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Attention employers! Colorado has overhauled the state law governing non-compete agreements and
other restrictive employment agreements. HB 22-1317 (the “Act”) went into effect on August 10, 2022,
and employers must be prepared. The new law allows strict penalties against employers for violating the
statute, and requires additional measures from employers to enforce non-compete agreements.
Non-compete agreements protect employers from unfair competition when a worker leaves to work for
another employer. In Colorado, the general rule is that a non-compete agreement is void unless it fits
into an exception. Moving forward, non-compete agreements are only enforceable (i) against highly
compensated individuals (making over $101,250 per year) for the purpose of protecting trade secrets, or
(ii) against an individual who sells their business. Non-solicitation agreements are enforceable against
the previously mentioned individuals, as well as against individuals making over $60,750 per year for the
purpose of protecting trade secrets. These numbers are provided by the Colorado Department of Labor
and Employment and can change. Notably, the Act removes ambiguous language regarding “executive
and management personnel” that some employers previously relied on to subject workers to non-
compete agreements. Additionally, non-compete agreements will require a strict notice process. An
experienced attorney can help ensure that non-compete agreements will be enforceable by reviewing
employment contracts and guiding you through the notice process.
If employers try to enforce invalid non-compete agreements, employers can be subject to fines,
penalties, damages, injunctions, and attorney fees. Furthermore, using force, intimidation, or threats to
prevent workers from choosing other employers is a Class 2 Misdemeanor.
To avoid legal trouble, employers should educate themselves, human resources, and hiring managers to
stay up to date with the new requirements. Additionally, employers will want to review existing
employment agreements to ensure compliance should there be any changes to the employment status
of current workers. Doing so can help avoid legal matters in the future, and help ensure that your
workers cannot unfairly steal business if they leave.
Whether you have current workers or are thinking about hiring, employers must comply with the new
law to avoid significant legal issues and financial repercussions. The best way to stay ahead of these
changes is to speak with an experienced attorney. Troxel Fitch is here to help. We are available to
answer any questions you may have. Schedule a free 15-minute call with your Denver Business
Attorneys today.