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Free Non-Solicitation Agreement Template

A professional U.S. agreement to prevent employees from poaching clients or recruiting staff after departure. Use this free American non-solicitation template — define scope and duration, then download a ready-to-sign PDF.

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NON-SOLICITATION AGREEMENT
Effective April 1, 2026 · Governed By The Law Of The State Of Texas
COMPANY
Vertex Solutions LLC
1200 Tech Parkway, Dallas, TX 75201
RESTRICTED PARTY
Alex Rivera
340 Oak Street, Dallas, TX 75206 Relationship: employee
Restriction Period: two (2) years
Effective: April 1, 2026 · State: Texas
This Non-Solicitation Agreement (this "Agreement") is entered into as of April 1, 2026 by and between Vertex Solutions LLC ((214) 555-0100 · hr@vertexsolutions.com) ("Company") and Alex Rivera ("Employee" or "Restricted Party"). The Restricted Party is an employee of the Company and has had access to the Company's confidential information, client relationships, and proprietary business operations. This Agreement shall be governed by the law of the State of Texas.
1.
RECITALS AND CONSIDERATION
Alex Rivera is an employee of Vertex Solutions LLC. In consideration of employment with Vertex Solutions LLC, compensation, and access to proprietary client and business information, the Parties agree to the terms of this Non-Solicitation Agreement. The Parties acknowledge that adequate, bargained-for consideration is required to render this restrictive covenant enforceable (Restatement (Second) of Contracts §§71, 188) and that the Company's legitimate business interests — including its goodwill, confidential information, near-permanent customer relationships, and investment in workforce training — constitute protectable interests recognized by the common law of the governing State.
2.
NON-SOLICITATION OBLIGATIONS
2.a. Non-Solicitation of Clients. During the Restriction Period, the Restricted Party shall not, directly or indirectly, solicit, contact, or do business with any client or prospective client of Vertex Solutions LLC with whom the Restricted Party had material contact during the last twenty-four (24) months of the relationship, for the purpose of providing products or services competitive with those of the Company.
2.b. Non-Solicitation of Employees. During the Restriction Period, the Restricted Party shall not, directly or indirectly, recruit, solicit, induce, or encourage any employee or contractor of Vertex Solutions LLC to terminate their relationship with the Company or to seek employment elsewhere.
3.
TERM
The obligations in this Agreement commence on April 1, 2026 and continue for two (2) years following the termination or expiration of the Restricted Party's relationship with the Company, regardless of the reason for termination. The Parties acknowledge that the duration of this restriction must be reasonable in relation to the Company's legitimate business interests (Restatement (Second) of Contracts §188); in jurisdictions applying the common-law reasonableness test, a court may decline to enforce or may modify the duration to the minimum reasonably necessary for such protection.
4.
TRADE-SECRET PROTECTION AND WHISTLEBLOWER NOTICE
The Restricted Party acknowledges that, during the relationship with the Company, the Restricted Party has had access to Confidential Information and trade secrets of the Company. Trade secrets are protected under the federal Defend Trade Secrets Act (18 U.S.C. §§1836–1839 (Defend Trade Secrets Act of 2016)) and the law of the State of Texas (Tex. Civ. Prac. and Rem. Code §§134A.001 et seq. (Texas Uniform Trade Secrets Act, eff 9/1/2013)). The remedies for misappropriation include injunctive relief, compensatory damages, exemplary damages for willful and malicious misappropriation, and attorney fees.

DTSA Whistleblower Immunity Notice (18 U.S.C. §1833(b)(3)). Notwithstanding anything to the contrary in this Agreement, the Restricted Party is hereby notified that an individual shall not be held criminally or civilly liable under any federal or state trade-secret law for the disclosure of a trade secret made (A) in confidence to a federal, state, or local government official, either directly or indirectly, or to an attorney, and solely for the purpose of reporting or investigating a suspected violation of law, or (B) in a complaint or other document filed in a lawsuit or other proceeding, if such filing is made under seal. An individual who files a lawsuit for retaliation by an employer for reporting a suspected violation of law may disclose the trade secret to the attorney of the individual and use the trade-secret information in the court proceeding, if the individual files any document containing the trade secret under seal and does not disclose the trade secret except pursuant to court order.
5.
GEOGRAPHIC SCOPE
The non-solicitation obligations set forth herein apply within the United States of America. The Parties agree that this geographic scope is reasonable given the nature of the Company's business and the Restricted Party's access to the Company's Confidential Information and client relationships. In jurisdictions applying common-law reasonableness, the scope may be limited to the territory where the Company actually does business and where competition would cause measurable harm.
6.
INJUNCTIVE RELIEF
The Restricted Party acknowledges that a breach of this Agreement would cause irreparable harm to the Company for which monetary damages would be an inadequate remedy. Accordingly, the Company shall be entitled to seek injunctive or other equitable relief to enforce this Agreement, in accordance with Fed. R. Civ. P. 65 (or the analogous state-court rule) and the four-factor standard set forth in Winter v. Natural Resources Defense Council, 555 U.S. 7 (2008), in addition to all other remedies available at law or in equity, without the requirement of posting bond or proving actual damages (to the extent the bond requirement is waivable under applicable law). Nothing in this Section shall limit the Company's remedies under the federal DTSA (18 U.S.C. §§1836–1839 (Defend Trade Secrets Act of 2016)) or the applicable state Uniform Trade Secrets Act.
7.
LIQUIDATED DAMAGES
In the event of a material breach of this Agreement by the Restricted Party, the Restricted Party shall pay the Company $25,000.00 per violation as liquidated damages, which the Parties agree is a reasonable estimate of the harm the Company would suffer. This shall not be the exclusive remedy and shall not preclude the Company from seeking injunctive relief or other remedies. The reasonableness of this amount shall be evaluated under the law of the State of Texas (see Cal. Civ. Code §1671 or analogous state liquidated-damages rule).
8.
DISPUTE RESOLUTION AND ATTORNEY FEES
Any dispute arising from or related to this Agreement shall be resolved exclusively in the state or federal courts located in Texas, to whose personal jurisdiction and exclusive venue the Parties hereby consent. The prevailing Party shall be entitled to recover its reasonable attorney fees and costs from the non-prevailing Party.
9.
ADDITIONAL TERMS
This Agreement supplements and does not replace any existing employment agreement between the Parties.
10.
GENERAL PROVISIONS
This Agreement is governed by the laws of the State of Texas, without regard to its conflict-of-laws principles. If any provision is found to be unenforceable, a court may, to the extent permitted under the applicable "blue-pencil" or reasonable-modification doctrine (see Restatement (Second) of Contracts §184), modify it to the minimum extent necessary to make it enforceable, and all other provisions shall remain in full force and effect. This Agreement constitutes the entire agreement between the Parties on the subject matter hereof. Amendments require the written consent of both Parties.
IN WITNESS WHEREOF, the parties have executed this Agreement as of the date indicated.
COMPANY
Vertex Solutions LLC
Authorized Representative
Date: ____________________
RESTRICTED PARTY
Alex Rivera
Employee
Date: ____________________

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What Is a Non-Solicitation Agreement?

A Non-Solicitation Agreement is a legally binding contract used throughout the United States that prevents an employee or contractor from soliciting the company's clients, customers, or recruiting other employees for a specified time period after employment ends. It protects American business relationships and workforce stability.

Non-solicitation is more enforceable than non-compete in most U.S. states, including California, because it protects specific business relationships without preventing the employee from working in their field. It establishes clear boundaries about what relationships are off-limits under American employment law.

In the United States, non-solicitation agreements are governed by U.S. state contract law. A well-drafted American agreement includes specific terms about what constitutes solicitation, how long the restriction lasts, and what remedies apply if breached under applicable state law.

What's Covered in This Template

Doxuno's Non-Solicitation Agreement template includes all essential clauses designed for enforceability in most US states.

Parties Identification

Client Solicitation Restrictions

Employee Non-Solicitation

Time Duration

Confidentiality Obligations

Breach and Remedies

Consideration

Reasonableness Acknowledgment

Severability Clause

Definition of Solicitation

Protected Party Definition

Injunctive Relief

Governing Law

How to Create Your Non-Solicitation Agreement

Follow these five simple steps to create an enforceable agreement that protects your client and employee relationships.

  1. 1

    Identify employer and employee

    Enter the full legal names and addresses of both the employer and the employee or contractor. Include job title and department.

  2. 2

    Define what is restricted

    Specify whether the restriction applies to clients, employees, or both. Define what constitutes solicitation in your industry.

  3. 3

    Set timeframe and scope

    Specify how long after employment ends the restriction lasts. Typical timeframes range from 6 months to 2 years.

  4. 4

    Add confidentiality and remedies

    Include confidentiality obligations and specify what happens if the agreement is breached, such as injunctive relief or damages.

  5. 5

    Select governing state and download

    Choose the governing state and download the completed agreement as a professional PDF ready for both parties to sign.

Why Doxuno documents are different

Four things that make our templates more thorough than AI-generated drafts and more current than static template libraries.

Accurate

Country-specific legal content

Drafted with legal expertise for each jurisdiction, far more thorough than AI-generated drafts that copy generic clauses across borders.

Always current

Always current with the law

Templates carrying statute references are continuously updated as the law changes. Your document always reflects the current legal framework.

Free PDF

Print-ready PDF

Free to download. Vector text, embedded fonts, statute citations baked in. Print, sign, file. Ready for any signing flow including electronic signature.

Word · .docx

Editable Word (.docx)

Continue editing in Word after download. Add custom clauses, reuse the template for similar agreements, or share with a colleague for collaborative review.

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Legal Considerations for Non-Solicitation Agreements

Non-solicitation agreements are generally more enforceable than non-competes because they protect specific business relationships without preventing the employee from working.

This template is provided for informational purposes and does not constitute legal advice. For specific questions about enforceability in your state, consult a licensed attorney.

Reviewed by legal professionals. The content on this page and the template clauses have been reviewed by licensed attorneys in the United States to ensure accuracy and legal soundness.

California Non-Solicitation

Non-solicitation agreements are generally more enforceable in California than non-competes. California courts uphold reasonable non-solicitation clauses that protect legitimate American business interests without entirely preventing employment, making them a preferred tool for U.S. employers in that state.

Reasonableness Standard

U.S. courts examine whether the restriction is reasonable in time, scope, and purpose. Overly broad American restrictions are often struck down. Keep timeframes to 6 months to 2 years and limit the restriction to specific clients or employees the worker actually interacted with.

Protected Clients and Employees

Be specific about which U.S. clients or employees are protected. Naming specific American client accounts or listing key employees strengthens enforceability. Vague language that covers "all clients" may be deemed overly broad.

Legitimate Business Interests

For enforceability under U.S. law, you must protect a legitimate business interest, such as customer relationships, trade secrets, or substantial relationships developed during employment. American courts have consistently held that simply restricting competition for competitive advantage alone may not be sufficient justification.

Frequently Asked Questions

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