Earlier this year, there was significant buzz around the Federal Trade Commission’s (FTC) proposed ban on noncompete agreements. The proposed rule aimed to prohibit employers from imposing non-competes, which the FTC argued were detrimental to fair competition and worker mobility.

However, in recent developments, a federal judge dismissed the FTC’s efforts to enforce this ban. This ruling means that, for the time being, noncompete agreements remain valid and enforceable. If you want to learn more about the implications, feel free to check out our previous post on the topic here.

What Does This Mean for Employers?

Simply put, there’s no need to change your current practices regarding noncompete agreements. If you were considering notifying employees that their non-competes are void, hold off. The ruling keeps the status quo, so you can continue to enforce noncompete clauses as you have been.

It is possible that the FTC will appeal this decision. We will keep you informed if there are any further changes on this front. In the meantime, keep doing what you’re doing.