Understanding Geographic Limits in New York Non-Compete Agreements

How Far Is Too Far?

Getting out of a job shouldn’t mean being locked out of your entire industry. But that’s exactly how it can feel when you’re staring at a non-compete agreement with broad, restrictive language, especially in a high-stakes market like New York.

Maybe your employer said it’s standard. Maybe they claimed it’s enforceable “everywhere.” But here’s the truth: courts don’t automatically back these contracts. They ask hard questions - about fairness, reach, and whether the employer is protecting something real or just trying to control where you work next.

If a non-compete is making it harder to move forward in your career, it’s time to take a closer look at what’s legally valid and what isn’t. Our commercial litigation attorneys at Horn Wright, LLP, help you understand how geographic scope actually works under New York law and what courts are likely to enforce.

What New York Judges Really Look at When You’re Being Blocked from Working

How do courts actually decide if your non-compete’s geographic scope is fair or completely out of line?

They look at the full picture. Not just what your employer wants, but what you’re being asked to give up. If things get heated, this is exactly the kind of issue our top New York attorneys are built to handle - because the law doesn’t support unreasonable restrictions just for the sake of it.

Here’s how judges weigh it.

• How large is the company, and what’s its true reach?  If you worked for a small business serving just a few counties, your former employer doesn’t get to claim the whole state or the country. Courts expect geographic restrictions to reflect actual business operations. If they’re trying to stretch it further than that, it’s likely overreaching. See how New York evaluates these agreements.
• What was your position and how much influence did you have? High-level executives with access to sensitive strategies may face tighter restrictions. But if your role didn’t involve confidential planning or direct client relationships, the court won’t view you as a threat just because you changed jobs.
• Was confidential information involved or was it a basic job function? Some employers stretch the definition of “trade secrets.” But if you weren’t handling anything proprietary, a wide restriction usually doesn’t hold. These disputes often appear as breach of contract claims, and unless there’s clear evidence of harm, courts don’t uphold them.
• How long does the agreement last and is it reasonable? While six months might be justifiable in some industries, anything longer raises serious questions - especially when paired with a broad location restriction. If a company can’t show a real business reason for blocking you from working, they lose ground. If your former employer is threatening litigation, we can challenge overreaching clauses before they damage your future. We can show you how duration impacts enforceability.
• What’s normal in your field? Some industries, like finance or healthcare, have different expectations around non-competes. But even in those cases, the court won’t enforce restrictions that prevent someone from earning a living.

If the issue involves deeper business conflicts, like equity ownership or internal disagreements, a partnership dispute attorney can guide you through the legal complexities.

Courts want balance. They’ll uphold what’s necessary to protect real interests, but not what punishes or controls you after you’ve moved on. Employers must prove they’re defending something specific, not just making it harder for you to get another job.

When Non-Competes Try to Stretch Across the Country (or the Globe)

If your agreement says you can’t work “anywhere in the U.S.” or even “worldwide,” that’s a huge red flag. Courts in New York almost never uphold these kinds of blanket bans, unless your job truly operated at a national or global level.

And we mean truly. Employers must show:

• That they have actual business in the areas they’re trying to restrict
• That you personally handled clients or deals in those areas
• That the restriction is tied to a legitimate business risk

If they can’t prove all three? The scope is likely unenforceable.

Let’s say you were a regional account manager based in Syracuse. Your employer mostly served upstate clients. But now they’re saying you can’t work anywhere on the East Coast for a competitor. Unless you held high-level access to multi-state operations or trade secrets, that type of clause probably won’t stand up in court.

In cases like these, having commercial lawsuit representation makes a difference. Your legal team can help you push back on restrictions that are too broad, too vague, or simply unnecessary.

Know What Courts Expect and What You Deserve

New York judges don’t take non-compete disputes lightly. They expect contracts to be drafted with purpose, not to intimidate or block fair competition. Employers must prove the restriction is protecting something specific and measurable.

If your employer can’t prove a real threat to their business, or if the agreement prevents you from working in your field altogether, there’s a strong chance it won’t hold up in court.

This is the type of legal fight where it pays to enlist one of the best law firms in America. Our commercial litigation lawyers at Horn Wright, LLP know what courts expect and how to build a case that challenges restrictions holding you back. 

Whether it’s about a single clause or a larger business dispute, we bring clarity and confidence to the process so you can move forward without unnecessary legal baggage.

Ready to get started? Contact our office today to schedule your complimentary case review.