Rhode Island Non-Solicitation Agreement

Is It Legally Enforceable in Rhode Island?

Yes. A non-solicitation agreement can be enforced if the limitations on both time and space are considered reasonable and if it does not adversely affect the public interest.^[1]

Under state law, a licensed physician should not be restricted from practicing medicine or treating patients in any area at any time after termination of employment with a particular employer.^[2]

Types of Solicitation to Prohibit

Within the bounds of the law, a non-solicitation agreement in Rhode Island can restrict a former employee from recruiting, hiring, or seeking out the employer’s:

Former or current customers/clients
Former or current employees/personnel
Independent contractors
Other business associates

What to Include

What should you include in a non-solicitation agreement.

In order to be enforceable in a Rhode Island court of law, a non-solicit covenant should include restrictive parameters on the following:

1. Time Restraint

While Rhode Island does not have a maximum cap on the duration of a non-solicitation agreement, it should be considered reasonable in the eyes of the court.

2. Geographical Restraint

The agreement should specify the location or area where the individual is bound to the restrictive terms. Typically, the geographical limitation is set to the city, county, or region where the employer is based.