When an employee leaves, the business may lose more than talent. Departing employees may have access to customer relationships, workforce information, pricing, strategy, confidential data, trade secrets, intellectual property, and other competitive know-how.
Employers often reach first for a noncompete. But a broad restriction is neither the only tool nor always the best one. A thoughtful protection strategy may combine appropriately tailored noncompetes, employee and customer nonsolicitation provisions, confidentiality and invention-assignment agreements, access controls, onboarding acknowledgments, and disciplined offboarding practices.
When is a noncompete useful—and when is narrower protection more appropriate? How should restrictions be tailored to the employee’s role, access, duties, geography, and the business’s legitimate risk? How can onboarding, recordkeeping, access controls, and offboarding support enforceability and deterrence? What should an employer do when it suspects solicitation, misuse of confidential information, or competitive activity?
Join Poricanin Law and Forework for a joint discussion of the legal framework and the practical workforce processes employers can use to protect relationships, information, intellectual property, and organizational stability.
Please see the details below:
Date: Thursday, September 17, 2026
Title: Noncompetes and Restrictive Covenants: Protecting Your Business’s Most Valuable Assets