In response to this case, there is currently a law that would prohibit the use of non-compete rules for employees who earn less than 15 $US per hour (US$31,200 per year) or the minimum wage in force in the worker`s community. Go on and over again to determine the status of this legislation. Competition bans cannot be enforced in North Dakota and Oklahoma. California does not recognize competition bans at all, and an employer who binds an employee to an employee after the end of employment can be sued. Hawaii banned competition bans for high-tech companies in 2015. In 2016, Utah changed the legislation and limited the new competition bans to just one year. A non-competition clause may be invalidated and unenforceable as a result of a “substantial modification” of employment. `substantial change` means changes in remuneration, responsibilities, direct reporting and title. If you have received a promotion or change of employment, the original non-compete clause may no longer be valid. Does the employer have a legitimate interest that he protects with the non-competition clause? A non-competition clause should include a clause allowing an employer to sign the former worker or grant him permission to work for a given company in a given region, to set up a competing company in a cooperative manner, etc.