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Norwalk Non-Competition Agreement Lawyers

Employees are often asked to sign employment agreements that contain non-competition clauses or to sign a non-competition agreement when they start working for a new employer. Yet it is critical for employees to understand that employers must be reasonable when crafting non-competition agreements, or else they are not fair to the employee and should not be enforceable. As an employee, you could be asked to sign a non-competition agreement at various stages of employment, from your initial hire to years after you have been working for the company and have renegotiated your contract. The terms of non-competition agreements only come into play when you leave the company since they can govern the work you do after you leave your current employer.

To learn more about non-competition agreements in Connecticut, or to seek advice before you sign a non-competition agreement, you should get in touch with our Norwalk non-competition agreement lawyers today.

What is a Norwalk Non-Competition Agreement?

A non-competition agreement is an agreement that is entered into between an employer and an employee that prevents the employee from working for a competitor or otherwise competing with the current employer’s business for a specific amount of time. In other words, a non-competition agreement will prohibit you from doing similar work if you leave your current job in order to protect your current employer. 

When you sign a non-competition agreement, it is important to understand that it is a contract, and your employer can hold you accountable for a breach of contract if you violate the terms and the agreement is enforceable. Non-competition agreements are also known as non-compete agreements or clauses, and they are types of restrictive covenants or covenants not to compete. 

When is a Norwalk Non-Competition Agreement Enforceable?

Generally speaking, for non-competition agreements in Norwalk to be enforceable, they must be reasonable according to Connecticut case law. There are five factors that are used to determine the reasonableness of a restrictive covenant, including non-competition agreements. Those factors are:

  • 1) length of time the restriction is in effect;
  • 2) geographical scope of the restriction;
  • 3) fairness of the protection afforded the employer;
  • 4) the extent of the restraint on the employee’s ability to pursue his occupation; and
  • 5) the extent of any interference with the public interest.

These are the general factors for determining the reasonableness of a non-competition agreement. However, it is important to know that Connecticut does have specific laws governing non-compete clauses in certain industries, including for physicians, security guards, and broadcast employees. You should also be aware of the newly proposed legislation in Connecticut, Bill 5249, which would significantly limit the general enforceability of non-competition agreements in the state. 

Contact a Norwalk Non-Competition Agreement Lawyer for Assistance

Non-competition agreements can be complicated, and it is critical to work with a lawyer before you sign an agreement and when you are trying to determine the enforceability of an agreement you have already signed. Our Norwalk non-competition agreement attorneys have years of experience serving employees in Connecticut, and we can speak with you today about your situation. We are here to review any employment contracts containing non-compete clauses, and to assist you with issues pertaining to the reasonableness or enforceability of an existing non-competition agreement. Contact Carey & Associates, P.C. online or call our office at (203) 255-4150 to learn more.

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Mark and his team at Carey & Associates are incredibly knowledgeable about Employment Law and have walked me through every step of the way. Their approach and guidance has been extremely effective in dealing with my case. They instill a sense of confidence by laying out the facts, caselaw, and risk assessment to help make well informed decisions. I would highly recommend them to anyone looking for an Employment Attorney.


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