documents >
      • What is a Trust >
        • Revocable trust
        • Irrevocable trust
        • Irrevocable vs revocable trust
      • Last Will and Testament
      • Durable Power of Attorney
      • Massachusetts Health Care Proxy
      • Life Estates in Massachusetts
      • Massachusetts Pet Trust
    • Probate Process >
      • Non Probate Assets
  • Business Law
    • Guide To Business Law Content
    • Small Business Law
    • Business Contract Basics
    • Civil Suit Defense
    • Legal Issues for Start Ups
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