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Non-Compete Agreement Review — Understand Your Geographic and Time Limits

Non-compete agreements can follow you for years after you leave a job. They determine where you can work, who you can work for, and what roles you can take. The scope — geography, industry definition, duration — determines how restrictive it actually is in practice. Revealr reads your non-compete and flags what is aggressive, what is standard, and what is potentially unenforceable.

  • Full clause-by-clause review — every section, not just the highlights
  • Risk score 0–100 — understand severity at a glance
  • Plain-English explanations — no legal jargon required
  • Specific action steps — exactly what to negotiate or ask
  • PDF + email delivery — share with the other party or an attorney
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How Courts Evaluate Non-Compete Enforceability

What Revealr checks in non-compete agreements

Geographic scope
Whether restrictions are local, regional, national, or global
Duration
6 months to 2+ years — courts view longer terms with skepticism
Industry and role breadth
How broadly "competing business" is defined
Consideration for signing
Whether you received anything of value in exchange for the restriction
Garden leave provisions
Whether you are compensated during the restriction period

Geographic and Duration Limits That Matter

Here is what a Revealr analysis looks like for a real Non-Compete Agreement.

R
Revealr Analysis
Non-Compete Agreement
Risk Score
74 / 100
CRITICAL§4.1
Overbroad Restricted Territory

This non-compete applies to any geographic region where the company conducts or plans to conduct business — effectively making it national or global in scope. Courts in most states would view this as overbroad. Request a specific state or regional limitation.

WARNING§4.3
24-Month Restriction Period — Above Standard

This non-compete restricts you for 24 months after leaving the company. Courts in most states view 6–12 months as the enforceable standard. A 24-month restriction, particularly combined with the broad geographic scope, may be difficult to enforce in full — but challenging it requires legal action and creates uncertainty during your job search.

→ Request a reduction to 12 months, which is more defensible and reflects the typical industry standard.
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What to Request When Negotiating a Non-Compete

Employees receiving a non-compete
You are being asked to sign before starting a new role
Professionals considering leaving a job
You want to understand what restrictions apply after you leave
Job candidates evaluating offers
Your offer includes a non-compete and you want to understand it before accepting

An overbroad non-compete can effectively prevent you from working in your field for 1–2 years. Understanding its scope before signing determines whether you have room to negotiate or need to walk away.

Frequently Asked Questions

It depends heavily on the state. California does not enforce non-competes at all. Most other states enforce them if they are reasonable in scope, duration, and geography. Revealr flags red flags and notes relevant enforceability context.

Courts generally view 6–12 months as reasonable. 2+ years is increasingly hard to defend. Revealr flags unusually long durations.

Nationwide non-competes are generally disfavored by courts unless the business has a genuine national presence and the employee had senior access to national operations.

A provision where you are paid during your non-compete period but not required to work. Revealr notes whether your non-compete includes compensation for the restriction period.

Yes. Geographic scope, duration, and the definition of 'competing business' are all negotiable. Many employers expect candidates to push back on aggressive terms.

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Revealr provides AI-assisted document analysis for informational purposes only. Non-compete enforceability varies significantly by state. Consult an employment attorney for high-stakes situations.