In the competitive business environment of Texas, employers often turn to non-compete and non-solicitation agreements as valuable tools to protect their interests. On the flip side, employees may find themselves negotiating the terms of these agreements when entering or exiting employment. In this blog post, we'll explore the enforceability of non-compete and non-solicitation agreements in Texas, shedding light on the pros and cons for both employers and employees. We'll also discuss why involving an experienced attorney, like me, is essential in the drafting and reviewing process.
Understanding Non-Compete and Non-Solicitation Agreements:
When you start a new job or leave an old one, you may be presented with a non-compete agreement. On the flipside, as an employer, you may be considering whether you should have your employees or independent contractors enter into such an agreement. Non-compete agreements restrict employees from engaging in competitive activities, such as working for a competing business, within a specified time and geographic scope after leaving their current position.
Non-solicitation agreements, on the other hand, prohibit employees, both during employment and for a period of time thereafter, from soliciting clients, customers, or fellow employees from their former employer. Texas employment agreements frequently contain non-solicitation provisions, along with non-compete and non-disclosure provisions.