Founder Fear Unlocked 🔓 Your key employee resigns today and by Monday, they're working for your direct competitor.
Your first instinct? Check their contract for a non-compete clause. But in California, non-competes are dead, with the sole exception of situations like selling your business or dissolving a partnership.
California law makes it a civil violation to even include a post-employment non-compete in your agreements. If you try to restrict worker mobility, employees can sue you for damages plus their attorney's fees.
Since you can't legally lock your talent down, you must shift your focus from restricting people to safeguarding assets. Protect your business by ensuring airtight IP assignment clauses are signed on day one, and back them up with robust NDAs.
You can't stop your team from moving on, but you can absolutely prevent your confidential information from moving with them.
