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A non-compete clause restricts where and for whom you can work after you leave. Whether it is enforceable is heavily dependent on where you are: some states refuse to enforce employee non-competes at all, others enforce them only when they are narrow, and recent federal attention has pushed further limits. Even where they are allowed, courts generally require the restriction to be reasonable in scope, geography, and duration, and tied to a legitimate business interest.
The clauses that get struck down tend to share the same traits: an indefinite or very long term, a nationwide or industry-wide reach, or a definition of "competitor" so broad it blocks almost any next job. The checker above helps you spot those red flags before you sign or before you assume you are bound.
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No. Enforceability depends on your state, and several states sharply limit or refuse to enforce employee non-competes. Even where allowed, an unreasonable scope or duration can make a clause unenforceable.
An indefinite or very long term, a huge geographic or industry reach, or a "competitor" definition broad enough to block nearly any job. Courts weigh these against a legitimate business interest.
Not necessarily. A signed clause can still be unenforceable if it exceeds what your state allows. Signing does not override the law that governs the clause.
That depends on the specific terms and your state. Main AI can analyze the exact clause and flag the risky terms; this tool is informational and not legal advice.
This tool is general information, not legal, medical, or financial advice. Rules vary by state and change over time; verify anything important against your state’s current rules or a qualified professional.