In 2023, California affirmed its stance against noncompete clauses with the passage of Assembly Bill 1076 and Senate Bill 699. This move has not only reshaped the way businesses operate within the state but may also set a precedent that could influence the implementation of employment law well beyond California’s borders.
Assembly Bill 1076
Assembly Bill 1076 essentially nullified all noncompete agreements by rendering them unenforceable in most employment contexts. This bill echoes the principles laid out in Edwards v. Arthur Andersen LLP, emphasizing that employee mobility and competition should not be hindered by restrictive covenants.
While the bill allows for certain exceptions, such as during the sale or dissolution of a business, its broad interpretation significantly limits the scope of noncompete agreements. Additionally, the ambiguity surrounding “no-raiding” clauses persists, with legal precedents offering mixed interpretations. Employers must now navigate this uncertainty, ensuring compliance while balancing the protection of their business interests.
Worth noting, AB 1076 also includes a notice requirement. Employers must inform current and former California employees (if employed after January 1, 2022) if the noncompete clauses in their contracts are no longer valid. Employers were given a deadline of February 14, 2024 to complete this notification process and instructed to send it both to the employee’s last known physical address and email address.
Senate Bill 699
Senate Bill 699 expands the reach of California’s restrictive covenant laws, making any employment agreement that contains a restraint on trade unenforceable, regardless of where the contract was signed. This development presents a unique challenge for employers who operate in multiple jurisdictions, as agreements valid in other states may not hold up in California.
The law also empowers employees to seek damages, injunctive relief, and attorneys’ fees, further incentivizing challenges against noncompete provisions. This shift not only increases the legal risks for employers but also encourages a more employee-centric approach to contract negotiations.
Next Steps
In response to AB 1076 and SB 699, California employers must proactively review and adjust their employment agreements and do so quickly. This includes eliminating noncompete and certain nonsolicitation clauses, as well as reevaluating “no-raiding” provisions for their legal viability.
Ensuring that nondisclosure agreements (NDAs) are sufficiently robust to protect trade secrets without overstepping the boundaries of these new laws is also crucial. With deadlines already in place, employers must quickly inform relevant employees of these changes and affirm their commitment to compliance with California law.
Your Partner in Protecting Your Business Interests
As California continues to set new standards for employment agreements, businesses must stay informed and adapt to remain compliant. Whether you’re assessing current contracts or drafting new ones, understanding the implications of these laws is crucial for protecting your business and supporting your workforce. If you’re seeking guidance, Integrated General Counsel, P.C. is here to help you align your employment practices with the latest legal developments. Call (925) 399-1529 to ensure your company’s operations are both profitable and lawful.
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