Are Non-Competes Enforceable in Alabama?

Non-compete agreements are one of the most misunderstood documents in Alabama business. Employers often assume the contract their employee signed is automatically enforceable, while employees often assume it is automatically worthless. Both are wrong. Alabama law sits in the middle: it disfavors restraints on trade as a starting point, but it will enforce a carefully drafted non-compete that protects something the law recognizes as worth protecting.

This guide explains, in plain English, when Alabama courts will and will not enforce a non-compete, what the 2016 statute changed, and what both employers and employees should do when one of these agreements is in play. It is educational and not a substitute for advice on your specific contract.

Alabama's Starting Point: Restraints on Trade Are Disfavored

Alabama has long treated contracts that restrain someone from practicing their trade with suspicion. The current framework, found in Alabama Code Section 8-1-190 and the sections that follow it, begins from the premise that such contracts are void unless they fit within specific, recognized exceptions.

That means the burden is generally on the party trying to enforce the non-compete, usually the employer, to prove the agreement falls within one of those exceptions and is reasonable. A non-compete is not presumed valid simply because it was signed.

The Four Things a Valid Alabama Non-Compete Needs

To be enforceable, an Alabama non-compete generally must do four things. First, it must protect a 'protectable interest,' such as trade secrets, confidential business information, commercial relationships with specific customers, or specialized training, rather than simply shielding the employer from ordinary competition.

Second, it must be reasonable in duration. Alabama law treats a post-employment restriction of up to two years as presumptively reasonable for many roles, though the right length depends on the interest being protected. Third, it must be reasonable in geographic scope, tied to the area where the business actually operates. Fourth, it must not impose an undue hardship on the employee or harm the public.

Who Can and Cannot Be Bound

Alabama law limits non-competes to certain categories of workers. Agreements with employees in a position to use customer relationships or confidential information, and with sellers of a business or the goodwill of a business, are the classic enforceable categories.

Notably, Alabama law restricts non-competes against certain professionals. Agreements that would prevent a person from practicing certain licensed professions have historically been treated differently and may be unenforceable as applied to those individuals. If you are a licensed professional, the analysis is more nuanced and worth confirming before you act.

Courts Can Rewrite an Overbroad Agreement

If a non-compete is broader than necessary, Alabama courts do not always throw it out entirely. They may 'blue-pencil' the agreement, narrowing an unreasonable time period or geographic area down to what is reasonable and then enforcing the trimmed-down version.

This cuts both ways. Employees should not assume an overbroad clause is automatically void, and employers should not assume a court will save a sloppily drafted agreement in the exact form they prefer. The safer course for both sides is to understand how a court is likely to treat the specific language at issue.