I signed a non-compete with my employer — what should I check before taking a new job?
The short answer
Before accepting a new job, reviewing what your non-compete clause actually says — not just what you remember signing — is the practical starting point. The clause's scope (what activities are restricted), duration (how long it applies), and geographic reach are what determine whether a specific new role presents a conflict. Related clauses — non-solicitation of clients, non-solicitation of employees, confidentiality — are separate and may run independently of the non-compete. State rules on non-compete enforceability vary significantly, and what a court in a given state would make of a specific clause is a question a review can help frame. Scan your agreement to see what its restrictive clauses actually say before accepting an offer.
What Dang reviews here: Dang reviews the clause language in your employment agreement — what the non-compete, non-solicitation, confidentiality, and IP terms say and what to ask about them. It does not verify wage, hour, or leave compliance.
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What a non-compete clause usually says
A non-compete clause typically defines a restricted activity (working for a competitor, in a similar role, or in the same industry), a duration (commonly six months to two years), and a geographic scope (a radius, a list of states, or a market definition). Some clauses are narrow — a specific list of named competitors; others are broad — any business "similar to" the employer's. The wording controls how the clause applies to a specific new opportunity.
Non-compete clauses often appear alongside non-solicitation clauses (restricting contact with former clients or colleagues) and confidentiality terms. These are separate clauses with separate scopes and timelines. A situation where the non-compete has expired but the confidentiality obligation continues indefinitely is common — worth checking each clause independently against the new role.
Why people worry
The worry is usually some version of: does this clause actually apply to this new job? Workers commonly report uncertainty about whether the geographic or activity scope covers their new role, whether the non-compete is enforceable in the state where they will work, and whether the employer would act on it. The clause language is the starting point for all of those questions.
What to look for in your agreement
- The activity restriction: what specific work is prohibited, and how broadly "competitor" or "similar business" is defined.
- The duration: when the clock started (signing date or separation date) and when the restriction expires.
- The geographic scope: radius, list of states, or market-based definition — and whether it matches where you will actually work.
- The governing law clause: which state's law applies to the agreement.
- Any carve-outs or exceptions that might allow the new role despite the general restriction.
Questions to ask before signing a new offer
- Ask your current or former employer whether they intend to enforce the non-compete against the specific new role.
- Ask the new employer whether their offer includes any indemnification or legal support if the former employer objects.
- Confirm which state's law governs your non-compete and whether that state has restrictions on non-compete enforceability.
- Consider having the clause reviewed alongside the new offer letter to assess whether an overlap exists.
Why scan instead of guess
The general rule tells you the baseline. Your offer tells you what you’re actually being asked to sign — and the wording is what binds. Dang reads the document and flags the clauses worth reviewing, in plain English.
The deterministic engine scores and decides what’s risky. The AI only enriches the plain-English wording — AI extracts, code decides, never the other way around.
Your original file is deleted promptly after processing — we keep only the report you can read. No account needed for a one-time scan. Free preview first; full report $6.99, one-time.
Common questions
Does the geographic scope matter if I'll work remotely?
Remote work and geographic non-compete definitions create real ambiguity — where you physically work, where your employer is located, and where clients are served can each matter depending on the clause's language and the governing state's approach. The clause wording and governing-law provision are the starting points.
How is this page different from the general non-compete explainer?
This page addresses the action-stage question — you already signed one and are evaluating a specific new role. The review focus is clause-by-clause: what your agreement says about scope, duration, geography, and related restrictions, applied to the situation you are actually in.
No account required · File deleted after analysis · Not legal advice. Dang reports contract findings in plain English — general information, not legal advice about your situation. For consequential decisions, consult a licensed attorney in your state.