We are a small firm that offers legal services at a high level of skill and sophistication.

We attempt to resolve business disputes in a practical and sensible manner.

We will help you articulate and vigorously pursue a realistic business and litigation objective.

We work efficiently and cost effectively and avoid needless duplication of effort.

Business & Commercial Litigation

Business & Commercial Litigation

Intellectual Property Litigation


Representation of Employees & Employers

Representation of Employees & Employers

Icon Phonecontact us today212-697-2715
Email Us
[et_pb_stop_stacking _builder_version=”3.29.3″ disabled_on=”on|on|on” disabled=”on” _i=”1″ _address=”″ /]

Maps and Direction

banner mobile

Non-compete agreements and enforceability

On Behalf of | Nov 19, 2016 | Employment Litigation |

Employers need to ensure their company information will be safe from competing interests. If an employee takes information learned at a job and applies it somewhere else, the company can be at risk for losing its proprietary information.

In these cases, employers may want to consider a non-compete agreement with an employee. In a non-compete agreement, an employer requires the employee to give up other employment opportunities if the employment ends. In general, this agreement prevents the employee from working in a similar field for a period of time.

Because employees are giving up certain rights by signing a non-compete agreement, courts are harsh in judging these agreements. Therefore, companies must ensure that their non-compete agreements are enforceable.

In order to be enforceable, a non-compete agreement must meet several qualifications. First, the business must have good business reasons for making its employee sign non-compete agreement. Often, these are necessary to protect intellectual property rights.

Second, to be enforceable, the non-compete agreement must include some benefit for the employee. Therefore, it is very difficult for a current employee to sign and enforceable non-compete agreement. Generally, it must be a new employee who is receiving some benefit as a result of the agreement.

Finally, the non-compete agreement must be reasonable to be enforceable. This means that it must contain reasonable limitations on where the employee can work, for how long the non-compete agreement runs and the types of businesses that the employee is prohibited from working in.

Like any contract, a non-compete agreement can be extremely important to New York business. By speaking with an attorney, companies can create enforceable agreement and understand their legal rights.

Brand Side

Arthur R. Lehman, L.L.C.
60 East 42nd Street
Suite 4600
New York, NY 10165

Phone: 212-697-2715
Fax: 646-390-6497
New York Law Office Map

FindLaw Network