If you've ever been told you couldn’t take a new job because of a non-compete clause, you're not alone—and you may have more options soon. While non-compete agreements are still enforceable in North Carolina under certain conditions, that could change.

In 2025, North Carolina lawmakers introduced House Bill 269, the Workforce Freedom and Protection Act, which aims to restrict or ban non-compete clauses for most workers. But here’s the key: HB 269 has not become law yet. It remains stalled in committee and has not received a vote.

What HB 269 Proposes to Do

If passed, HB 269 would:

  • Ban non-compete agreements for employees earning less than $75,000 per year

  • Outlaw “no-poach” agreements between businesses that restrict employee movement

  • Prevent employers from forcing workers to resolve legal disputes in other states or under laws less protective than North Carolina’s

The bill was introduced in March 2025 and is still pending in the North Carolina House. It hasn’t passed any committees or advanced toward a vote.

Why This Matters – A Growing National Trend

Even though HB 269 hasn’t moved yet, North Carolina is part of a broader national shift. Across the country:

  • The Federal Trade Commission (FTC) has proposed a rule that would ban most non-competes nationwide.

  • States like California, Minnesota, and Oklahoma already prohibit most non-compete agreements.

  • Employers in many industries are scaling back their use of these restrictions due to increased legal scrutiny and workforce mobility concerns.

In short, momentum is building to limit these restrictive contracts—North Carolina just hasn’t caught up yet.

What Employees Can Do Now

While we wait to see whether HB 269 gains traction:

  • Review your existing non-compete: Just because it's in your contract doesn't mean it's enforceable.

  • Push back before you sign: Don’t assume you have to accept a non-compete as a condition of employment.

  • Consult legal counsel if you’re unsure: Courts in NC may still enforce reasonable non-competes—but what’s “reasonable” depends on the facts.

Our Take

At Gibbons Law Group, PLLC, we’ve seen how non-compete clauses are often used to intimidate or limit employee mobility—especially for lower-wage and mid-level workers who pose no real competitive threat. While HB 269 hasn’t passed yet, we believe the writing is on the wall. North Carolina is beginning to take notice, and change could be on the horizon.

✅ Need Help?

If you’re being asked to sign—or are being threatened with—a non-compete agreement, we can help you evaluate your rights and options. Don’t let a piece of paper hold your career hostage.

📞 Call Gibbons Law Group, PLLC at 704-612-0038
or
💬 Contact us online to schedule a confidential consultation.

Post A Comment