Connecticut Non Compete Law: Is Yours Enforceable? — Best Proven Guide (2026)

Connecticut non compete law enforces non competes only when they are reasonable: connecticut has no general non compete statute; courts enforce a covenant that is reasonable in time and area, protects a legitimate interest, is fair to the worker and the public, and they weigh time and geography together.

Separate statutes cap physician, physician-assistant and APRN non competes at one year and 15 miles (void if the employer ended the job without cause), bar them for security guards, broadcast employees and home-care workers, and lawyers are barred by court rule.

This guide gives the exact Connecticut 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 Connecticut Department of Labor, Wage and Workplace Standards Division or an attorney before you rely on it.

Is a Non Compete Enforceable Under Connecticut Non Compete Law?

Connecticut has no general non compete statute; courts enforce a covenant that is reasonable in time and area, protects a legitimate interest, is fair to the worker and the public, and they weigh time and geography together.

Separate statutes cap physician, physician-assistant and APRN non competes at one year and 15 miles (void if the employer ended the job without cause), bar them for security guards, broadcast employees and home-care workers, and lawyers are barred by court rule. The statute is Common law; Conn. Gen. Stat.

20-14p (physicians), 20-87k and 20-12e (APRNs, PAs, since October 1, 2023), 31-50a (security guards), 31-50b (broadcast employees), 20-681 (homemaker, companion and home-health workers).

The carve-outs matter: physicians, PAs and APRNs: max 1 year and 15 miles from the primary practice site, unenforceable if the employer terminated without cause or did not renew with a bona fide offer, and (since October 1, 2023) if the practitioner refused a material compensation change; security guards (31-50a, trade-secret exception); broadcast employees (31-50b); home-health, companion and homemaker workers (20-681); lawyers (Rule 5.6).

Connecticut Non Compete Law at a Glance

Rules verified against the statute on 2026-10-08; confirm the current rule with Connecticut Department of Labor, Wage and Workplace Standards Division or an attorney before you rely on it. The statute row is where to check it yourself.

The Reasonableness Test Under Connecticut Non Compete Law

Connecticut courts weigh five factors: how long the restriction lasts, the geographic area it covers, whether it fairly protects a real business interest of the employer, how much hardship it puts on the worker, and whether it harms the public interest. The employer’s protectable interests are usually trade secrets, confidential information and customer goodwill, not simply avoiding competition.

A restriction that is unreasonable on any one of these factors can make the agreement unenforceable.

Connecticut courts have generally upheld restrictions of about one to two years that are limited to the territory or customers the worker actually served. Courts have more often refused to enforce statewide or nationwide bans and restrictions that stop a worker from doing any work in their field, rather than only competing work.

With an overbroad term the court will blue pencil — a Connecticut court may modify an overbroad covenant when the agreement has a severability or modification clause; without one, an overbroad geographic term has voided the covenant.

Connecticut Non Compete Law If You Were Fired or Laid Off

No general Connecticut statute treats a layoff or firing differently from quitting. Some Connecticut Superior Court decisions have considered a termination without cause when weighing the hardship to the worker, but courts have not applied this the same way, so the outcome depends on the facts.

Under Connecticut non compete law, physicians, PAs and APRNs: max 1 year and 15 miles from the primary practice site, unenforceable if the employer terminated without cause or did not renew with a bona fide offer, and (since October 1, 2023) if the practitioner refused a material compensation change; security guards (31-50a, trade-secret exception); broadcast employees (31-50b); home-health, companion and homemaker workers (20-681); lawyers (Rule 5.6).

What the Employer Must Give Under Connecticut Non Compete Law

Connecticut courts have generally held that continuing at-will employment is enough consideration for a non compete signed after the job began. Some Superior Court decisions have required something more, such as a raise, bonus or promotion, so you may want to note whether you received anything new when you signed.

Non Solicit and Non Disclosure Agreements Under Connecticut Non Compete Law

A non solicit only stops you from pursuing the employer’s customers or employees, and a non disclosure agreement only protects confidential information. Neither one stops you from working in your field, so Connecticut courts generally find them easier to enforce than a full non compete.

If You Already Signed One: Connecticut Non Compete Law in Practice

Read the agreement closely for its length, the area it covers, the kind of work it restricts, and whether it applies when you are let go rather than when you quit. Before you accept a new offer, you can ask your former employer in writing for a release or a narrower restriction, and tell your new employer about the agreement.

A Connecticut employment attorney can review the agreement and tell you how it applies to your situation.

A Connecticut employer can ask a court for an injunction, which is an order stopping the competing work, and can seek money damages for proven losses. Attorney’s fees are generally recovered only if the agreement includes a fee-shifting clause.

The Federal Rule and Connecticut 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 Connecticut non compete law controls. No new Connecticut non compete law was enacted in 2025 or 2026.

Bills to limit non competes, HB 7196 in 2025 and HB 5492 in 2026, passed the Labor and Public Employees Committee but did not pass the full General Assembly.

Other Connecticut Non Compete Law Rules to Know

Connecticut limits non competes in some jobs by statute. For physicians (CGS 20-14p, as amended in 2023), a non compete is capped at one year and 15 miles and generally cannot be enforced if the employer ends the job without cause. There are also separate restrictions for security guards (CGS 31-50b) and broadcast employees (CGS 31-50a).

Frequently Asked Questions

Are non competes enforceable in Connecticut?

Sometimes. Connecticut has no general non compete statute; courts enforce a covenant that is reasonable in time and area, protects a legitimate interest, is fair to the worker and the public, and they weigh time and geography together.

Separate statutes cap physician, physician-assistant and APRN non competes at one year and 15 miles (void if the employer ended the job without cause), bar them for security guards, broadcast employees and home-care workers, and lawyers are barred by court rule.

Is there an income threshold under Connecticut non compete law?

No. Connecticut has no earnings threshold; enforcement turns on whether the agreement is reasonable.

What does a Connecticut court do with an overbroad non compete?

Blue pencil — a Connecticut court may modify an overbroad covenant when the agreement has a severability or modification clause; without one, an overbroad geographic term has voided the covenant.

Can my employer enforce a non compete in Connecticut after firing me?

No general Connecticut statute treats a layoff or firing differently from quitting. Some Connecticut Superior Court decisions have considered a termination without cause when weighing the hardship to the worker, but courts have not applied this the same way, so the outcome depends on the facts.

I signed a non compete in Connecticut and have a new offer — what should I do?

Read the agreement closely for its length, the area it covers, the kind of work it restricts, and whether it applies when you are let go rather than when you quit.

Official Connecticut Sources & Resources

• Connecticut Department of Labor, Wage and Workplace Standards Division: https://portal.ct.gov/dol/divisions/wage-and-workplace-standards
• Connecticut non compete statute (Common law; Conn. Gen. Stat. 20-14p (physicians), 20-87k and 20-12e (APRNs, PAs, since October 1, 2023), 31-50a (security guards), 31-50b (broadcast employees), 20-681 (homemaker, companion and home-health workers)): https://www.cga.ct.gov/current/pub/chap_557.htm
• Verified source: https://www.ebglaw.com/assets/htmldocuments/uploads/2022/12/Poppick-Torkelsen-Dec2022-Non-Compete-Laws-Connecticut-3-506-2779.pdf
• Verified source: https://prdext3.cga.ct.gov/2007/ACT/PA/2007PA-00237-R00HB-06989-PA.htm
• Verified source: https://www.cga.ct.gov/2023/ACT/PA/PDF/2023PA-00097-R00SB-00009-PA.PDF
• U.S. Department of Labor, Wage and Hour Division — state payday requirements: dol.gov
• Federal Trade Commission — the non compete rule (status): ftc.gov
• Connecticut bar lawyer referral: https://hartfordbar.org/lawyer-referral

This Connecticut non compete law guide was last verified against official Connecticut sources in October 2026. Rules change — confirm the current figure with the state agency or a licensed attorney.

More Connecticut Workplace Rights Guides

• Connecticut Final Paycheck Law: Deadlines and Penalties
• Connecticut Wrongful Termination Laws: When a Firing Is Illegal
• Connecticut At Will Employment Law: The Exceptions
• Connecticut 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.