Utah Non-Compete Clauses — Enforcement and Defense
Whether you're enforcing a non-compete or trying to escape one, we know Utah's restrictive covenant law.
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Non-compete agreements restrict an employee's ability to work for competitors after leaving employment. Utah's Post-Employment Restrictions Act significantly limits the enforceability of non-competes, providing important protections for employees. We represent both employers seeking to enforce legitimate non-compete agreements and employees challenging overly broad restrictions.
Utah's Post-Employment Restrictions Act
Utah law caps non-compete agreements at one year in duration and requires that they protect a legitimate business interest. Overly broad restrictions — geographic scope that exceeds where the employee actually worked, activities that go beyond what the employee actually did — may be unenforceable or subject to "blue-penciling" (judicial narrowing). We analyze every non-compete against Utah's statutory standards.
Employer Remedies for Violation
Employers who can establish that a valid non-compete has been violated may seek injunctive relief to prevent further competition, damages for lost business caused by the violation, and attorney's fees. We advise employers on the strength of their agreement before pursuing enforcement — protecting against costly litigation over unenforceable restrictions.
Frequently Asked Questions
Can my employer enforce a non-compete that I signed years ago?
Potentially, but it depends on the agreement's specific terms and whether it complies with Utah's one-year cap and reasonableness requirements. Agreements signed before Utah's 2016 reform may be subject to both old and new standards. We evaluate the enforceability of your specific agreement.
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Based on 415 reviews • Available until 9 PM