Monday, September 28, 2026
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Washington
Key Takeaways
Impacted Employers: Washington Employers
Summary: The state of Washington has enacted legislation that will prohibit, with limited exceptions, all non-compete agreements.
Next Steps: Washington employers should review all impacted agreements and policies; ban prohibited ones by June 30, 2027; and comply with the written notice requirement by October 1, 2027.
The Details
The State of Washington has enacted legislation (House Bill 1155), which will ban all non-compete agreements (with limited exceptions), regardless of when they were signed, effective June 30, 2027. The law will also require employers to notify current and former employees and independent contractors that their noncompete agreements are void and unenforceable by Oct. 1, 2027.
Noncompetition Covenants Banned
Under House Bill 1155, an employer cannot enforce, attempt to enforce, or threaten to enforce a prohibited non-compete agreement; represent a worker who is subject to one or enter into a prohibited non-compete with a worker.
Note: Certain agreements, including some non-solicitation, confidentiality, trade secret, and education repayment agreements, may remain enforceable. See the text of the law for further details.
Employer Notice Requirement
House Bill 1155 also requires employers to make reasonable efforts to provide written notice by Oct. 1, 2027, to all impacted current and former employees and independent contractors that their non-compete agreements are void and unenforceable
Next Steps
Washington employers should review all non-compete, non-solicitation, confidentiality agreements, as well as other impacted policies, by June 30, 2027 and prepare to comply with the written notice requirement by Oct. 1, 2027.