When Employees Can (& Can't) Be Forced to Sign a Non-Compete
Can an Employer Compel Existing Employees to Sign a Non-Compete Agreement?
The Competing Policy Arguments Both For - And Against - Allowing Employers to Push Existing Employees to Sign a Non-Compete
"We now turn to the heart of the plaintiff's argument, the absence of additional consideration for the restrictive covenant, which he claims was necessary because he already had been hired as an independent contractor some months before. As the plaintiff contends, courts in other jurisdictions have held that some additional consideration, not the mere continuation of employment (the consideration asserted by the defendant in this case) must be given to support a restrictive covenant once employment has begun (see, Freeman v. Duluth Clinic, 334 N.W.2d 626 [Minn]; George W. Kistler, Inc. v. O'Brien, 464 Pa 475, 347 A2d 311; Mail–Well Envelope Co. v. Saley, 262 Or. 143, 497 P.2d 364; Kadis v. Britt, 224 N.C. 154, 29 S.E.2d 543; Schneller v. Hayes, 176 Wash. 115, 28 P.2d 273; Morgan Lumber Sales Co. v. Toth, 41 Ohio Misc. 17, 321 N.E.2d 907). The reasoning underlying this view may be stated simply: since the employer's obligation under the covenant amounted to do no more than to employ the employee executing the covenant, something the employer already had agreed to do at the time of the initial employment, no consideration was given for the later agreement (see, Perthou v. Stewart, 243 F.Supp. 655, 658, citing McCombs v. McClelland, 223 Or. 475, 476, 483, 354 P.2d 311).
"On the other hand, there are a number of courts which have recognized continued employment as consideration sufficient to support a covenant not to compete where discharge was the alternative or where the employee remained with the employer for a substantial time after the covenant was signed (Affiliated Paper Cos. v. Hughes, 667 F.Supp. 1436 [ND Ala]; Mattison v. Johnston, 152 Ariz 109, 730 P2d 286; Research & Trading Corp. v. Powell, 468 A.2d 1301 [Del Ch]; Corroon & Black of Illinois, Inc. v. Magner, 145 Ill.App.3d 151, 98 Ill.Dec. 663, 494 N.E.2d 785; Hogan v. Bergen Brunswig Corp., 153 N.J.Super. 37, 378 A.2d 1164; Thomas v. Coastal Industrial Services, Inc., 214 Ga. 832, 108 S.E.2d 328; Roessler v. Burwell, 119 Conn. 289, 176 A. 126)."We believe the latter position to be the better view. Because in at-will employment the employer has the right to discharge the employee (or, as here, an independent contractor providing services under a similar arrangement), without cause, and without being subject to inquiry as to his or her motives (Sabetay v. Sterling Drug, supra ), forbearance of that right is a legal detriment which can stand as consideration for a restrictive covenant ..."Accepting the plaintiff's position would mean that the employer would have to fire the at-will employee and then immediately offer to rehire the employee on the condition that he or she sign the covenant in order to protect the covenant from a later attack that it lacked consideration (see, McRand, Inc. v. Van Beelen, 138 Ill.App.3d 1045, 93 Ill.Dec. 471, 486 N.E.2d 1306)."We will not encourage unnecessary legal dramatics."
The answer as to whether an employer can compel an existing employee to sign a restrictive covenant - without offering anything in exchange for it other than continued employment - depends almost entirely on the jurisdiction that you're in. In New York (where I practice), the answer is yes. Of course, this only means that the agreement passes the first hurdle, and isn't automatically invalidated out of the gate for lack of consideration. That does not mean the agreement cannot be invalidated on other grounds, such as overbreadth in geographic scope or duration.
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