Texas non-compete agreements remain enforceable in 2026 if they meet Texas Business & Commerce Code § 15.50’s “ancillary to” and “reasonable limitations” requirements. Ongoing court challenges to the FTC’s 2024 non-compete rule have created uncertainty nationally, but Texas employers still draft and litigate under established Texas statute and case law. This article explains how to […]
Texas non-competes are still enforceable in 2026 if they comply with the Texas Covenants Not to Compete Act—even after the FTC’s rule targeting most worker non-competes. The practical reality is that Texas courts continue to scrutinize scope, geography, and consideration, and federal litigation over the FTC rule has shifted many employers toward narrower, trade-secret-focused covenants.
Texas courts can still enforce non-compete clauses under the Texas Covenants Not to Compete Act (Tex. Bus. & Com. Code § 15.50) if they are ancillary to an enforceable agreement and reasonable in time, scope, and geography. The FTC’s 2024 non-compete rule created national uncertainty, but Texas enforcement remains driven primarily by state statute and
A Texas non-compete is enforceable in 2026 only if it is ancillary to an otherwise enforceable agreement and contains reasonable limits on time, geography, and scope under Texas Business & Commerce Code § 15.50. Because Texas law is highly fact-specific, small drafting mistakes can turn a non-compete into an expensive, unenforceable document. This article explains
Texas non-competes are enforceable only if they are “ancillary to” an otherwise enforceable agreement and contain reasonable limits on time, geography, and scope. For key employees in Texas, the fastest path to enforceability is tying the restriction to trade secrets, confidential information, or specialized training supported by clear consideration. This 2026 update explains how to
Texas employers can still enforce non-compete agreements under the Texas Covenants Not to Compete Act—even as the FTC’s 2024 noncompete rule faces major court challenges and limited, shifting effect. Businesses in Houston, Dallas–Fort Worth, Austin, San Antonio, and across Texas are reassessing restrictive covenants amid heightened scrutiny. This article explains Texas enforcement requirements, key exceptions
A Texas non-compete for a sales employee is enforceable only if it’s ancillary to an otherwise enforceable agreement and contains reasonable limits on time, geography, and scope under Texas Business & Commerce Code § 15.50. Because sales roles involve customer relationships and pricing intelligence, Texas courts scrutinize whether the restrictions match the employee’s actual territory
Texas law lets employers seek an injunction within days or weeks after a breach if the non-compete is “ancillary to” an enforceable agreement and reasonable in time, geography, and scope under Tex. Bus. & Com. Code § 15.50. In 2026, fast action matters because employees can move accounts, data, and goodwill quickly—often before a case
In Texas, you can enforce a non-compete only if it is ancillary to an otherwise enforceable agreement and reasonable in time, geography, and scope under Tex. Bus. & Com. Code § 15.50. The 2023 Covenants Not to Compete Act sharpened how courts evaluate restrictive covenants and reinforced Texas’s policy favoring tailored, protectable interests over overbroad
Misclassification claims can trigger back wages, payroll taxes, and civil penalties in Texas and under federal law, so a Dallas marketing agency should use a written independent contractor agreement that matches day-to-day reality. In the DFW market, agencies often engage freelance designers, paid media specialists, copywriters, and developers—roles that can blur employee/contractor lines. This article
