“At a time when many employees work remotely, it is important to know that the law of the state in which the worker works can regulate non-competition prohibitions and not the law of the state in which the company is located,” Fontanesi said. 14. If the non-compete clause I have signed is applied, it means that I cannot earn a living at all. What am I supposed to do? That depends. A first look at the terms of the non-compete clause itself. Is this about resigning? Assuming he does – and says the competition is still valid, even if you are terminated — the question is: Is it legal? Here, too, the answer is this: that`s what counts. If the reason for your dismissal is an employer`s fault – discrimination, illegal employer activity or similar misconduct – most courts have ruled that a non-competition clause is no longer applicable. This is because the employer`s unlawful conduct was not part of the worker`s expectation when he accepted the non-competition clause. If the reason for your dismissal is an employee error – presence, poor performance or similar problems – then the fact that you have been fired probably will not be so important. However, the courts may be less willing to apply a non-compete agreement if it is the employer that has decided to end this relationship, not yours. Section 27 of the Indian Contract Act has a general block of any agreement that puts in place a trade restriction.  On this basis, it would appear that all non-competition clauses in India are null and void. However, the Indian Supreme Court has clarified that certain non-competition clauses may be in the interests of trade and commerce, and such clauses are not prohibited by Section 27 of the Contract Act and are therefore valid in India.
 In particular, only clauses supported by a clear objective, considered beneficial for trade and trade, survive this test. For example, a co-founder of a start-up who has signed a non-compete clause may be, but if a junior software developer or call center employee signs a non-compete clause with the employer, this may not apply. The calculation of the floor requires three steps, but the basic idea is simply to ignore companies where not everyone has signed a non-compete agreement. First, we put workers in companies where not all workers are competitive. Adjusted for the size of the company, the 31.7% of companies in which all employees of the company are subject to a non-compete agreement represent 25.0% of private sector employees (Table 1 recalls that companies that sign non-compete bonds are relatively small). In addition to companies where all workers have signed non-compete agreements, there is a second group of companies in which we know the proportion of workers who have a non-compete clause. When a company is unionized, we know from the survey what the proportion of workers in the union is and how much of the workers are not unionized; Some trade union companies reported that all their non-union workers had signed non-competition contracts.