Many employers try to protect their business interests by requiring employees to sign agreements restricting them from engaging in competitive activity during their employment and for a certain time period after they leave the job. A typical non-compete may restrict the employee for up to two years from working for a competitor in a certain geographic area where s/he will perform duties similar to those performed for the employer. Some employers, however, try to obtain much more restrictive agreements. For example, they may seek to prevent the employee for five years or more from working for a competitor anywhere in the world or in any capacity.
In Georgia, the date on which you signed your non-compete agreement is critical. On November 3, 2010, the state legislature enacted new laws and constitutional amendments making it far easier for employers to enforce non-competes. There is some disagreement over whether the new law applies to agreements signed prior to May 11, 2011. In other words, if you signed a non-compete after May 11, 2011, you will have a much more difficult time getting out from under it.
Previously, under the old law, a non-compete could be stricken down for a variety of reasons. Often these agreements were found void because one or more aspects of their restrictions were considered unreasonable. For example, if the duration was too long, the geographic reach too wide or the restricted activity too broad.
However, under the new law, courts are authorized to utilize “blue penciling” to modify an unreasonable non-compete by narrowing its restrictions to make them reasonable and enforcing the modified version. For example, if the court finds a nationwide geographic scope unreasonable, it could limit it to the State of Georgia and enforce the non-compete as modified.
If you breach a non-compete or non-solicitation agreement, your former employer could bring a lawsuit against you (and your new employer) to enforce the agreement and, if it wins, obtain money damages and other relief, including disgorgement of profits earned in a competing business, an order barring you from working for your new employer, and requiring you to pay your former employer’s attorneys’ fees. In other words, a mistake in this area could have a serious impact on your ability to earn a living.
If you are subject to a non-compete or non-solicitation agreement and are considering making a move, it is critical that you obtain advice from an attorney experienced in dealing with restrictive covenants in Georgia, such as the Atlanta non-compete lawyers at Law Offices of Gregory R. Fidlon, P.C.
DISCLAIMER: Material presented on this website is intended for informational purposes only. It is not intended as professional advice and should not be construed as such. Transmission of the information and material herein is not intended to create, and receipt does not constitute, an attorney-client relationship with Law Offices of Gregory R. Fidlon, P.C. or any member thereof.
Law Offices of Gregory R. Fidlon, P.C. is an employment law and business litigation law firm serving clients in the metro Atlanta area and throughout the State of Georgia, including Acworth, Alpharetta, Buckhead, Buford, Canton, Carrollton, Cartersville, Chamblee, Clarkston, College Park, Conyers, Covington, Cumming, Dacula, Decatur, Doraville, Douglasville, Druid Hills, Duluth, Dunwoody, East Point, Fayetteville, Forest Park, Gainesville, Grayson, Griffin, Johns Creek, Jonesboro, Kennesaw, Lawrenceville, Lilburn, Lithonia, Loganville, Macon, Marietta, McDonough, Milton, Morrow, Newnan, Norcross, Peachtree City, Riverdale, Roswell, Sandy Springs, Smyrna, Snellville, Stockbridge, Stone Mountain, Sugar Hill, Suwanee, Vinings, Winder, Woodstock, Bartow County, Cherokee County, Clayton County, Cobb County, Coweta County, DeKalb County, Douglas County, Fayette County, Forsyth County, Fulton County, Gwinnett County, Henry County, Paulding County and Walton County.