Non-compete clauses hold up under common law if they’re reasonable—e.g., 6–12 months, limited geography, and tied to protecting business interests like client lists.
Overly broad clauses can be struck down in court. Reviewing contracts ensures they’re enforceable, deterring ex-employees from joining rivals without legal overreach. Expert drafting keeps them watertight and defensible. Share the clause’s purpose with staff upfront to avoid surprises when they leave. If challenged, having proof of its necessity—like client poaching risks—bolsters your case.