Restrictive Covenants In Employment Contracts In Massachusetts
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FAQ
An NDA constitutes a legally binding agreement, albeit without the same level of scrutiny as a non-compete clause. It solely restricts the use of information rather than overall competition. Typically, the agreement will specify that the employer is entitled to injunctive relief in the event of a breach.
Massachusetts Law on Non-Disclosure Agreements: In the Massachusetts statute on taking trade secrets, there is a prohibition on taking qualifying information through such acts as embezzlement, stealing, fraud, copying, and other misconduct.
An "anti-raiding" restrictive covenant is “only reasonable, and thus enforceable, if it is (1) necessary to protect a legitimate business interest, (2) reasonably limited in time and space, and (3) consonant with the public interest.”
Conditions or restrictions, unlimited as to time, by which the title or use of real property is affected, shall be limited to the term of thirty years after the date of the deed or other instrument or the date of the probate of the will creating them, except in cases of gifts or devises for public, charitable or ...
An employee can challenge a restrictive covenant if they believe it is unreasonable or prevents them from finding suitable employment. If the covenant is too broad or not essential to protecting the employer's business, it may be deemed unenforceable by the courts.
"A covenant not to compete contained in a contract for personal services will be enforced if it is reasonable, based on all the circumstances."
Written Agreement & Timing Requirements To be enforceable in Massachusetts, a non-compete agreement must be in writing and signed by both the employer and the employee. It must also expressly state that the employee has the right to consult with a lawyer prior to signing.
Under the MNAA, to be valid and enforceable a non-compete agreement must: Be in writing and signed by both the employer and the employee. Expressly state that the employee may consult with an attorney before signing. – at least ten business days before the employment begins.
When it comes to the duration of the non-compete, the courts generally focus on what amount of time it will take the employer to hire and train a like employee. Rarely do you find enforceable employee based non-competes which exceed one (1) year in duration.
Under the new law, the geographic restrictions regarding where a former employee may not compete are limited to the area where, during the past two years of the employee's employment, he or she provided services or had a “material presence or influence.” The statute does not define the phrase “material presence or ...
