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Under Texas law, a non-disclosure agreement is enforceable even if it is coupled with an unenforceable non compete agreement or invalid non-solicitation provision.
Generally, confidentiality agreements are enforceable when they meet the general requirements of a contract.
To avoid an NDA being declared unenforceable because of being too broad, you could provide context for the agreement and its terms. The NDA can also be invalidated where the Receiving Party received the confidential information not through your disclosure but through an entirely separate third party.
Due to the Statute of Frauds, an agreement generally must be in writing to be enforceable if it lasts for more than a year. If your NDA was only verbal, you can probably break it after a year.
What is a unilateral NDA? A unilateral NDA allows you to limit how another party can use or share your company's confidential information. This information can be anything you want the other party to keep secret, such as business plans, trade secrets, designs, and unpatented inventions.
Non-Competes often contain non-solicitation clauses, which say that the employee cannot solicit clients, customers, and other employees of the business. NDAs on the other hand can contain non-circumvention clauses.
The purpose of a non-circumvention (or non-circumvent) agreement is to prevent one or more parties from being passed over in a transaction, leaving them without full compensation for their labor or involvement.
A confidentiality (or nondisclosure) and non-circumvention agreement to be used by a party that wants to both prevent a counterparty's misuse of its confidential information and prevent the counterparty from working directly with the disclosing party's business contacts in a manner that damages the disclosing party.
A Texas non-disclosure agreement allows an entity to protect its Trade Secrets when starting new business relationships.
Non-disclosure agreements (NDAs) and non-compete agreements, also called a non-competition agreement or covenant not to compete, have distinct purposes. Both documents, however, are restrictive covenants that limit what an employee can say or do, and (often) where they can and cannot work.