Articles Discussing Restrictive Covenants In The Workplace And Other Topics Relating To Unfair Competition.

On February 16, the Federal Trade Commission (FTC) hosted a public forum to examine its proposed rule to ban non-compete agreements. 

On January 5, 2023, the Federal Trade Commission proposed a new rule with the goal of implementing a nationwide ban on the use of non-compete clauses in employment contracts.

Connecticut, Indiana, New York, Rhode Island, and Utah are among the latest states to propose further limitations on the use of post-employment restrictive covenants. Connecticut’s House Bill (HB) 6594 and New York’s Senate Bill (S) 3100 would prohibit the use of noncompetes with a wide swath of employees and independent

The U.S. Congress has joined a growing number of state legislatures and the Federal Trade Commission in seeking to curtail—or altogether end—the use of noncompetition agreements in the employment context. The newly introduced Workforce Mobility Act of 2023 would, for the most part, ban employers’ use of noncompete agreements.

On January 5, 2023, the Federal Trade Commission (FTC) issued a Notice of Proposed Rulemaking essentially banning non-compete clauses and categorizing them as unfair methods of competition. 

In the world of restrictive covenants, 2023 got off to a hot start when, in early January, the Federal Trade Commission (FTC) issued a Notice of Proposed Rulemaking (NPRM) to broadly ban the use of non-compete covenants nationally. Now, Congress has stepped into the fray, with a bipartisan group of

The Federal Trade Commission (FTC) has proposed a paradigm-breaking rule that would ban essentially all non-compete agreements. If enacted, this rule would purport to override tens of millions of contracts in every sector of the economy.

The Federal Trade Commission published a proposed rule[1] Jan. 5 that would effectively prohibit noncompete clauses for employees and other workers in all but very limited circumstances.[2]

This article focuses on the impact the proposed rule could have on employee benefit and compensation arrangements, if it becomes effective in its

A bipartisan group of U.S. Senators has reintroduced a bill, dubbed the “Workforce Mobility Act of 2023,” that would largely ban the use of employer non-compete agreements nationwide as a matter of federal law. 

On January 5, 2023, the Federal Trade Commission (FTC) issued a Notice of Proposed Rulemaking essentially banning non-compete clauses and categorizing them as unfair methods of competition. 

Harry and Meghan are spilling the tea again! Unless you have been hiding under a rock or have been blissfully disconnected from celebrity news, you have likely been bombarded with wall-to-wall coverage of bombshell after bombshell about the British Royal Family from Prince Harry, the Duke of Sussex, and

The sky is not yet falling for non-competes. Jackson Lewis principals Clifford R. Atlas, Daniel J. Doron and Erik J. Winton say the FTC’s  four varieties of alternatives to its own proposed rules suggests now is the time for employers to read the room and address any potential issues.

On January 5, 2023, the Federal Trade Commission (FTC) issued a Notice of Proposed Rulemaking essentially banning non-compete clauses and categorizing them as unfair methods of competition.

For many employers, a new year is a new opportunity to update policies, procedures, and agreements—including restrictive covenants. In addition to ensuring compliance with applicable state requirements as to timing, consideration, and restrictions, companies need to be aware of applicable compensation minimums for employees being asked to sign noncompetition and

If you have any questions about the FTC’s proposed non-compete ban and its potential impact on your business, please contact:

Tavish Brown (tbrown@hrwlawyers.com / 617-348-4366); Peter Moser (pmoser@hrwlawyers.com / 617-348-4323); or Any member of the HRW Team.

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