§ 1. Governing Statutory & Common Law Authority
The enforceability of non-competition agreements in Connecticut is governed by Common law. Non-competes enforceable if reasonable in time, geographic scope, and the type of activity restricted.
§ 2. Compensation Threshold Requirements
Connecticut does not impose a minimum salary threshold for non-compete enforceability. This means non-competes may be enforced against employees at any income level, including hourly and part-time workers.
§ 3. Temporal Limitations on Post-Employment Restrictions
Connecticut does not codify a maximum duration. Courts look at reasonableness; 1-2 years typical. In practice, 1-2 years is generally considered the outer limit of reasonableness, though outcomes vary significantly based on the employee's role and access to trade secrets.
§ 4. Judicial Modification (Blue Pencil Doctrine)
Connecticut follows the blue pencil doctrine: courts can narrow overbroad non-compete provisions rather than voiding the entire agreement. This means even a poorly drafted non-compete may be partially enforced after judicial modification.
§ 5. Consideration & Contract Formation
Continued employment or additional consideration. Whether this is legally sufficient — especially for agreements presented mid-employment rather than at hiring — is frequently contested.
§ 6. Effect of Involuntary Termination
Involuntary termination is a factor courts consider. Courts may apply heightened scrutiny when the employer initiated the termination, particularly for termination without cause or mass layoffs.