Our Non-Compete & Non-Solicit Practice is geared towards protecting your interests during times of employment transition. Whether you are a key employee seeking to continue working in the same field, or the employer who may face competition by a departing employee, your interests deserve the protection that our attorneys can provide.

From the employer’s perspective, interests can be placed in jeopardy when a departing employee diverts vital business assets belonging to their former employer. Without protection, the employer’s most valuable assets can be put at risk, or worse, walk right out the door. However, from the perspective of the departing employee, the ability to earn a livelihood can be unfairly limited by an overbroad non-competition or non-solicitation agreement.

Our attorneys are prepared to protect our clients’ interests by safeguarding crucial business assets, promoting fair business practices, and facilitating the transition of employees subject to post-employment restrictive covenants. Above all else, we strive to insulate our clients from unfair competition.

Our Experience

  • Non-Compete Agreements
  • Confidentiality Agreements
  • Non-Solicitation Agreements
  • Anti-Poaching or Anti-Raiding Agreements
  • Litigation

Preventative Measures

Our attorneys develop, draft, and review key documents that are pivotal to setting the stage for the transition of employees through the post-employment restrictive period. Covenants typically contained within non-solicitation, non-competition, and confidentiality agreements can be useful, effective tools, but they must be carefully drafted so as not to be construed as an unenforceable restraint on trade and lawful competition.

Non-Compete Agreements

  • Typically contained in some form of employment agreement, these covenants seek to prevent a former employee from working for a competitor within a certain geographic area for a specified period of time after departure from his or her previous employment.

Confidentiality Agreements

  • These agreements are often used to require employees to acknowledge the sensitivity of corporate information (such as trade secrets, proprietary information, intellectual property, and information technology), and to create a binding obligation on the employee not to use or disclose that information in their post-employment endeavors.

Non-Solicitation Agreements

  • When precisely drafted, these covenants prohibit departing employees from soliciting key customers that resulted from the investment of time, resources, and goodwill by the employer. Covenants prohibiting solicitation are also quite common in connection with the sale of a business, along with its goodwill.

Anti-Poaching or Anti-Raiding Agreements

  • Properly prepared anti-poaching or anti-raiding covenants can prevent a former employee from soliciting his or her former coworkers.


Quite often, a departing employee or his or her new employer will choose to disregard even a properly drafted restrictive covenant. Conversely, former employers may seek to enforce covenants that are unreasonable and overbroad — i.e., agreements that go beyond protecting their “legitimate interests.”

The litigation team of our Non-Compete & Non-Solicit Practice has decades of experience fighting to protect our clients’ interests in state and federal court — both at the trial and appellate levels. Whether in federal court litigating claims under the Defend Trade Secrets Act of 2016 (18 U.S. C. § 1836), or in state court under New York’s common law, we are prepared to vigorously protect your interests regardless of the forum.

Our litigation team has amassed a wealth of knowledge and skill in pursuing and defending against injunctions, guiding clients through arbitration and litigation proceedings, and successfully vindicating our clients’ rights at hearing or trial. We recognize that each situation is unique and that client objectives often vary. We use our substantial knowledge and years of experience to aggressively pursue negotiation and litigation strategies tailored to the needs of the people and businesses we serve.

Other Services

  • Development and creation of a comprehensive intellectual property preservation program: creating, drafting, and reviewing policies regarding the ownership, protection, and retention of company-sensitive information and data.
  • Design and implementation of a human resource program intended to train employees about unfair competition, its various forms, its impact, and the attendant consequences for violations.


News & Insights


  • Will noncompete agreements be banned in 2024?

    Will noncompete agreements be banned in 2024?

    In this episode of the Thought Leaders in Law and Business podcast, presented by Hodgson Russ and The Business Journals, Jodyann Galvin, a partner with the law firm, discusses the Federal Trade Commission’s (FTC) proposed rule to ban certain types of noncompete agreements across the nation and the likelihood it will become law in 2024.

    “One in five employees has either a current noncompete obligation or has had one in the past, and many employees don't really understand what the contours of that obligation are,” Galvin said. “What the FTC concluded was noncompetes generally are bad for business, they're bad for innovation and they're bad for employees being able to move around in the fields they have chosen.”

    The opinions about this hot topic vary widely and many commentators are questioning whether the FTC has the authority to be involved in a state matter, according to Galvin.

    Listen to this podcast to learn more.

Jump to Page

Necessary Cookies

Necessary cookies enable core functionality such as security, network management, and accessibility. You may disable these by changing your browser settings, but this may affect how the website functions.

Analytical Cookies

Analytical cookies help us improve our website by collecting and reporting information on its usage. We access and process information from these cookies at an aggregate level.

Non-Compete & Non-Solicit / News & Insights