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Non-Compete Laws in the District of Columbia

The District of Columbia bans non-competes for most workers and allows them only for highly compensated employees (base $150,000, adjusted yearly), with a one year limit and 14 days' advance written notice.

Last checked . General information, not legal advice.

District of Columbia at a glance

Status
Banned except for highly compensated employees
Since October 1, 2022. Limit of 365 days after separation (730 days for medical specialists).
Enforceable against employees
Only with conditions
Employers may not require or request non-competes from covered employees who are not highly compensated.
Salary threshold
$150,000 base, adjusted yearly
Medical specialists: $250,000 base. The current year's figure is published annually; it was not confirmed here.
Advance notice required
Yes, 14 days in writing
At least 14 days before work starts, or before a current employee must sign.

Sources

Last checked

The rules in the District of Columbia

Are employee non-compete agreements banned, restricted or enforceable in the District of Columbia?

Status in the District of Columbia: Banned except for highly compensated employees. Since October 1, 2022. Limit of 365 days after separation (730 days for medical specialists).

Can an employer enforce a non-compete against an employee in the District of Columbia?

Only with conditions. Enforceable against employees in the District of Columbia: only with conditions. Employers may not require or request non-competes from covered employees who are not highly compensated.

Is there a minimum salary for a non-compete to be enforceable in the District of Columbia?

Salary threshold in the District of Columbia: $150,000 base, adjusted yearly. Medical specialists: $250,000 base. The current year's figure is published annually; it was not confirmed here.

Does District of Columbia require employers to give advance notice of a non-compete?

Yes, 14 days in writing. Advance notice required in the District of Columbia: yes, 14 days in writing. At least 14 days before work starts, or before a current employee must sign.

Where do the the District of Columbia non-compete laws come from?

The rules above come from D.C. Code 32-581.01, D.C. Code 32-581.02 and D.C. Code 32-581.03. Each source is linked on this page. We last checked them in October 2026.

Good to know

The ban took effect October 1, 2022 under the Non-Compete Clarification Amendment Act of 2022 (D.C. Law 24-175).

What this means in practice

Read the restriction closely before signing. Note how long it lasts, the area it covers, which activities it bars and which state's law the contract says applies. A choice-of-law clause does not always control, because some states refuse to apply another state's law to their own residents or workers.

Salary thresholds are often adjusted every year for inflation. If a state uses a threshold, check the figure for the year the agreement was signed or is being enforced, and how the statute defines earnings.

A non-compete is different from a non-solicitation or confidentiality agreement. Many states that limit non-competes still allow narrower clauses that protect trade secrets or customer lists. An employment lawyer can explain how the rules apply to a specific agreement.

General information, not legal advice. Laws change, and cities can add their own rules, so check the current statute before you rely on it.