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  • Lisa McKellar Poursine

Navigating the Shifting Sands: Alternatives to Non-Compete Agreements

As many of you are aware, the landscape of non-compete agreements is changing rapidly. The recent NLRB memorandum presuming the illegality of noncompetes for non-managerial and non-supervisory employees has sent shockwaves through many industries, calling into question long-standing practices and stirring unease amongst employers. Meanwhile, the FTC's proposal to ban noncompetes altogether, set for vote in 2024, looms on the horizon, threatening to upend traditional mechanisms of business protection.


For many employers, these developments are causing significant apprehension. Non-compete agreements have historically been a useful tool for protecting trade secrets, proprietary knowledge, and valuable customer relationships. Without them, employers fear that they will be left exposed to predatory competition and talent poaching.


However, these regulatory changes should not be viewed as a death knell for your business protection strategies. On the contrary, they present an opportunity to evolve your policies and practices in accordance with the modern, mobile workforce. Here are some alternative mechanisms to consider:

  1. Non-Disclosure Agreements (NDAs): NDAs can be effective in safeguarding sensitive company information. They may prohibit employees from revealing proprietary or confidential data, and unlike non-competes, they do not limit future employment opportunities.

  2. Non-Solicitation Agreements: These prevent former employees from soliciting your current employees or clients. They are generally viewed as less restrictive than non-competes and are likely to withstand legal scrutiny if properly crafted.

  3. Invention Assignment Agreements: These can be used to claim ownership of innovations employees create during their tenure. It's a key way to protect your business interests and intellectual property rights.

  4. Garden Leave Clauses: Providing an employee with a paid leave period before their official termination can effectively reduce the risk of immediate competition.

  5. Employee Training and Retention Programs: Investing in your workforce can cultivate loyalty and reduce turnover. A well-structured employee program can simultaneously increase productivity and protect your business.

Yet it is critical to understand that these alternatives come with their own unique legal considerations and are not universally applicable across all industries or situations. These potential measures should be viewed not as plug-and-play solutions but as part of a customized, holistic strategy tailored to your specific needs.


The potential regulatory overhaul is indeed daunting. The risks of not appropriately adapting to these changes could be devastating to your business: loss of critical employees to competitors, leakage of trade secrets, and the potential for costly legal battles. An ill-prepared or hastily implemented policy could create long-term, potentially irreversible damage to your business.


Hence, it's an opportune time to revisit your employment contracts and business protection strategies. The invaluable counsel of an experienced employment lawyer can provide you with a roadmap to navigate these uncertain times and prepare for the evolving landscape.


McKellar Poursine, PLLC, with a focus on management-side labor and employment law, is well-equipped to guide you through this transition. We are monitoring these developments closely and stand ready to help you strategize and implement appropriate legal protections for your business.


So don't wait for the storm to hit. Let's proactively chart the course for your business in this new landscape. Reach out to us at (305) 721-2954 for a consultation today, because in this climate, forewarned is indeed forearmed.


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