Employment Law: Non-Compete Agreements

Is the non-compete agreement I signed with my employer or prior employer valid?

By Scott C. Adams | Employment Law Attorney
Published: December 18, 2016

What is a non-compete agreement?

Sometime non-compete agreements are called restrictive covenants or restraint of trade agreement. Regardless of what the agreement is called, when dealing with employees, such agreements typically attempt to:

  1. prevent employees from soliciting an employer’s customers for a period of time once employment has ceased;
  2. prevent employees from soliciting an employer’s employees for a period of time once employment has ceased;
  3. prevent the employee from being employed or starting a business that competes with the employer during the employment or for a period of time after the employment.

While non-compete agreements are valid in Florida pursuant to Florida Statute 542.335, for them to be enforceable against a prior employee it must be:

  • in writing;
  • supported by a legitimate business interest;
  • be reasonable in time;
  • be reasonable in geographically scope. With regards to reasonable time, it is presumed that any restraint six months or less in duration is reasonable and more than two years unreasonable.

It is the employer’s burden to prove each of these elements. There are numerous ways an employee can contest such agreements. Obviously, an employee can demonstrate that none of the foregoing elements are present. Many non-compete agreements are held unenforceable due to an employer’s inability to prove the foregoing. In addition, an employee can present evidence that the employer materially breached the employment agreement. For example, an employee can produce evidence that demonstrates that during the employment the employer breached the employment agreement by failing to pay him or her in accordance with the employment contract or law. Under such situations the employer prior breach of the agreement would void the employee’s obligation under the non-compete agreement. An employee could also produce evidence that the employer has not been damaged by any alleged breach and thus the employee should be able to continue to work at the alleged competitor.

Whether or not a non-compete agreement is valid truly depends on the specific facts and circumstances. If you have any questions regarding your non-compete agreement you should contact a Labor & Employment lawyer at LaBar & Adams, P.A.

Scott Adams - Employment Lawyer






Scott C. Adams
Employment Law Attorney

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