CT HB05492

Noncompete agreements are void and unenforceable for employees earning less than two times minimum wage or independent contractors earning less than five times minimum wage, effective October 1, 2026

Enforceable noncompete agreements are limited to one year post-employment (or two years if the worker receives full base salary and benefits during the restriction period) and must protect a legitimate business interest that cannot be addressed through less restrictive means

Exclusivity agreements prohibiting workers from holding additional jobs are banned unless the worker meets the same wage thresholds or the additional work would create safety risks or substantially interfere with scheduling

Employers must provide workers with a written copy of any noncompete agreement at least five business days before signing, including a statement of worker rights, and the agreement must be signed separately from other employment documents

Aggrieved workers may bring civil actions to recover damages and attorney's fees, with civil penalties up to $5,000 per violation; the Attorney General may investigate patterns of violations and bring enforcement actions