Yes, a non-compete is valid if reasonable and passes the three-pronged test.

A court will decide whether to enforce a non-compete by applying the following:^[1]

1. If the restriction is reasonably necessary for the protection of the employer’s business;
2. If it is unreasonably restrictive of the employee’s rights; and
3. Is it prejudicial to the public interest.

An attorney is prohibited from entering into a non-compete agreement that restricts their right to practice law in the State.^[2]

A non-compete is unenforceable on a franchisee if their license to operate has been canceled or not renewed by its operator.^[3]

In Iowa, no contract can be made without “good and sufficient consideration.” This also includes non-compete agreements.^[4]

For a non-compete, “continued employment for an indefinite period of time is sufficient consideration.”^[5]

3 years is deemed a reasonable timeframe.^[6]

Otherwise known as the “partial enforcement doctrine,” a court may not rewrite a non-compete that the parties did not make for themselves. The purpose is to interpret the intentions of both parties, if they are the same, and apply as intended.^[7]