Definitions
Define Employer, Employee, Confidential Information, Competing Business and other key terms with objective criteria to limit ambiguity and support contractual interpretation in disputes.
A well-crafted template reduces ambiguity, supports enforceability, and standardizes business protection across hires and exits. Clear definitions and reasonable scopes help courts assess validity and reduce litigation risk while aligning expectations for employers and employees.
These templates are used by employers, HR teams, in-house counsel, outside counsel, and recruiters to document post-employment restrictions.
Use tailored language and confirm state-specific enforceability before relying on a template for high-risk roles or executives.
The employee or contractor and an authorized representative of the employer should sign. For companies, authorized signers typically include CEOs, HR directors, or officers with delegated authority; signatures must match corporate signing authority records.
Legal counsel and HR should review for role-specific scope and compliance with state law. For executive-level covenants, board approval or a delegated committee review is common to validate consideration and reasonableness.
Define Employer, Employee, Confidential Information, Competing Business and other key terms with objective criteria to limit ambiguity and support contractual interpretation in disputes.
Specify prohibited acts—soliciting clients, hiring employees, or engaging in competing services—using clear verbs and examples tied to the business's actual operations.
Describe geographic limits by territory, customer base, or market segment rather than broad countrywide bans to increase likelihood of judicial enforcement.
State exact time frames for each restriction and align durations with the role's access to confidential information; avoid open-ended or unreasonable durations.
Document adequate consideration—continued employment, a signing bonus, equity grant, or severance—so the covenant is supported legally where required.
Include injunctive relief language, choice of law, venue, and severability clauses to enable enforceability and permit narrowing if a court finds any provision overbroad.
| Template Name | Restrictive Covenants Template |
|---|---|
| Conditional Fields | Show duration only for non-competes |
| Signer Authentication | Email + SMS code or advanced auth |
| Reminder Schedule | Auto reminders at 3 and 7 days |
| Storage Location | Company secure records folder |
Use an e-signature platform that supports secure signatures, audit trails, and configurable authentication suitable for contractual documents.
Ensure the chosen platform complies with ESIGN and UETA, supports retention and export, and preserves an auditable certificate of completion.
Include covenants in written offer when required
Execute within 7–14 days of offer
Legal should review executed versions within 30 days
Attach to personnel file at hire
Document any extensions in writing
| signNow | DocuSign | Adobe Sign | PandaDoc | HelloSign | |
|---|---|---|---|---|---|
| Starting Price | $8/user/mo | $15/user/mo | $14/user/mo | $19/user/mo | $15/user/mo |
| Free Trial | 7-day free trial | Varies by plan | Varies by plan | Varies by plan | Varies by plan |
| Bulk Send | Yes | Yes | Yes | Yes | No |
| Audit Trail | Yes | Yes | Yes | Yes | Yes |
| Envelope Cap | No cap | 100 envelopes/user/year | Varies by plan | Varies by plan | Varies by plan |
Company needed a standard non-solicit for leasing agents
Medical practice needed confidentiality covenants for staff