Utah Non-Compete Reality Check
Answer five quick questions about a non-compete agreement and see how its length lines up against Utah's one-year statutory cap — and which exceptions may apply.
Not legal advice. This tool provides general information about Utah law only. It does not read your agreement, cannot account for every fact that matters, and using it does not create an attorney-client relationship. It never tells you whether an agreement is or is not enforceable — only a court can decide that, and only a licensed attorney can advise you about your specific situation.
Question 1 of 5
When was the non-compete signed?
Utah's Post-Employment Restrictions Act generally applies to agreements signed on or after May 10, 2016.
How long does the restriction last after employment ends?
Look for the time period the agreement says you (or your former employee) cannot compete.
Was the non-compete connected to the sale of a business?
For example, someone sold a company (or an ownership interest) and agreed not to compete as part of that deal.
Was the non-compete part of a severance agreement?
An agreement signed at or after the end of employment, in exchange for severance pay or benefits.
Are you the employee or the employer?
This only changes which consultation we point you to — it does not change the legal summary.
Your reality check
- Your restriction
- Utah's 1-year statutory cap
- Portion beyond the 1-year cap
Want an attorney to read the actual agreement?
A 30-minute agreement review covers what your non-compete likely restricts, which exceptions may apply, and your practical options.
Drafting or updating restrictive covenants?
A 60-minute drafting consult covers building non-competes, non-solicits, and confidentiality agreements designed to comply with Utah's statutory standards.
The scenarios this tool covers
General summaries of Utah law — not legal advice, and never a verdict on any specific agreement.
Signed before May 10, 2016 — the one-year cap generally does not apply
Utah's Post-Employment Restrictions Act generally applies only to post-employment restrictive covenants signed on or after May 10, 2016. Agreements signed before that date are generally evaluated under Utah's older, court-made reasonableness standards rather than the statutory one-year cap. That does not mean a longer restriction is automatically enforceable — or automatically unenforceable. An attorney can review your specific agreement and how Utah courts have treated similar ones.
Connected to a business sale — a statutory exception may apply
Utah law generally treats non-competes that arise out of the sale of a business differently: the one-year cap in the Post-Employment Restrictions Act generally does not apply to reasonable restrictions agreed to in connection with selling a business or an ownership interest. Courts still generally require such restrictions to be reasonable in scope. Because this exception is fact-specific, an attorney can review your specific agreement.
Part of a severance agreement — a statutory exception may apply
Utah law generally excepts reasonable severance agreements — mutually and freely agreed to at or after the time employment ends — from the Post-Employment Restrictions Act's one-year cap. Whether an agreement qualifies for that exception, and whether its terms are otherwise reasonable, depends on the specific facts. An attorney can review your specific agreement.
At or under one year — but duration is only one factor
A restriction of one year or less generally fits within the duration cap in Utah's Post-Employment Restrictions Act. Duration is only one factor, though: Utah courts also generally consider geographic scope, the range of restricted activities, and whether the restriction protects a legitimate business interest. A restriction within the time cap may still raise enforceability questions. An attorney can review your specific agreement.
Longer than one year — a portion may be unenforceable
Utah law generally caps post-employment restrictions signed on or after May 10, 2016 at one year. Portions beyond that may be unenforceable — exceptions exist (sale of a business, severance agreements), and other provisions such as non-solicitation or confidentiality terms are generally treated separately. An attorney can review your specific agreement.
Length unclear — the one-year cap is still the benchmark
The restriction's length is something other than a standard term, or you're not sure what it is. Utah law generally caps post-employment restrictions signed on or after May 10, 2016 at one year, so any portion that runs beyond one year may be unenforceable — though exceptions exist (sale of a business, severance agreements). The chart shows an illustrative restriction extending past the cap. An attorney can read the actual language and tell you how long the restriction really runs.
How Utah's Non-Compete Cap Generally Works
The one-year cap
For most non-competes signed on or after May 10, 2016, Utah's Post-Employment Restrictions Act generally limits the post-employment restriction period to one year from the day employment ends. Restrictions that run longer may be void to that extent.
The exceptions
The cap generally does not apply to certain agreements — including reasonable severance agreements and non-competes connected to the sale of a business. Non-solicitation, non-disclosure, and confidentiality provisions are generally treated separately from the cap.
Duration isn't the whole story
Even a restriction within the one-year cap can raise enforceability questions. Utah courts generally also weigh geographic scope, the activities restricted, and whether the agreement protects a legitimate business interest.
Disclaimer: This tool provides general legal information, not legal advice, and using it does not create an attorney-client relationship with Hepworth Legal. It summarizes Utah's Post-Employment Restrictions Act at a general level and cannot evaluate any specific agreement. Whether any particular restriction is enforceable depends on facts this tool does not collect. For advice about your situation, talk to a licensed Utah attorney.
Law summarized as of July 8, 2026. Statutes and case law change — verify current law before relying on it. Reference: Utah Post-Employment Restrictions Act, Utah Code §§ 34-51-101 to 34-51-301 (one-year limit: § 34-51-201; exceptions: § 34-51-202).