FTC Proposes Rule to Ban Noncompete Agreements

On Jan. 5, 2023, the Federal Trade Commission (FTC) announced a proposed rule that would ban noncompete clauses in employment agreements. In making its historic announcement, the agency stated that noncompete agreements harm competition; suppress wages for workers, including those not subjected to noncompete clauses; reduce labor mobility; and hamper innovation. According to the FTC, if the proposed rule becomes final, it could increase employee wages by approximately $300 billion per year and expand career opportunities for 30 million American workers.

What Will the Proposed Rule Address?

The agency’s proposed rule is based on a preliminary finding that noncompete clauses constitute unfair competition and, therefore, violate Section 5 of the Federal Trade Commission Act.

The proposed rule would generally prevent employers from taking the following actions:

• Entering or attempting to enter into noncompete agreements with employees
• Maintaining noncompete agreements with employees
• Representing to employees, under certain circumstances, that they are subject to a noncompete agreement

The proposed rule includes a limited exception for noncompete clauses between a seller and buyer of a business. Additionally, nondisclosure and nonsolicitation agreements are excluded from the definition of a noncompete clause.

The agency’s proposed rule would apply to both employees and independent contractors. If the rule becomes final, employers would be required to nullify existing noncompete agreements within six months of the publication of the final rule.

What’s Next?

Once the proposed rule is published in the Federal Register, there will be 60 days for public comment. The FTC encourages the public to comment on the proposed rule. Subsequently, the agency will review comments and determine whether to move forward with a final rule.

Even after the FTC completes the notice and comment period, it would likely be some time before this proposed rule becomes final, as the agency’s rule is likely to be challenged by employers who use noncompete agreements. While the FTC undertakes rule-making, noncompete agreements between employers and employees will remain valid. However, employers who may be impacted will want to follow the agency’s rule-making process closely.

Employers should stay tuned for updates from Strategic Services Group but otherwise operate as usual. We will keep you apprised of any notable changes.