[vc_row][vc_column][vc_row_inner css=”%7B%22default%22%3A%7B%22margin-bottom%22%3A%222rem%22%7D%7D”][vc_column_inner width=”1/2″][vc_column_text]Non-compete agreements became increasingly big news in the US in 2023 and continue in 2024. Many states and the US federal government (including the FTC and NLRB) are taking hostile views against this age-old practice.
Non-compete agreements limit the ability of departing workers to go to a competing company. The agreements vary widely in coverage. Some define competing companies very broadly, and some have a specific list of companies. Some have short time periods, and some can be very long or indefinite. Some define specific roles at competing companies, while some are so broad you could prevent a top scientist from being a floor sweeper or receptionist at a competing company. Even geography varies – some are limited to a local area, while others are national or global.[/vc_column_text][/vc_column_inner][vc_column_inner width=”1/2″][us_image image=”766″ align=”center” link=”%7B%22url%22%3A%22%22%7D”][/vc_column_inner][/vc_row_inner][vc_column_text]Companies have long used non-compete agreements as an indirect way of protecting trade secrets. If an employee could not work for a competitor, they can’t easily disclose trade secrets.
競業避止義務がカリフォルニア州、ミネソタ州、ノースダコタ州、オクラホマ州で禁止されるようになり、企業は貴重な機密情報を保護するために、UTSAやDTSAといった州および連邦の企業秘密保護法に頼らざるを得なくなっている。
2024年のノン・コンペティション（競業避止義務）は引き続き損なわれるか、少なくとも雇用主はその範囲と期間を大幅に狭めることを余儀なくされるだろう。
This is a good thing for those of us in the trade secret world![/vc_column_text][/vc_column][/vc_row]
