All Comparison Tables
Non-Compete Enforceability
Compare non-compete agreement enforceability status (enforceable, banned, or limited) and key restrictions across all 50 states.
50 States2 data columnsLast updated: 2025-12-15
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| State | Status | Key Restrictions |
|---|---|---|
| AL - Alabama | Enforceable | Must be reasonable in time, geography, and scope; 2-year max typical |
| AK - Alaska | Enforceable | Must be reasonable and ancillary to legitimate business interest |
| AZ - Arizona | Enforceable | Reasonable restrictions enforced; courts may blue-pencil overly broad terms |
| AR - Arkansas | Enforceable | Must protect legitimate interest; reasonable time and geography required |
| CA - California | Banned | Non-competes void except in sale-of-business context (Bus. & Prof. Code § 16600) |
| CO - Colorado | Limited | Banned for workers earning under $112,500/yr (2024); highly compensated/management only |
| CT - Connecticut | Enforceable | Must be reasonable; courts apply five-factor test |
| DE - Delaware | Enforceable | Courts look at reasonableness of time, geography, and activity scope |
| FL - Florida | Enforceable | Statutory framework (Fla. Stat. § 542.335); presumed reasonable up to 2 years |
| GA - Georgia | Enforceable | 2011 constitutional amendment allows enforcement; 2-year max for employees |
| HI - Hawaii | Limited | Banned for tech workers (Act 158, 2015); enforceable for others if reasonable |
| ID - Idaho | Enforceable | Key employees only; must not impose undue hardship; 18-month max typical |
| IL - Illinois | Limited | Banned for workers earning under $75,000/yr (as of 2022); adequate consideration required |
| IN - Indiana | Enforceable | Must be reasonable; blue-pencil doctrine applied |
| IA - Iowa | Enforceable | Must be reasonable and supported by consideration; time/geography must be limited |
| KS - Kansas | Enforceable | Must protect legitimate business interest; reasonable restrictions only |
| KY - Kentucky | Enforceable | Must be reasonable in scope; blue-pencil applied |
| LA - Louisiana | Enforceable | Must specify parishes/municipalities; max 2 years (La. R.S. § 23:921) |
| ME - Maine | Limited | Banned for workers earning under 400% of federal poverty level; 1-year max |
| MD - Maryland | Limited | Banned for workers earning under $15/hr or $31,200/yr; otherwise enforceable |
| MA - Massachusetts | Limited | Max 1 year; garden leave or other consideration required; banned for hourly/non-exempt |
| MI - Michigan | Enforceable | Must be reasonable in duration, geography, and scope (MCL § 445.774a) |
| MN - Minnesota | Banned | Banned effective July 1, 2023; existing agreements may still be enforced |
| MS - Mississippi | Enforceable | Must be reasonable; courts look at totality of circumstances |
| MO - Missouri | Enforceable | Must be reasonable and necessary to protect legitimate interest |
| MT - Montana | Enforceable | Disfavored but enforceable if reasonable; narrow construction applied |
| NE - Nebraska | Enforceable | Must not be oppressive; reasonable time and geography required |
| NV - Nevada | Enforceable | Must be supported by consideration; courts can blue-pencil (NRS § 613.195) |
| NH - New Hampshire | Limited | Banned for low-wage workers; employer must provide copy before hire |
| NJ - New Jersey | Enforceable | Must protect legitimate interest; must not impose undue hardship |
| NM - New Mexico | Enforceable | Must be reasonable; courts look at totality of circumstances |
| NY - New York | Enforceable | Must be reasonable and necessary; courts may sever unreasonable terms |
| NC - North Carolina | Enforceable | Must be reasonable in time and territory; consideration required at hire |
| ND - North Dakota | Banned | Non-competes generally void (NDCC § 9-08-06); sale of business exception |
| OH - Ohio | Enforceable | Must be reasonable; courts apply reasonableness test |
| OK - Oklahoma | Banned | Non-competes generally void (15 O.S. § 219A); non-solicitation agreements allowed |
| OR - Oregon | Limited | Max 1 year; only for employees earning over median income; must inform at hire |
| PA - Pennsylvania | Enforceable | Must be reasonable and supported by consideration; blue-pencil applied |
| RI - Rhode Island | Limited | Banned for low-wage, nonexempt, student, and under-18 workers; 1-year max |
| SC - South Carolina | Enforceable | Must be reasonable and necessary; narrow construction applied |
| SD - South Dakota | Enforceable | Must protect employer's legitimate interest; must be reasonable |
| TN - Tennessee | Enforceable | Must be reasonable; consideration required; blue-pencil applied |
| TX - Texas | Enforceable | Ancillary to enforceable agreement; reasonable time, geography, scope (Bus. & Com. Code § 15.50) |
| UT - Utah | Enforceable | Max 1 year for post-employment; must be reasonable (Utah Code § 34-51-201) |
| VT - Vermont | Enforceable | Must be reasonable and serve legitimate interest; disfavored |
| VA - Virginia | Limited | Banned for low-wage workers (under $60,517/yr or hourly); enforceable for others |
| WA - Washington | Limited | Banned for workers earning under $116,594/yr (2024); max 18 months |
| WV - West Virginia | Enforceable | Must be reasonable in time and geography; supported by consideration |
| WI - Wisconsin | Enforceable | Must be reasonably necessary; blue-pencil doctrine not applied (void if overbroad) |
| WY - Wyoming | Enforceable | Must be reasonable and protect legitimate interest |
This information is provided for general educational purposes only and may not reflect the most recent legislative changes. Always verify current law with official state sources or consult a licensed attorney in the relevant jurisdiction.