Noncompete Clause Rule: A
Compliance Guide for Businesses
and Small Entities
FEDERAL TRADE COMMISSION
I. Background
The Federal Trade Commission’s Noncompete Clause Rule bans all new noncompete
clauses—you cannot enter into new noncompetes with any workers after the Rule goes
into effect. Any existing non-competes with workers, except non-competes with senior
executives, are unenforceable as of September 4, 2024, when the Rule is set to go into
effect. You cannot enforce an existing non-compete against such a worker or represent
to such a worker that they are covered by an enforceable non-compete. You must notify
these workers that their non-competes are unenforceable.
This publication serves as a small entity compliance guide under the Small Business
Regulatory Enforcement Fairness Act. Your best source of information is the text of the
Noncompete Clause Rule itself. You can also find more information about the Rule
here. You can contact the FTC at noncompet[email protected] with questions or comments
about the Rule. This document represents the views of FTC staff and is not binding on
the Commission.
II. Three Steps to Complying with the Rule
Here’s what your business needs to know to comply.
Step 1: Do not include noncompetes in future employment contracts, paperwork,
or websites.
This applies to all workers, including senior executives. “Paperwork” includes
employee handbooks and workplace policies.
Step 2: If you have active noncompetes, give notice to those current and former
workers who are not senior executives that their noncompetes are unenforceable.
Model language for the notice can be found here. If you prefer, you can write
your own notice. You can deliver notice by email or text message, or deliver a
paper notice by hand or mail. If you don’t have any contact information for a
former worker, you don’t have to send the notice.
Notice is not required for senior executives because their existing
noncompetes are not affected by the Rule. As part of this step, consider
whether any of your workers with active noncompetes are senior executives.
Step 3: Do not enforce existing noncompetes going forward for workers other
than senior executives.
For workers other than senior executives, don’t enforce a noncompete in court or
threaten workers or former workers with enforcement. You can still enforce an
existing noncompete with a senior executive. You can also still enforce a claim
that a noncompete was breached before the Rule’s effective date.
III.Frequently Asked Questions
When is the effective date?
The Rule is set to go into effect on September 4, 2024.
Which workers are covered by the Rule?
The Rule applies to noncompetes with all workers, whether full-time or part-time,
including employees, independent contractors, interns, externs, volunteers,
apprentices, and others—but there are different requirements for senior
executives as defined by the Rule (see Questions 5-6).
Which businesses are covered by the Rule?
The Rule covers all types of businesses in nearly all industries. Some employers
are outside the FTC’s jurisdiction and therefore not subject to the Rule. This
includes banks, savings and loan institutions, federal credit unions, common
carriers, air carriers, and certain non-profits.
What is a noncompete?
A noncompete clause is a term or condition, often in an employment contract,
that prohibits, penalizes, or functionally prevents a worker from getting a different
job or starting a business after leaving their employment. Here’s what that
covers:
• Prohibits: Terms and conditions expressly saying that a worker can’t get
another job, such as with a competitor, or start a business.
• Penalizes: Terms and conditions that require a worker to pay a penalty if they
get another job or start a business.
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• Functionally prevents: Terms and conditions that aren’t labeled as
noncompetes but are so restrictive that they effectively prevent a worker from
getting a new job or starting a business.
Is there something different about how noncompetes with senior executives are
treated under the Rule?
Yes. After September 4, 2024, when the Rule is set to go into effect, you can’t
enter into a new non-compete with any worker covered by the Rule—that
includes senior executives. However, an existing non-compete with a senior
executive is still valid. In contrast, for workers other than senior executives, you
cannot enforce existing non-competes after the effective date, set to be on
September 4, 2024, and you must give these workers notice that their non-
competes will not be enforced.
How is senior executive defined?
A worker is a senior executive if they earn more than $151,164 in compensation
a year and are in a “policy-making position.” Compensation can include salary,
commissions, performance bonuses and any other compensation agreed to that
the worker knows and can expect, but does not include items like benefits or
board and lodging. If the worker worked only for part of the year, you can
annualize their earned compensation to see if they meet the threshold. Policy-
making position includes the president, CEO, or someone else with authority to
make policy decisions for the entire company.
Do I need a lawyer to comply with the Rule?
No. You can always consult a lawyer if you want to, but the 3 steps to comply are
all most businesses must do to comply with this Rule.
What if I don’t use noncompetes?
You don’t need to take any steps to comply with this Rule. Just make sure you
don’t use noncompetes in the future.
Can I send an all-staff email using the model language and meet the notice
requirement for my current workers?
Yes, an all-staff email with the model language meets the requirement. You can
send an all-staff email even if you use noncompetes only for some workers.
Is the model language available in any languages other than English?
Yes. The model language has been translated into Spanish, Arabic, Tagalog,
Simplified Chinese, Vietnamese, and Korean. You can include any of those
translated versions alongside the English version.
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Can I hire a worker who had a noncompete in their prior job?
Yes, if the prior non-compete is covered by the Rule. Unless the worker was a
senior executive, the prior non-compete is no longer enforceable after September
4, 2024, when the Rule is set to go into effect.
Does the Rule apply to noncompetes between businesses?
The Rule only applies to noncompetes between businesses and workers. For
example, the Rule does not apply to noncompetes in franchisor/franchisee
contracts, but it does apply to noncompetes between employers and workers at
franchises. However, those other noncompetes, including between businesses,
would still be subject to other antitrust laws.
What if I’m selling my business?
The Rule doesn’t apply to noncompetes between a buyer and seller of a
business (or potentially the seller’s share of a business). The seller can agree to
a noncompete individually, but not for any of the business’s workers. The Rule
prohibits noncompetes for workers, including in a sale of business context.
What if I know of another company enforcing noncompetes? Can I report them to
the FTC?
Yes, you can help the FTC ensure that everyone complies with the Rule and
protect fair competition by reporting any non-complying businesses with an email
to noncompete@ftc.gov.
Are there any recordkeeping or reporting requirements?
No. All you need to do once you send the notice is make sure that you don’t
enter into or enforce noncompetes going forward.
IV. Your Opportunity to Comment
The National Small Business Ombudsman and 10 Regional Fairness Boards
collect comments from small businesses about federal compliance and
enforcement activities.
Each year, the Ombudsman evaluates the conduct of these activities and rates
each agency’s responsiveness to small businesses. Small businesses can
comment to the Ombudsman without fear of reprisal. To comment, call toll-free 1-
888-REGFAIR (1-888-734-3247) or go to www.sba.gov/ombudsman.
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