If you have ever felt trapped in a job because a noncompete agreement stood between you and a better opportunity, you are not alone, and the ground is shifting under your feet. A proposed Ohio noncompete ban, Senate Bill 11, would prohibit most worker noncompetes across the state. At the same time, the federal rule that once promised to void these agreements nationwide has been formally removed from the books. The result is a confusing moment for both workers and employers, and getting the current state of the law right matters.
Many people assume that because they heard noncompetes were being banned, their own agreement is already unenforceable. That assumption can be costly. At Klie Law Offices, our employment law team helps workers and businesses in Canton and throughout the region understand what actually binds them today versus what may change tomorrow. This article breaks down SB 11, explains what happened with the federal rule, and lays out what noncompete law in Ohio really looks like right now.
What Would Ohio Senate Bill 11 Do?
Senate Bill 11 is a bipartisan proposal to ban virtually all worker noncompete agreements in Ohio. If it becomes law, employers would generally be prohibited from requiring employees to sign agreements that restrict where they can work after leaving a job. The bill reflects a growing view among lawmakers on both sides of the aisle that broad noncompetes suppress wages and lock workers into positions they would otherwise leave.
It is important to be precise about the bill’s status. As of now, SB 11 is pending in the Ohio Legislature. It has not been enacted, and until it is signed into law and takes effect, it does not change the enforceability of any existing agreement. Workers who are told their noncompete is already dead because of SB 11 are being given inaccurate information.
If the bill does pass, it would represent one of the more significant shifts in Ohio employment law in years. For now, the practical move is to understand your current agreement while watching the bill’s progress. Our page on violations of non-compete agreements explains how these disputes typically play out.
What Happened to the Federal Noncompete Rule?
Many workers remember headlines about a nationwide ban on noncompetes. That referred to a Federal Trade Commission rule, sometimes cited as 16 CFR Part 910, which would have voided most noncompetes across the country. That rule faced legal challenges and never took effect as written. In early 2026, the FTC formally removed the rule from the Code of Federal Regulations, effective February 12, 2026.
Removing the rule does not mean the federal government has walked away from the issue entirely. Instead of a single blanket rule, the FTC has signaled it will pursue individual enforcement actions against specific employers whose noncompetes it views as unfair. In one such action in 2026, the agency ordered a large pest control company to stop enforcing noncompetes against thousands of workers. The takeaway is that federal action is now case by case rather than universal.
For an Ohio worker, this means you cannot rely on a federal rule to free you from a noncompete. Whether your agreement is enforceable depends on Ohio law, which brings us to the most important point.
Are Noncompetes Enforceable in Ohio Right Now?
Yes. As of today, noncompete agreements remain enforceable in Ohio, subject to a reasonableness test that Ohio courts have applied for decades. Under the standard from the Ohio Supreme Court’s decision in Raimonde v. Van Vlerah, a noncompete is enforceable to the extent it is reasonable. Courts weigh several factors, including:
- Whether the restriction is greater than needed to protect the employer’s legitimate business interests.
- The hardship the restriction imposes on the employee.
- Whether the restriction harms the public.
- The time period and geographic area the agreement covers.
A key feature of Ohio law is that courts can modify an unreasonable noncompete rather than simply throwing it out. If an agreement is too broad, a judge may narrow it to what is reasonable and enforce the narrowed version. This is different from states that void an overbroad agreement entirely, and it means the specific wording of your agreement carries real weight. If you are weighing a job change, having an attorney review the actual language is far more reliable than assuming the agreement is unenforceable.
What Workers and Employers Should Do Now
Because the law is in flux, both sides benefit from a clear-eyed approach rather than acting on headlines.
For workers considering a move, the safest path is to have your agreement reviewed before you resign or accept a competing offer. A careful reading can tell you whether the restriction is likely enforceable, whether it can be negotiated, and what your realistic exposure is. Acting on the assumption that noncompetes are dead can expose you to a lawsuit you did not see coming. If your departure also involves questions about a final paycheck or how you were let go, our overview of wrongful termination may be relevant.
For employers, the moment calls for reviewing whether your agreements are drafted to survive Ohio’s reasonableness test and to withstand possible individual federal scrutiny. Overbroad agreements are vulnerable, and tightening them now is wiser than defending an unenforceable restriction later. Our attorneys advise both employees and businesses, so we understand how these disputes look from each side of the table.
Common Mistakes Workers Make With Noncompetes
Two mistakes come up again and again. The first is resigning or signing with a competitor based on a headline, assuming noncompetes are unenforceable, only to be met with a cease-and-desist letter or a lawsuit weeks later. The law that governs your agreement is the law in effect on the day you act, not the reform that may be coming. The second mistake is ignoring the agreement entirely at the moment it is signed. Many workers accept a noncompete without reading it, then discover its restrictions only when they want to leave. The time to understand and, where possible, negotiate the terms is before you sign, when you still have leverage. A third, quieter error is assuming a noncompete is unenforceable simply because it looks overly broad. Because Ohio courts can narrow an unreasonable restriction and enforce the trimmed-down version, an agreement that seems too aggressive to hold up may still bind you in a reduced form.
Local Context for Canton and Northeast Ohio
Noncompete disputes in the Canton area are litigated in Ohio courts applying Ohio law, which is why national headlines can be so misleading for local workers. From our Canton, Ohio office, we help employees and employers understand how these agreements are actually treated by the courts that would hear their case. As SB 11 moves through the Legislature, we are tracking its progress closely so our clients are never caught off guard by a change in the law.
Because we practice in both Ohio and West Virginia, we also help workers who cross state lines for employment, where the enforceability of a noncompete can differ depending on which state’s law governs. That cross-border perspective matters for a region where many people live in one state and work in another.
Frequently Asked Questions
Has Ohio banned noncompete agreements?
Not yet. Senate Bill 11 would ban most worker noncompetes, but it is still pending in the Legislature. Until it is enacted and takes effect, noncompetes remain enforceable in Ohio under the existing reasonableness standard.
Didn’t the federal government ban noncompetes nationwide?
No. The FTC rule that would have done so never took effect and was formally removed from the federal regulations effective February 12, 2026. The FTC may still challenge specific agreements through individual enforcement actions, but there is no blanket federal ban.
Is my noncompete enforceable in Ohio today?
It may be. Ohio courts enforce noncompetes to the extent they are reasonable, weighing the employer’s legitimate interests against the burden on you and the public. Because courts can narrow an overbroad agreement rather than void it, the exact language matters, and a review is worthwhile before you act.
Can an Ohio court rewrite my noncompete instead of striking it down?
Yes. Unlike some states, Ohio allows courts to modify an unreasonable noncompete to a reasonable scope and enforce the modified version. This is why you should not assume an overbroad agreement is automatically unenforceable.
Should I sign a noncompete my new employer is asking for?
Read it carefully first, and consider having an attorney review it. Terms are sometimes negotiable, and understanding what you are agreeing to now can save you significant trouble if you later want to change jobs.
Your Next Step
The law around noncompetes in Ohio is changing, but the agreement sitting in your file is governed by the rules in effect today, not the headlines about what might come next. Whether you are an employee weighing a new opportunity or an employer protecting your business, understanding where the law actually stands is the difference between a confident decision and a costly mistake.
Klie Law Offices advises workers and businesses on noncompete agreements throughout Ohio and West Virginia, with an office in Canton. To have your agreement reviewed or to understand how SB 11 could affect you, schedule a free case evaluation with our employment law team today.
