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Non-Compete Laws in Washington

Washington voids non-competes for employees earning $126,858.83 or less in 2026 and requires written disclosure by the time the job offer is accepted; all non-competes become void on June 30, 2027.

Last checked . General information, not legal advice.

Washington at a glance

Status
Restricted; full ban from June 30, 2027
Until then, covenants over 18 months are presumed unreasonable and laid-off workers must be paid during the restriction.
Enforceable against employees
Only with conditions
From June 30, 2027 all non-competes are void, regardless of when signed.
Salary threshold
$126,858.83 (2026)
Adjusted every year by Labor and Industries; independent contractors: $317,147.09 in 2026.
Advance notice required
Yes, by offer acceptance
Terms must be disclosed in writing no later than acceptance of the offer; later covenants need independent consideration.

Sources

Last checked

The rules in Washington

Are employee non-compete agreements banned, restricted or enforceable in Washington?

Status in Washington: Restricted; full ban from June 30, 2027. Until then, covenants over 18 months are presumed unreasonable and laid-off workers must be paid during the restriction.

Can an employer enforce a non-compete against an employee in Washington?

Only with conditions. Enforceable against employees in Washington: only with conditions. From June 30, 2027 all non-competes are void, regardless of when signed.

Is there a minimum salary for a non-compete to be enforceable in Washington?

Salary threshold in Washington: $126,858.83 (2026). Adjusted every year by Labor and Industries; independent contractors: $317,147.09 in 2026.

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

Yes, by offer acceptance. Advance notice required in Washington: yes, by offer acceptance. Terms must be disclosed in writing no later than acceptance of the offer; later covenants need independent consideration.

Where do the Washington non-compete laws come from?

The rules above come from RCW 49.62.020 and RCW 49.62.040. Each source is linked on this page. We last checked them in October 2026.

Good to know

2026 c 149 makes all noncompetition covenants void and unenforceable starting June 30, 2027, and requires employers to notify affected workers by October 1, 2027.

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.