Is It Legally Enforceable in Washington?
Yes — non-solicitation agreements are enforceable in Washington under certain circumstances:
- Duration. An employer may not unreasonably restrict an employee for too long or in too large an area. Courts analyze the terms under the same test that is applied to non-compete agreements.[1]
- Benefits. Agreements are void unless they are agreed upon in writing, and the employee earns more than $100,000 per year. In the event of a layoff, the employee must receive adequate compensation.[2]
- Franchisees. A franchisee is not eligible to authorize a non-solicitation agreement.[3]
Types of Solicitation to Prohibit
If within reason, a non-solicitation covenant can restrict a former employee from soliciting the employer’s:
- Past or current customers/clients
- Past or current employees
- Independent contractors
- Other business relationships
What to Include
In Washington, a non-solicitation agreement should generally include reasonable limitations on the following in order to be enforceable:
1. Time Restraint
The duration of the restrictive covenant, which can range from several months to a few years, should be considered reasonable.
2. Geographical Restraint
The area where the individual is bound to the restrictive terms should be specified. Typically, this is limited to the city, county, or region where the employer is based.
3. Specific Action
Restrictions under the agreement should be clearly defined, listing the parties that the individual is prohibited from soliciting. It should also define what “soliciting” entails.
Related Forms
Washington Non-Compete Agreement
Download: PDF, MS Word, OpenDocument
Washington Non-Disclosure Agreement
Download: PDF, MS Word, OpenDocument