Non-competition prohibitions are enforced when a relationship between the employer and the worker ends and the employer wants to prevent the employee from showing up for his next position, works for a competitor in the same market or creates another company in the same field (and recruits the company`s workers for withdrawal). That is what happened in a recent decision in a federal court in Detroit. Judge Terrence G. Berg, in Innovation Ventures, LLC v Custom Nutrition Laboratories, LLC, et al., 2020 WL 1531700 (March 31, 2020), was asked to enforce a 20-year non-compete agreement between the parties on the basis of a settlement agreement with an earlier dispute. The transaction agreement limited the parties to using ingredients from a certain chemical family in the manufacture of their energy drinks, which were considered to be competitors to those of the applicant. See here. At the end of the day, the analysis of a non-compete clause from one company to another is somewhat similar to that of an analysis done in an employer-wage context, but it is not the same thing. Correct analysis also requires a court to assess the anti-competitive effects of the restrictive competition pact and to check whether it affects or affects competition. Butzeles Trade Secret and Non-Compete Specialty Team knows this area of the law and is willing to defend your interests. Whether your needs include the application of a non-compete clause or advice and drafting of such restrictive alliances, so that it is more likely that the provision will be imposed by a court, or that you will find your business on the defensive side of this type of litigation and you question the applicability of an agreement, our lawyers respect the ever-changing nuances in this particular legal area and can meet your needs. In Virginia, the courts weigh the function (1), (2) the geographic perimeter and (3) the duration of the CNC against the legitimate business interests of the employer to determine its suitability.  In addition, NCCs are acceptable only if they prevent the worker from competing directly with the employer and must not involve activities in which the employer is not active.  Virginia courts will generally not attempt to revise or impose a stricter restriction in a non-competition game.