Washington has taken a significant step in reshaping the employment landscape.
Beginning June 30, 2027, most noncompete agreements in Washington will be void and unenforceable—regardless of when they were signed or how they were structured.
For employers who have historically relied on noncompetes to protect client relationships, proprietary information, or workforce stability, this marks a meaningful shift. The focus now turns to how those interests are protected moving forward.
What the New Law Changes
In March 2026, Washington enacted legislation that eliminates the use of most noncompete agreements across the state.
At a high level, the law:
- Prohibits nearly all noncompete agreements for employees and independent contractors;
- Applies broadly, including to agreements signed before the law takes effect; and
- Renders those agreements unenforceable after June 30, 2027.
This replaces Washington’s prior framework, which permitted noncompetes under certain conditions.
Existing Noncompete Agreements Will No Longer Apply
One of the most impactful aspects of the law is its reach.
This change is not limited to future agreements. Existing noncompetes—many of which businesses currently rely on—will no longer be enforceable once the law takes effect.
In practical terms:
- Agreements already in place will no longer provide post-employment restrictions;
- Employers will need to evaluate alternative protections; and
- Future disputes will be governed under the new framework.
This makes early planning particularly important.
Employers Must Provide Notice to Workers
The law also introduces a specific compliance requirement.
By October 1, 2027, employers must make reasonable efforts to notify current and former workers that noncompete agreements are no longer enforceable.
This involves:
- Identifying affected employees and contractors (including former workers);
- Delivering notice in a consistent and trackable way; and
- Maintaining records of compliance.
Building a clear process in advance can help ensure this requirement is handled efficiently.
What Types of Agreements May Still Be Used
While the law significantly limits noncompetes, certain types of agreements remain viable if carefully structured:
- Non-solicitation agreements, within defined limits
- Agreements related to the sale of a business, particularly where ownership interests are involved
How Businesses Can Protect Their Interests Without Noncompetes
With noncompete agreements no longer available, other types of protection become critical.
This often includes:
- Strengthening confidentiality and trade secret protections;
- Clarifying expectations around client relationships, confidentiality, and use of internal information; and
- Limiting access to clients, financial systems, and sensitive information based on job responsibilities.
The underlying goal remains the same—protecting the business—but the methods evolve.
Key Areas to Review Before the Law Takes Effect
As businesses prepare for this change, several areas are worth evaluating:
- Timing and Planning
Using the lead time before 2027 to review and notify employees about the change in Washington’s noncompete law.
- Agreement Structure
Employment agreements can be updated to ensure remaining provisions—such as confidentiality and non-solicitation—are clear and enforceable.
- Internal Practices
Onboarding, access to sensitive information, and offboarding processes all play a role in protecting business interests.
- Communication and Documentation
Planning ahead for the required employee notifications can reduce administrative friction and ensure consistency.
How This Fits Into Ongoing Business Planning
For many businesses, this change will require a closer look at how employment agreements, internal policies, and client relationships are structured over time.
That work often involves identifying where existing agreements may no longer provide the expected protection, and where additional clarity or structure can reduce risk going forward.
At Chenoweth Law Group LLC, we work with clients on these types of issues as part of broader business and employment planning—reviewing agreements, evaluating enforceability, and helping ensure that measures are in place to protect the business.
