A non-compete shouldn't stop you from earning a living.

When non-competes are enforceable in Texas

Texas law allows non-competes, but only within limits. To be enforceable, a non-compete generally must be ancillary to an otherwise enforceable agreement (for example, one where the employer provides confidential information or specialized training) and must be reasonable in its time period, geographic scope, and the activities it restricts. Restrictions that are broader than necessary to protect a legitimate business interest can be cut back or struck down by a court.

Why a review is worth it

• Before you sign — understand exactly what you'd be agreeing to and whether terms can be negotiated.
• Before you switch jobs — find out what's realistically enforceable so you can make a confident move.
• If you're being threatened — a demand letter from a former employer is often broader than what a court would enforce.
• Related clauses — non-solicitation and confidentiality provisions can carry their own restrictions worth understanding.

The bigger picture

Non-compete law is in flux nationally, with ongoing litigation over broader limits on these agreements. Texas law continues to govern most private agreements here, and the reasonableness analysis remains central. We'll review your specific agreement against current Texas law and tell you where you stand.

Three things Texas workers get wrong about non-competes

• "I didn't get anything for signing, so it doesn't count." Not necessarily. In Texas, even an at-will employee's non-compete can become enforceable if the employer promises — and later actually provides — confidential information or specialized training. What you received, and when, is often the pivotal question, and it takes a careful read of both the agreement and your actual work history.
• "It's overbroad, so it's void." Texas courts usually don't throw out an overbroad non-compete — they reform it, rewriting the restriction down to something reasonable. But reformation has a silver lining for employees: when a court has to reform an overbroad agreement, the employer's ability to collect money damages for what happened before reformation is sharply limited. Overbreadth doesn't free you, but it changes the employer's leverage considerably.
• "They sent a letter, so I'm being sued." A cease-and-desist letter is an opening position, not a lawsuit — and they're routinely written broader than any court would enforce. The wrong responses are to panic (quitting the new job) or to ignore it (letting the employer control the narrative with your new employer). The right response is a measured, informed reply.

Got a cease-and-desist letter? Here's how we handle it.

This is one of the most common — and most fixable — situations we see: you've started or accepted a new job, and your former employer's lawyer sends a letter demanding you stop. Our review covers the letter and the underlying agreement: what's actually enforceable under Texas law, what the letter overstates, what your realistic exposure is, and — where appropriate — a written response that answers the demand without conceding what the law doesn't require. If your new employer has been copied, we'll talk through how to keep them comfortable, too.

How the flat-fee review works

• Send the agreement (and any letter you've received, and your timeline).
• Flat fee, quoted in writing before we begin. The initial consultation about whether you need a review is free.
• You get a plain-English risk read — what's likely enforceable, what isn't, and what your practical options are for the move you want to make.
• If a response letter or negotiation is warranted, that's a separately quoted scope — your call, no automatic escalation.