Most non-competes don't survive court. State law, overbroad scope, and missing consideration make a lot of them unenforceable. We'll tell you exactly where yours stands. 24 hours, $199.
California, North Dakota, Oklahoma, and Minnesota broadly void employee non-competes. Illinois, Massachusetts, Washington, and a dozen others require consideration, salary thresholds, or "reasonableness" tests most agreements fail.
The non-compete you signed may not survive five minutes in court. Your old employer is counting on you not knowing that. Fear of enforcement is the enforcement mechanism.
We map your non-compete against state law, scope reasonableness, and consideration standards. In 24 hours you'll know, with cited authority, whether yours is binding, blue-pencil-able, or void.
Three of the issues we routinely find. Your report covers enforceability for every restrictive covenant in your agreement.
What it means: California Business & Professions Code § 16600 voids employee non-competes outright. Even if signed in another state, California courts apply CA law when the employee works in California. AMN Healthcare v. Aya (2018) extends this to remote workers.
Recommendation: Document your work location. Save offer and employment records showing CA employment. This clause is unlikely to be enforced against you.
What it means: Courts apply a "reasonableness" test. Geography, duration, and activity scope must protect a legitimate business interest. "North America" for a regional sales role is presumptively overbroad. Many courts blue-pencil (narrow) or void such clauses entirely.
Recommendation: If challenged, this scope is likely blue-penciled to the specific territory you serviced. Often a handful of accounts, not a continent.
What it means: Illinois (Fifield v. Premier Dealer Services), Massachusetts (MA Non-Compete Act §3), and Washington require additional consideration beyond continued employment for non-competes signed after hire. Without consideration, the agreement is likely void.
Recommendation: Document the absence of any new compensation, equity grant, or promotion tied to signing. This strengthens any challenge or response to a cease-and-desist.
Send the non-compete (or full employment agreement containing it). Tell us your state, role, what you signed it for, and where you want to go next. Takes five minutes.
Our model maps every restrictive covenant against state law, federal rules, scope reasonableness, and consideration tests. A human reviewer audits before delivery.
A shareable PDF: enforceability verdict per clause with cited authority, documentation you should preserve, and recommended next moves. Add a 30-min strategy call if your situation needs walkthrough.
Employment litigation attorneys charge $500 to $1,200 an hour. We deliver enforceability analysis in 24 hours for $199.
24-hour turnaround
Everything above, plus a 30-min Zoom
Non-compete enforceability is governed entirely by state law, and the case law shifts every year. Our model indexes all 50 states plus DC. Statutory thresholds, judicial trends, blue-pencil practices, and recent appellate decisions. ChatGPT's training data goes stale. Ours is updated quarterly.
Every enforceability finding is paired with the controlling statute, case, or rule. You'll see "CA Bus. & Prof. Code § 16600" or "Fifield v. Premier Dealer Services, 2013 IL App." Not vague "many states say." If you bring this to an attorney, they can pick up from your report directly.
Every review is checked by a human before it ships. When your situation involves active litigation, a cease-and-desist letter, or specialized industry rules (broker non-competes, MD non-competes), we say so and refer you to a licensed attorney.
If we miss a material issue that your attorney catches, full refund. No friction. Every document you send sharpens the system, and we'd rather refund than push back.
$199, 24 hours, shareable PDF with cited authority. Worth a single hour of fear avoided.