A Connecticut non-compete agreement is a written contract in which a person promises not to compete with a business for a set time and in a set area. Employers often use one when a worker has access to confidential information or trade secrets. Connecticut's statute on covenants not to compete sets firm limits for physicians.[1] Read the rules below, then create a free non-compete agreement online.
Last Updated: October 2026. This guide is reviewed and updated regularly to reflect current Connecticut law. If you notice an error or outdated information, please contact us.
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Connecticut's statute on covenants not to compete, Section 20-14p of the Connecticut General Statutes, covers agreements with physicians. A covenant is valid and enforceable only if it is necessary to protect a legitimate business interest. It must also be reasonably limited in time, geographic scope and practice restrictions as necessary to protect that interest. And it must be otherwise consistent with the law and public policy.[1]
Connecticut has no general non-compete statute. Its statutes cover physicians (Section 20-14p), security guards (Section 31-50a), broadcast employees (Section 31-50b) and homemaker, companion and home health workers (Section 20-681), and agreements with other workers are judged under case law.[2]
An employer may not require a security guard to sign a non-compete for the same or a similar job at the same location, unless the employer proves the guard obtained its trade secrets (Section 31-50a).[2]
Broadcast employees, other than sales and management staff, may not be bound by a clause that keeps them from working in a set area for a set time after they leave (Section 31-50b).[2]
For homemaker, companion and home health services, any covenant not to compete is void and unenforceable (Section 20-681).[3]
A covenant entered into, amended, extended or renewed on or after October 1, 2023 cannot be enforced if both of these happen:
Certain physician-owned group practice covenants are excepted.[1]
A covenant not to compete can be void and unenforceable in whole or in part. The rest of the contract then stays in full force and effect. That includes provisions that require payment of damages for injury suffered by reason of the contract's termination.[1]
A non-compete agreement works best when it is clear and no wider than the business needs. In practice, people check four things before they sign. Each one keeps the promise fair to both sides. Each one also makes the agreement easier to defend if a dispute comes up.
An employer uses a non-compete agreement as protection when employees learn confidential information or customer details. Employees should read the promise closely before leaving a job for a competitor, since the wording decides what counts as competition. Many employers pair it with other documents:
Take your time with the document, since it limits where and for whom you can work after the job ends.
Most non-compete agreements cover the items below.
These short answers cover the physician rules in Section 20-14p, from the tests a covenant must meet to the one-year and fifteen-mile limits. For workers outside the statutes named on this page, it gives general practice only, not a rule of state law.
A covenant not to compete with a physician is valid only if it meets the tests in Section 20-14p. The statute applies these tests to agreements with physicians. In short, the covenant must be:
In any proceeding over a physician covenant, the party seeking to enforce it has the burden of proof. The statute limits the covenant to one year in time and fifteen miles from the primary site where the physician practices.[1]
Physician covenants can be upheld, within limits. A covenant entered into, amended, extended or renewed on or after October 1, 2023 is not enforceable if two things happen. The physician did not agree to a proposed material change to the compensation terms. And the contract then ends without renewal.[1]
It depends on the agreement. For a physician, the covenant must meet the tests in the statute, including being reasonably limited. If a covenant is void in whole or in part, the other provisions of the contract remain in full force and effect.[1]
Section 20-14p governs covenants not to compete with physicians. It sets the enforceability tests, the one-year and fifteen-mile limits, the burden of proof, the separate signature rule, and the compensation exception.[1]
General information, not legal or tax advice.
