A Wyoming non-compete agreement is a written contract in which a worker promises not to compete with an employer, usually after the job ends. Under Section 1-23-108 of the Wyo. Stat. Ann., a covenant not to compete that restricts a person's right to receive pay for skilled or unskilled labor is void, with listed exceptions.[1] Use this free Wyoming non-compete agreement template to build your own document, then check each term against the rules below.
Last Updated: October 2026. This guide is reviewed and updated regularly to reflect current state law. If you notice an error or outdated information, please contact us.
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A non-compete agreement, also called a covenant not to compete, limits what a worker may do for a competitor. It can protect confidential business information, customer data and trade secrets. People sign one when they start a job, when a business is sold, or when a business partnership ends.
Many employers pair the non-compete with a promise to keep business information private. Before you sign, make sure you understand what the agreement treats as confidential. Know what you may share and what you may not.
Employers use these agreements with an employee, a contractor or a business partner. The details differ for each relationship, so choose the wording that fits your employment arrangement and the information you need to protect. A similar form works for other states, but check the law of that state first.
Most people meet a non-compete agreement when they take a job. An employee may sign it with the employment offer, and a contractor may sign it before work begins. A seller may sign one for the buyer of a business. Each agreement should state the work, the confidential information, the number of years and the area it covers.
Whichever role you play, read the employment terms, the agreement details and the information it protects before you sign. If the agreement arrives with other employment documents, check that they match.
The state restricts non-compete agreements in Section 1-23-108 of the Wyo. Stat. Ann. The statute voids any covenant not to compete that restricts the right of any person to receive compensation for skilled or unskilled labor, with listed exceptions.[1] The restrictions apply to contracts entered into on and after July 1, 2025.[2]
Any covenant not to compete that restricts the right of any person to receive compensation for performance of skilled or unskilled labor shall be void.
Check the date and the exceptions before you rely on this rule. The act applies to contracts entered into on and after July 1, 2025.[2] The next section covers the exceptions.
The statute does not void every covenant not to compete. It names exceptions, and it adds a separate rule for physicians. Review the list below before you decide whether your agreement falls inside one.
A covenant not to compete in an agreement between physicians is void when it restricts a physician's right to practice medicine after the employment, partnership or corporate affiliation ends. All other provisions of the agreement that are enforceable at law remain enforceable.[1]
After the affiliation ends, or after the agreement not to compete is voided, a physician may disclose his or her continuing practice of medicine and new professional contact information to any patient with a rare disorder. This covers a patient to whom the physician provided consultation or treatment before the affiliation ended. A rare disorder is defined in accordance with the National Organization for Rare Disorders.[1]
The statute limits how much an employer may recover for relocation, education or training expenses from an employee who leaves early. The limit depends on how long the employee has served the employer. The table below shows the three limits.[1]
| Time served with the employer | Most the employer may recover |
|---|---|
| Less than 2 years | Not more than 100% of the expense |
| 2 years to less than 3 years | Not more than 66% of the expense |
| 3 years to less than 4 years | Not more than 33% of the expense |
The form has no repayment clause. If you add one, compare it with this table.
The FormsPal form is a three-page agreement between an employee or independent contractor, called the Agent, and an employer, called the Company. You fill in names, addresses, dates and options instead of drafting each clause from scratch. The form says state law governs it.
Download the PDF and fill it in with the FormsPal PDF editor, or use the builder above. Read the limitation clause together with the statute above, and ask an attorney how the two fit together.
Need a different version? See the non-compete template for employees or the non-compete template for independent contractors.
Read the whole agreement before you sign it. Check each restriction against the Wyoming statute above, and confirm the date and any exception that may apply. If the restriction affects how you earn a living, ask a licensed attorney to read it first.
It depends on the covenant. Under Section 1-23-108 of the Wyo. Stat. Ann., a covenant not to compete that restricts the right of any person to receive compensation for skilled or unskilled labor is void. The statute lists exceptions, such as covenants that protect trade secrets and covenants that cover executive and management personnel.[1]
A covenant the statute voids cannot be enforced. Any covenant not to compete that restricts the right of any person to receive compensation for performance of skilled or unskilled labor shall be void.[1] The restrictions apply to contracts entered into on and after July 1, 2025.[2]
Not where the statute voids them. Where an exception applies, the general restriction does not reach the covenant to that extent.[1] The exceptions in the statute include:
Check your agreement against the statute first. The restrictions apply to contracts entered into on and after July 1, 2025, and the statute lists exceptions.[2] If you are unsure, ask a licensed attorney before you take the job.
The restrictions apply to contracts entered into on and after July 1, 2025.[2]
A covenant not to compete in an agreement between physicians is void when it restricts a physician's right to practice medicine after the employment, partnership or corporate affiliation ends. All other provisions of the agreement that are enforceable at law remain in force.[1]
The limit depends on how long the employee served the employer. Recovery of relocation, education or training expenses is capped as follows:[1]
General information, not legal or tax advice.
