Florida’s rules on non-competes changed materially in 2025, and agreements written before then may not do what you think. The Elliot Legal Group drafts, reviews, and enforces restrictive covenants for Fort Lauderdale employers — and advises employees on what they’re actually bound by.
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Florida employers protecting client relationships, confidential information, and key personnel — and employees or executives who need to know what a covenant they signed can actually do.
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The firm serves clients from its Fort Lauderdale office. Consultations are available by phone, by video, or in person. We appear in Broward, Miami-Dade and Palm Beach courts.
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Florida enforces reasonable restrictive covenants that protect a legitimate business interest, and it is more employer-friendly than most states. Enforceability turns on duration, geography, scope, and what interest is actually protected. Agreements drafted before Florida’s 2025 changes should be reviewed rather than assumed valid.
It created a separate framework for non-compete and garden-leave agreements covering higher-earning employees, with substantially longer permitted durations than prior practice and a stronger presumption of enforceability. Eligibility depends on compensation thresholds and specific drafting requirements — an agreement that misses them falls back to the older standard.
The FTC rule that would have banned most non-competes nationally never took effect. Florida law governs. Content and advice written around that proposed ban is out of date, and any agreement or policy revised in reliance on it should be re-reviewed.
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