Employee non-competes are not only unenforceable they are illegal!
In Ontario, unlike non-solicit and non-disclosure provisions, as of October 25, 2021 employers cannot enter into employment contracts or other agreements with employees that requires them to not-compete. Non-compete provisions prohibit employees from engaging in any business, work, occupation, profession, project or other activity that is in competition with the employer’s business. It doesn’t matter when the non-compete provisions applies, such as before, during or after employment, or where it applies, such as within a geographical region, it is still illegal.
However, there are two exceptions, the first one is where the non-compete stems from the terms and conditions of the sale or lease of an employer’s business (or part of it) that is currently operated as a sole proprietorship or partnership (not a corporation), and the seller/employer becomes an employee of the purchaser (i.e. the new employer). The second exception is where employment is for an executive level role which is someone with the following office/title:
- chief executive officer
- president
- chief administrative officer
- chief operating officer
- chief financial officer
- chief information officer
- chief legal officer
- chief human resources officer
- chief corporate development officer
- any other chief executive position
Finally this prohibition in law does not apply to non-compete provisions entered into before October 25, 2021. However, case law has often substantiated that non-competes under similar circumstances as mentioned above are unenforceable (e.g. In M & P Drug Mart Inc. v. Norton, 2022 ONCA 398, the Court of Appeal for Ontario (OCA) dismissed an employer’s appeal of an application judge’s decision that a non-competition clause in an employment agreement governed by the common law was unenforceable because it was ambiguous and overbroad).
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Read More: Employment Contracts