In addition to non-competition agreements, companies may also consider other safeguards, such as the signing of a PIIA by their employees.B. Other states have passed laws that indicate that non-competition prohibitions are probably reasonable if they last less than two years. In order to ensure that the timing of your non-competition agreement is in accordance with state guidelines, it is important to check the laws in the state in which your company is located and in the state in which the employee is (if he works remotely from another state). In general, most states do not support non-competition bans, but some states impose non-competition bans as long as they are reasonable. Business in a Box is a business management toolkit that offers free online models, including non-compete models. Once you`ve created a free profile, you can access the contract templates for your business, customize them and download them. In addition to a general model of non-competition, it offers models for other types of agreements such as. B a confidentiality agreement, a restrictive contract for an employment contract, a licensing agreement and an interruption agreement. The courts are very reluctant to impose a non-compete clause so broad that it prevents an employee from working. In addition, there are courts that have relied on state constitutions to limit the ability of employers to prevent a worker from working. In the Netherlands, non-competition bans (non-simultaneous or concurrent) are permitted for issues such as switching to a new employer and bringing the former company`s customers closer together. Unreasonable clauses can be struck down in court.  Under section 27 of the Contract Act, 1872, any agreement that prevents a person from practising a profession, activity or legal activity is undauful.
 However, Pakistani courts have in the past made decisions in favour of such restrictive covenants, as the restrictions are « reasonable ».  The definition of « appropriate » depends on the time, geographic location and designation of the worker. In the case of Exide Pakistan Limited vs. Abdul Wadood, 2008 CLD 1258 (Karachi), the High Court of Sindh found that the adequacy of the clause would vary from case to case and depended primarily on the duration and extent of geographic area The population of the survey was drawn from dun-Bradstreet`s national marketing database to companies. It was stratified by the state population to be nationally representative. The survey population was limited to private companies employing 50 or more people. The interviewees were the head of the company`s staff or the person responsible for recruiting and onboarding the staff. The reason for using this person as the person responding to the investigation is that non-competition prohibitions are often signed as part of the embedded documents when a new employee is hired.