Non-Compete Agreements in California

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Most non-compete agreements in California are illegal

Legal Protection for Retaliation Related to Non-Compete Agreements in California

With few exceptions, the California Supreme Court has held that non-compete agreements are invalid for most employment relationships. However, many employers continue to attempt to make employees sign such agreements. In fact, some California employers will retaliate against or terminate employees for refusing to sign a non-compete agreement. 

If you are being pressured to sign a non-compete agreement or have been terminated for refusing one, you may have a valid claim for wrongful termination according to public policy. 

Baker Law Group, LLP, is dedicated to pursuing the best possible outcomes for clients who have faced retaliation related to non-compete agreements. We are passionate about protecting workplace rights and are personally committed to our clients’ needs. Baker Law Group, LLP, will take your side to help you reclaim your rights and resolve your disputes.

Enforceable Non-Compete Agreements in California

Only a few non-compete agreements are enforceable in California, including:

Case Studies

Recent Case Results Include:

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Non-Compete Agreements in California FAQ

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A non-compete agreement is a contract under which one party (usually an employee) agrees not to pursue a similar profession or trade in competition against another party (usually the employer). These contracts are intended to prevent the possibility that an employee will not engage in activities that place him or her in direct competition with their employer or use sensitive information such as customer/client lists, business practices, upcoming products and marketing plans. In many instances, the non-compete agreement may be contained as a section or clause under the larger employment contract.
Proving whether or not a non-compete agreement is valid is usually the simple part of such cases. The more difficult aspect is proving that the employee was in fact terminated for refusing to sign a non-compete agreement, and not some other unrelated issue. One of the most important elements of this analysis is usually timing. If the employee was fired the same day or within a few days of refusing to sign an unenforceable non-compete agreement, the case is usually quite strong. However, if the employer waits a long time after the employee’s refusal to sign the agreement before firing him, proving the connection between the two events can be much more difficult in a wrongful termination case.

Cases Taken On Contingency

We do not charge for an initial consultation, and Baker Law Group, LLP, takes most wrongful termination cases on contingency, meaning you don’t pay until you win. When you contact Baker Law Group, LLP, we can tell you if a contingency fee structure is right for your case.