Are Non-Competes Enforceable in Maine?
Last updated: 2026-10-07 · Verified against the statutes 2026-10-07
Pay threshold / worker limits
Void at or below 400% of poverty ($63,840); strict notice rules
Maine treats non-competes as contrary to public policy and enforces them only if reasonable and no broader than needed to protect trade secrets, confidential information or goodwill. They are banned for workers earning at or below 400% of the federal poverty level ($63,840 using the 2026 guideline), for non-owner veterinarians and, since July 29, 2026, for licensed health care practitioners who do not own part of their employer. Employers must disclose before the offer that a non-compete is required, give a copy at least 3 business days before the signing deadline, and the covenant cannot take effect until the later of 1 year of employment or 6 months after signing.
Check a non-compete
Answer a few questions; the result cites the statute behind each point. Rules verified 2026-10-07. Saved only in your browser.
Thresholds are measured differently by state (salary, cash compensation, W-2 box 1).
Allowed only with strict limits
Maine allows this non-compete only if it meets the statute's conditions — check each item below.
- Maine: Void at or below 400% of poverty ($63,840); strict notice rules. 26 M.R.S. 599-A
- Enter annual earnings — Maine voids non-competes below $63,840. Wages at or below 400% of the federal poverty level for an individual, revised annually: 4 x $15,960 (2026 HHS guideline) = $63,840 (computed; Maine DOL has not published a figure) 26 M.R.S. 599-A(3); HHS 2026 poverty guidelines
- Duration: No cap, but the covenant cannot take effect until the later of 1 year of employment or 6 months after signing (not applicable to health care practitioners). 26 M.R.S. 599-A
Other Maine rules to check
- Notice and timing: Before making an offer that requires a non-compete, the employer must disclose that one will be required, and must give the employee a copy at least 3 business days before the signing deadline.
- Non-solicitation clauses: A non-compete is presumed necessary only if the interest cannot be adequately protected by a non-solicitation or nondisclosure agreement. Separately, no-poach agreements between employers are banned (26 M.R.S. 599-B).
- If a court finds it too broad: No settled rule we could confirm.
- Penalties: Employing a non-compete with a prohibited worker or skipping the notice rules is a civil violation with a fine of at least $5,000, enforced by the Maine Department of Labor.
General information, not legal advice. Enforceability also depends on the exact wording, the employer's legitimate interest and the facts; talk to an employment lawyer before relying on it.
Maine non-compete rules
- Employee pay threshold
- $63,840 Wages at or below 400% of the federal poverty level for an individual, revised annually: 4 x $15,960 (2026 HHS guideline) = $63,840 (computed; Maine DOL has not published a figure)
- Duration
- No cap, but the covenant cannot take effect until the later of 1 year of employment or 6 months after signing (not applicable to health care practitioners)
- Notice and timing
- Before making an offer that requires a non-compete, the employer must disclose that one will be required, and must give the employee a copy at least 3 business days before the signing deadline.
- Non-solicitation
- A non-compete is presumed necessary only if the interest cannot be adequately protected by a non-solicitation or nondisclosure agreement. Separately, no-poach agreements between employers are banned (26 M.R.S. 599-B).
- Overbroad covenants
- No settled rule we could confirm
- Penalties
- Employing a non-compete with a prohibited worker or skipping the notice rules is a civil violation with a fine of at least $5,000, enforced by the Maine Department of Labor.
Profession-specific rules
- VoidNon-competes are banned for licensed health care practitioners employed by an entity they do not own part of (agreements entered into or renewed on or after July 29, 2026); owner covenants must respect patients' choice of practitioner. (effective July 29, 2026) P.L. 2025, c. 718 (L.D. 2200)
- VoidPhysicians who are not owners are covered by the 2026 health care practitioner ban. (effective July 29, 2026) P.L. 2025, c. 718 (L.D. 2200)
- VoidNon-competes are banned for licensed veterinarians working in a veterinary facility they do not own part of. (effective October 25, 2023) 26 M.R.S. 599-A(3)(B) (P.L. 2023, c. 118)
- LimitedA broadcasting contract clause barring work in an area after the contract expires, or after termination without the employee's fault, is presumed unreasonable. 26 M.R.S. 599
Recent and pending changes
- July 29, 2026: L.D. 2200 (P.L. 2025, c. 718, signed April 15, 2026) bans non-competes for non-owner health care practitioners. L.D. 2200 status
- October 25, 2023: P.L. 2023, c. 118 adds the non-owner veterinarian ban. L.D. 2200 as introduced (shows current law)
Federal law
There is no federal ban on employee non-competes. The FTC's 2024 Non-Compete Clause Rule (16 CFR Part 910), which would have voided most non-competes from September 4, 2024, never took effect: a Texas federal court set it aside nationwide on August 20, 2024 (Ryan LLC v. FTC). On September 5, 2025 the Commission voted 3-1 to drop its appeals and accept that ruling, and on February 12, 2026 it formally removed Part 910 from the Code of Federal Regulations. State law therefore decides whether a non-compete is enforceable.
Frequently asked questions
Are non-competes enforceable in Maine?
Void at or below 400% of poverty ($63,840); strict notice rules. Maine treats non-competes as contrary to public policy and enforces them only if reasonable and no broader than needed to protect trade secrets, confidential information or goodwill. They are banned for workers earning at or below 400% of the federal poverty level ($63,840 using the 2026 guideline), for non-owner veterinarians and, since July 29, 2026, for licensed health care practitioners who do not own part of their employer. Employers must disclose before the offer that a non-compete is required, give a copy at least 3 business days before the signing deadline, and the covenant cannot take effect until the later of 1 year of employment or 6 months after signing.
Is there a salary threshold for non-competes in Maine?
Yes — $63,840. Wages at or below 400% of the federal poverty level for an individual, revised annually: 4 x $15,960 (2026 HHS guideline) = $63,840 (computed; Maine DOL has not published a figure)
How long can a non-compete last in Maine?
No cap, but the covenant cannot take effect until the later of 1 year of employment or 6 months after signing (not applicable to health care practitioners)
Did the FTC ban non-competes in Maine?
No. The FTC's 2024 rule never took effect — a federal court set it aside in August 2024, the FTC dropped its appeals in September 2025 and removed the rule from the Code of Federal Regulations in February 2026. State law controls, though the FTC still challenges some non-competes case by case.
Official Sources
Figures checked against these sources on 2026-10-07Other states
Same category (Pay threshold / worker limits): Colorado, District of Columbia, Illinois, Maryland, Massachusetts, Nevada, New Hampshire, Oregon
Protect information instead with a confidentiality agreement (NDA generator), or hiring in Maine? Use the offer letter generator.
Not legal advice. Enforceability depends on the agreement's wording and the facts; consult an employment attorney licensed in Maine.