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.
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 remain enforceable in 2026 if they meet the Texas Covenants Not to Compete Act’s requirements—despite the FTC’s 2024 attempted nationwide ban. The federal rule was challenged immediately, and Texas employers still primarily rely on state law and recent case guidance. This article explains how to draft an enforceable Texas non-compete after the FTC
Texas non-competes remain enforceable in 2026 only if they satisfy the Texas Covenants Not to Compete Act (TCCNCA) and can be justified under the FTC’s evolving federal posture. Employers face heightened scrutiny because FTC rule changes and ongoing litigation have narrowed the practical room for broad restraints. This article explains how to draft a Texas
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
Texas non-compete agreements remain enforceable in 2026 if they comply with the Texas Covenants Not to Compete Act and are narrowly tailored, but employers must also track ongoing federal FTC non-compete litigation and any applicable injunctions. The FTC’s 2024 final rule changed the compliance conversation nationwide, even where state law traditionally favors well-drafted restraints. This
Texas non-competes are enforceable in 2026 only if they satisfy the Texas Covenants Not to Compete Act—yet many will be functionally unusable if the FTC’s non-compete rule is in effect. Small businesses must draft with both Texas statutory requirements and fast-moving federal litigation risk in mind. This article explains how to structure a Texas non-compete
Texas non-compete agreements are enforceable only if they are ancillary to an otherwise enforceable agreement and contain reasonable limits on time, geography, and scope under Tex. Bus. & Com. Code § 15.50. Small businesses use them to protect customer relationships, confidential know-how, and key employees without risking an invalid, overbroad contract. This 2026 update explains
Texas non-compete agreements are enforceable only if they comply with the Texas Covenants Not to Compete Act (Texas Bus. & Com. Code § 15.50) and are “ancillary to or part of” an otherwise enforceable agreement. The 2021 amendments and recent Texas Supreme Court guidance have sharpened how employers should draft, prove, and remedy violations. This
