Illinois Covenant
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FAQ
There is no specific salary threshold for non-compete agreements in Illinois; however, a reasonable salary may enhance enforceability. Employers often consider the employee's compensation and the nature of their role when drafting an Illinois Covenant. High-salaried positions may have more leeway in enforcing non-compete agreements, making it crucial for both parties to understand the terms clearly.
Enforceability of Covenants As a result of a legal principle called privity of contract, the covenant will always be enforceable as between the original covenantor and covenantee, even after either or both have parted with the land in question.
Can a restrictive covenant be removed? For prospective land or property purchasers, it may be possible to speak to the vendor or 'successor in title' with a view to having any restriction lifted. In other words, you may be able to remove your restrictive covenant- but there are no guarantees.
What happens if I breach a restrictive covenant? If you own a property and unknowingly (or otherwise) breach a restrictive covenant then you could be forced to undo any offending work (such as having to pull down an extension), pay a fee (often running into thousands of pounds) or even face legal action.
What happens if I breach a restrictive covenant? If you own a property and unknowingly (or otherwise) breach a restrictive covenant then you could be forced to undo any offending work (such as having to pull down an extension), pay a fee (often running into thousands of pounds) or even face legal action.
Illinois prohibits non-compete agreements between an employer and low-wage employees (see Question 1). A non-compete agreement entered into after January 1, 2017 is illegal and void if it restricts a low-wage employee from performing any of the following: 220e Any work for another employer for a specified period of time.
If the covenant is attached to the land it is said to 'run with the land'. That means it continues to apply to the land regardless of whether either the burdened or neighbouring lands have been sold on. This means a restrictive covenant can last indefinitely even if its purpose now seems obsolete.
Typically, courts tend to enforce restrictions of between 6 and 12 months, depending upon the seniority of the employee concerned and their access to confidential information and clients. This is subject, of course, to the covenants being reasonable and necessary to protect a legitimate business interest.
In respect of covenants, for them to be enforceable, both the benefit and burden must run in common law or both must run in equity. So if the benefit runs in common law but the burden only runs in equity (or vice versa) the covenant will not be enforceable.
In other words, you may be able to remove your restrictive covenant- but there are no guarantees.If you can agree to have the covenant removed, a 'Deed of Release of Restrictive Covenant' should be drawn up and signed by the dominant and servient owners.
