Employee Noncompetes: Enforceable if Employee Quits After 3 Months? Maybe Not.
Seems that in Illinois a noncompete covenant in an employment offer letter is unenforceable if the only consideration given the employee is the promise of continued employment.
A case in Illinois involving an individual who sued his former employer seeking a ruling that his noncompete was unenforceable illustrates a potential pitfall for employers trying to prevent employees from leaving to work for competitors. Employers in many states routinely make offers of employment through offer letters, containing compensation terms, job duties and, sometimes, noncompete restrictions that apply during and after employment. Sometimes – but not always – the noncompete is coupled with a pre-agreed severance payment negotiated at the start of employment that would kick in upon any employment termination.
The case, Fifield v. Premier Dealer Services, Inc., was issued in June 2013 and the report can be found here. The question raised in the Illinois case was whether the absence of such a pre-agreed severance payment made the noncompete unenforceable. The employer argued that the offer of employment itself was adequate consideration in exchange for the employee’s agreement to not work for a competitor. The First District of the Illinois Appellate Court said not so, and the Illinois Supreme Court declined to review the appeal.
Read More