Are Non-Competes Enforceable in Ohio?
Last updated: 2026-10-07 · Verified against the statutes 2026-10-07
Enforceable if reasonable
No statute; reasonable covenants enforced, overbroad ones trimmed
Ohio has no general non-compete statute. Under Raimonde v. Van Vlerah (1975), reaffirmed in Lake Land v. Columber (2004), a covenant is reasonable if it is no broader than needed to protect the employer, does not impose undue hardship on the employee and does not injure the public. An unreasonable covenant is enforced only to the extent necessary to protect the employer's legitimate interests. Continued at-will employment is enough consideration for a covenant signed mid-employment.
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).
Enforceable if reasonable
Ohio enforces non-competes that protect a legitimate business interest and are reasonable in time, geography and scope.
- Ohio: No statute; reasonable covenants enforced, overbroad ones trimmed.
Other Ohio rules to check
- If a court finds it too broad: Courts may narrow an overbroad covenant to what's reasonable.
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.
Ohio non-compete rules
- Statute
- No general non-compete statute — court decisions govern.
- Signed mid-employment
- Yes - continued at-will employment is sufficient consideration (Lake Land Emp. Group of Akron v. Columber, 2004-Ohio-786).
- Overbroad covenants
- Courts may narrow an overbroad covenant to what's reasonable
Recent and pending changes
Pending: SB 11 (136th General Assembly), which would bar agreements restraining a lawful profession after employment ends, was introduced January 22, 2025 and heard in Senate Judiciary in February-March 2025; no vote or later action is recorded.
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 Ohio?
No statute; reasonable covenants enforced, overbroad ones trimmed. Ohio has no general non-compete statute. Under Raimonde v. Van Vlerah (1975), reaffirmed in Lake Land v. Columber (2004), a covenant is reasonable if it is no broader than needed to protect the employer, does not impose undue hardship on the employee and does not injure the public. An unreasonable covenant is enforced only to the extent necessary to protect the employer's legitimate interests. Continued at-will employment is enough consideration for a covenant signed mid-employment.
Did the FTC ban non-competes in Ohio?
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 (Enforceable if reasonable): Alaska, Arizona, Connecticut, Delaware, Indiana, Iowa, Kansas, Kentucky
Protect information instead with a confidentiality agreement (NDA generator), or hiring in Ohio? Use the offer letter generator.
Not legal advice. Enforceability depends on the agreement's wording and the facts; consult an employment attorney licensed in Ohio.