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Ohio Non-Compete Agreement Template

Ohio generally treats continued at-will employment as enough consideration for a non-compete signed after hire. With no general statute, courts apply a reasonableness test that weighs duration, area, access to confidential information and hardship to the employee, and they may modify overbroad terms. Proposed bans have not been enacted, but they are worth watching before you rely on long restrictions.

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Ohio rules to know

  • Reasonableness test from case law

    Ohio has no general non-compete statute. Courts enforce a covenant if it is no greater than needed to protect the employer, does not impose undue hardship on the employee, and is not harmful to the public, weighing factors like duration, area and access to confidential information.

    Raimonde v. Van Vlerah, 42 Ohio St.2d 21 (1975)

  • Continued at-will employment can suffice

    For at-will employees, continued employment is generally enough consideration to support a non-compete signed after hire. Offering added consideration, such as a bonus, still strengthens the agreement.

    Lake Land Employment Group of Akron, LLC v. Columber, 101 Ohio St.3d 242 (2004)

  • Courts can modify unreasonable terms

    Ohio courts may modify an overbroad covenant and enforce it to the extent reasonable, rather than throwing it out entirely. Even so, narrowly tailored terms are far more predictable in litigation.

    Raimonde v. Van Vlerah, 42 Ohio St.2d 21 (1975)

  • Proposed bans are not yet law

    Senate Bill 11 would ban most non-competes, and a 2026 bill would limit them for health care workers, but neither had been enacted as of October 2026. Monitor the legislature before relying on long-term restrictions.

    Ohio S.B. 11 (136th General Assembly)

Last updated 2026-10-05

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Our Ohio Non-Compete Agreement template as a Word document — a general starting point you fill in yourself. Sign in free to download it.

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What a non-compete agreement covers

  • Restricted activities and competitors
  • Duration and geographic scope
  • Non-solicitation of customers and employees
  • Consideration given for the restriction
  • Remedies and reformation
  • Governing law and venue

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Frequently asked questions

Do I need to give an Ohio employee a raise to sign a non-compete mid-employment?
Not necessarily. For at-will employees in Ohio, continued employment is generally enough consideration to support a non-compete signed after hire. Offering added consideration, such as a bonus, still strengthens the agreement and can make it easier to defend if it is challenged.
How do Ohio courts decide whether a non-compete is reasonable?
Ohio has no general non-compete statute, so courts ask whether the covenant is no greater than needed to protect the employer, imposes no undue hardship on the employee, and is not harmful to the public. They weigh factors such as duration, geographic area and the employee's access to confidential information.
Is Ohio's Senate Bill 11 non-compete ban in effect?
No. Senate Bill 11 would ban most non-competes, and a 2026 bill would limit them for health care workers, but neither had been enacted as of October 2026. Ohio courts can still modify overbroad covenants, but monitor the legislature before relying on long-term restrictions.
Are non-competes enforceable?
It depends heavily on the state. A few states ban most employee non-competes outright, others cap them by salary, duration or industry, and many enforce only restrictions that are reasonable in time, area and scope.
What's the difference between a non-compete and a non-solicit?
A non-compete stops someone working for a competitor or starting a competing business. A non-solicit only stops them from poaching your customers or staff. Non-solicits are enforceable in more places, but not everywhere.
Can I use a non-compete when selling my business?
Usually yes. Sale-of-business non-competes are treated much more favourably than employee ones, even in states that otherwise ban non-competes.

Non-Compete Agreement in other states

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