Non-solicitation agreements have become increasingly common in the workplace, and Washington is no exception. These agreements, also known as non-compete agreements, are contracts between employers and employees that prohibit the employee from soliciting the company`s clients or customers for a certain period of time after leaving the company.
In Washington, non-solicitation agreements are enforceable as long as they are reasonable in scope and duration. This means that the agreement must be narrowly tailored to protect the company`s legitimate business interests and cannot be too restrictive on the employee`s ability to find new employment.
The Washington State Legislature has attempted to strike a balance between the interests of employers and employees by placing certain limitations on non-solicitation agreements. For example, the law prohibits non-solicitation agreements for employees who earn less than twice the state minimum wage, which is currently $13.69 per hour.
Additionally, non-solicitation agreements cannot be used to prohibit an employee from providing services to a former customer or client who seeks out the employee on their own. This means that if a customer or client seeks out the employee after they have left the company, the employee is free to provide services to them.
It is important for both employers and employees to understand the terms and limitations of non-solicitation agreements in Washington. Employers should ensure that their agreements are reasonable and narrowly tailored to protect their business interests, and employees should carefully review the terms of any agreement before signing it.
In conclusion, non-solicitation agreements are a common practice in Washington and can play an important role in protecting a company`s business interests. However, it is essential to ensure that these agreements are reasonable and do not unduly restrict an employee`s ability to find new employment or provide services to former clients or customers.