However, an overly broad NQF can prevent an employee from working elsewhere. Originally, English customary law held such a restriction to be inapplicable under the doctrine of public policy.  Current case law provides for exceptions, but generally applies ACSs only to the extent necessary to protect the employer. Most jurisdictions in which such contracts have been reviewed by the courts have held that NQFs are legally binding as long as the clause contains reasonable restrictions on the geographical area and the period during which an employee of a company is not allowed to compete.  Non-compete obligations cannot be enforced in North Dakota and Oklahoma. California does not recognize any non-compete obligation, and an employer that binds an employee to one after the termination of employment can be sued.  2. Do I have to accept a non-compete obligation? For example, hair salons sometimes ask stylists to sign negotiated non-compete agreements that would prevent them from working for other salons in the same city for a period of time. In the United States, the legal status of non-competition clauses falls under the jurisdiction of the state.
States differ considerably in the application and recognition of non-competition clauses, and many state legislators have recently begun a debate and updated legislation on non-competition clauses. .