Ohio non compete law enforces non competes only when they are reasonable: ohio has no non compete statute; the Ohio Supreme Court’s Raimonde v.
Van Vlerah (1975) test governs: a covenant is enforced if the restraint is no greater than required to protect the employer’s legitimate interests, imposes no undue hardship on the worker, and does not injure the public — and an overbroad covenant is modified and enforced to the extent reasonable rather than thrown out, though a 2024 Court of Appeals decision (Kross) confirms that rewriting is within the trial court’s discretion,
not required.
This guide gives the exact Ohio non compete law rule with the date we verified it, the threshold and carve-outs where they exist, what a court does with an overbroad term, and what to do if you signed one. Rules verified against the statute on 2026-10-08; confirm the current rule with Ohio Department of Commerce, Bureau of Wage and Hour Administration or an attorney before you rely on it.
Ohio Non Compete Law at a Glance
| Status | Enforceable if reasonable (common law) |
| Income threshold | No earnings threshold |
| Statute | Common law: Raimonde v. Van Vlerah, 42 Ohio St.2d 21 (1975); Rogers v. Runfola, 57 Ohio St.3d 5 (1991); Lake Land Employment Group v. Columber, 101 Ohio St.3d 242 (2004) |
| Notice / consideration | Continued at-will employment is sufficient consideration for a non compete signed by a current employee (Lake Land v. Columber, 2004, a 4-3 decision) |
| Carve-outs | None in statute |
| Overbroad terms | reform (Raimonde) — courts may modify an overbroad covenant to a reasonable time and area and enforce it as modified; a court may also decline to rewrite one with too many overbroad terms (Kross, 2024-Ohio-590) |
| In effect since | common law since Raimonde, April 2, 1975 |
In This Ohio Non Compete Law Guide:
Is a Non Compete Enforceable Under Ohio Non Compete Law?
Ohio has no non compete statute; the Ohio Supreme Court’s Raimonde v.
Van Vlerah (1975) test governs: a covenant is enforced if the restraint is no greater than required to protect the employer’s legitimate interests, imposes no undue hardship on the worker, and does not injure the public — and an overbroad covenant is modified and enforced to the extent reasonable rather than thrown out, though a 2024 Court of Appeals decision (Kross) confirms that rewriting is within the trial court’s discretion,
not required.
The statute is Common law: Raimonde v. Van Vlerah, 42 Ohio St.2d 21 (1975); Rogers v. Runfola, 57 Ohio St.3d 5 (1991); Lake Land Employment Group v. Columber, 101 Ohio St.3d 242 (2004).
Ohio Non Compete Law at a Glance
Rules verified against the statute on 2026-10-08; confirm the current rule with Ohio Department of Commerce, Bureau of Wage and Hour Administration or an attorney before you rely on it. The statute row is where to check it yourself.
| Status | Enforceable if reasonable (common law) |
| What the rule says | Ohio has no non compete statute; the Ohio Supreme Court’s Raimonde v. Van Vlerah (1975) test governs: a covenant is enforced if the restraint is no greater than required to protect the employer’s legitimate interests, imposes no undue hardship on the worker, and does not injure the public — and an overbroad covenant is modified and enforced to the extent reasonable rather than thrown out, though a 2024 Court of Appeals decision (Kross) confirms that rewriting is within the trial court’s discretion, not required. |
| Income threshold | No earnings threshold |
| Statute | Common law: Raimonde v. Van Vlerah, 42 Ohio St.2d 21 (1975); Rogers v. Runfola, 57 Ohio St.3d 5 (1991); Lake Land Employment Group v. Columber, 101 Ohio St.3d 242 (2004) |
| Notice or consideration rule | Continued at-will employment is sufficient consideration for a non compete signed by a current employee (Lake Land v. Columber, 2004, a 4-3 decision) |
| What a court does with an overbroad term | reform (Raimonde) — courts may modify an overbroad covenant to a reasonable time and area and enforce it as modified; a court may also decline to rewrite one with too many overbroad terms (Kross, 2024-Ohio-590) |
| In effect since | common law since Raimonde, April 2, 1975 |
The Reasonableness Test Under Ohio Non Compete Law
Ohio courts judge each non compete on its own facts under the Ohio Supreme Court’s 1975 Raimonde v. Van Vlerah test. A restriction is generally upheld only if it is no broader than needed to protect the employer’s legitimate interests, does not cause the worker undue hardship, and does not harm the public.
Courts look at how long it lasts, the area it covers, whether the worker had access to trade secrets or confidential information, whether it simply blocks ordinary competition, whether it would keep the worker from using general skills learned before the job, and how it affects the worker’s ability to earn a living. The employer has to prove each element with clear and convincing evidence.
Ohio courts have often upheld restrictions of about 6 months to 2 years that cover the employer’s actual market or the specific customers the worker served. Courts have narrowed or refused to enforce terms that run longer, cover areas where the employer does no business, or bar work that has nothing to do with the worker’s former role.
With an overbroad term the court will reform (Raimonde) — courts may modify an overbroad covenant to a reasonable time and area and enforce it as modified; a court may also decline to rewrite one with too many overbroad terms (Kross, 2024-Ohio-590).
Ohio Non Compete Law If You Were Fired or Laid Off
In general, Ohio law does not void a non compete just because the worker was fired or laid off instead of quitting. Some Ohio courts do consider a termination without cause when they weigh the hardship to the worker and the fairness of enforcing the agreement, so the reason the job ended can still matter.
What the Employer Must Give Under Ohio Non Compete Law
Continued at-will employment is sufficient consideration for a non compete signed by a current employee (Lake Land v. Columber, 2004, a 4-3 decision) The Ohio Supreme Court held in 2004 (Lake Land Employment Group of Akron v. Columber) that keeping an at-will employee on the job is enough consideration for a non compete signed during employment.
An Ohio employer generally does not have to give a current employee a raise, bonus, or promotion in exchange for signing one.
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Non Solicit and Non Disclosure Agreements Under Ohio Non Compete Law
A non solicit agreement only bars contacting the employer’s customers or employees, and a non disclosure agreement only protects confidential information. Neither one stops a worker from taking a job in the same field. Because they restrict less, Ohio courts generally enforce them more readily than full non competes, although they still have to be reasonable.
If You Already Signed One: Ohio Non Compete Law in Practice
Read the agreement closely for its length, the area it covers, the restricted activities, and any clause about what happens if you are terminated. Before accepting a new offer, you can ask your former employer in writing for a release or a narrower version, and you can tell your new employer about the agreement.
Because Ohio courts decide these case by case, many workers have a lawyer review the agreement before starting a competing job.
An Ohio employer can ask a court for an injunction, either temporary or permanent, that stops the worker from doing the competing work, and it can sue for money damages it can prove came from the breach. Attorney fees are generally recoverable only if the agreement specifically provides for them.
The Federal Rule and Ohio Non Compete Law
The Federal Trade Commission adopted a nationwide non compete ban in 2024, but a federal court blocked it before it took effect and the FTC later withdrew its defense; as of October 2026 there is no federal ban in force, so Ohio non compete law controls. In 2025, Ohio Senate Bill 11 was introduced to ban most non competes for workers.
As of October 2026 it is still pending in a Senate committee and has not become law. At the federal level, the FTC’s 2024 nationwide ban was struck down in court, and the FTC dropped its appeal in September 2025, so that ban does not apply.
Other Ohio Non Compete Law Rules to Know
Ohio courts can “blue pencil,” meaning they can rewrite an overly broad non compete into a reasonable one instead of throwing it out completely. A worker can therefore still be bound by a shorter or narrower version of the agreement they signed.
Think your employer owes you money or broke the law?
A non compete is a contract question, and the answer turns on your own agreement’s words. Your state bar runs a lawyer-referral service that connects you with an employment attorney for a short, low-cost first consultation — find it through the American Bar Association referral directory. Free legal aid may also help if your income qualifies.
Ohio — the bottom line
- Ohio non compete law is a reasonableness test decided case by case — the first thing to check is which side of the line your agreement falls on.
- Under Ohio non compete law, an overbroad term is reform (Raimonde) — courts may modify an overbroad covenant to a reasonable time and area and enforce it as modified; a court may also decline to rewrite one with too many overbroad terms (Kross, 2024-Ohio-590) — the words of your own agreement decide more than the headline rule.
- Ohio non compete law does not stop you from taking a new job in a different field or outside the restricted area — read the scope before you turn an offer down.
Frequently Asked Questions
Are non competes enforceable in Ohio?
Sometimes. Ohio has no non compete statute; the Ohio Supreme Court’s Raimonde v.
Van Vlerah (1975) test governs: a covenant is enforced if the restraint is no greater than required to protect the employer’s legitimate interests, imposes no undue hardship on the worker, and does not injure the public — and an overbroad covenant is modified and enforced to the extent reasonable rather than thrown out, though a 2024 Court of Appeals decision (Kross) confirms that rewriting is within the trial court’s discretion,
not required.
Is there an income threshold under Ohio non compete law?
No. Ohio has no earnings threshold; enforcement turns on whether the agreement is reasonable.
What does an Ohio court do with an overbroad non compete?
Reform (Raimonde) — courts may modify an overbroad covenant to a reasonable time and area and enforce it as modified; a court may also decline to rewrite one with too many overbroad terms (Kross, 2024-Ohio-590).
Can my employer enforce a non compete in Ohio after firing me?
In general, Ohio law does not void a non compete just because the worker was fired or laid off instead of quitting.
I signed a non compete in Ohio and have a new offer — what should I do?
Read the agreement closely for its length, the area it covers, the restricted activities, and any clause about what happens if you are terminated. Before accepting a new offer, you can ask your former employer in writing for a release or a narrower version, and you can tell your new employer about the agreement.
Official Ohio Sources & Resources
- Ohio Department of Commerce, Bureau of Wage and Hour Administration: https://com.ohio.gov/divisions-and-programs/industrial-compliance/bureau-of-wage-and-hour-administration
- Ohio non compete statute: Common law: Raimonde v. Van Vlerah, 42 Ohio St.2d 21 (1975); Rogers v. Runfola, 57 Ohio St.3d 5 (1991); Lake Land Employment Group v. Columber, 101 Ohio St.3d 242 (2004)
- Verified source: https://case-law.vlex.com/vid/raimonde-v-van-vlerah-894598220
- Verified source: https://syfert.com/caselaw/case.php?id=6865409
- U.S. Department of Labor, Wage and Hour Division — state payday requirements: dol.gov
- Federal Trade Commission — the non compete rule (status): ftc.gov
- Ohio bar lawyer referral: https://ohiobar.org/LegalHelp
This Ohio non compete law guide was last verified against official Ohio sources in October 2026. Rules change — confirm the current figure with the state agency or a licensed attorney.
More Ohio Workplace Rights Guides
- Ohio Final Paycheck Law: Deadlines and Penalties
- Ohio Wrongful Termination Laws: When a Firing Is Illegal
- Ohio At Will Employment Law: The Exceptions
- Ohio Labor Laws: Every Rule in One Place
- Unemployment and Workplace Rights Guides for All 50 States
Disclaimer: This guide is general information, not legal or financial advice. My Unemployment Rights is an independent educational resource, not a government agency and not a law firm. Final-paycheck deadlines, penalties and non compete rules change — every figure here carries the date we verified it. Confirm the current rule with your state labor department or a licensed attorney before you act.