Are non-compete agreements enforceable outside the United States?

It varies widely by country. Some jurisdictions void post-employment non-competes by statute (e.g. India), while common-law jurisdictions enforce them only to the extent they are reasonable and protect a legitimate business interest (e.g. Singapore, the Philippines). See the comparison table for each country.

International Law Survey

International Non-Compete Laws

How courts outside the United States treat employee non-compete agreements. Each row links to the full practice note for that country. This is legal research, not legal advice.

← Non-Compete Laws by US Jurisdiction

International Non-Compete Laws — 4 jurisdictions. Open a row for details, or follow a link to the full practice note.
Jurisdiction	Are non-competes enforceable?	Summary	Main law or case	Last reviewed
India	Banned	Post-employment non-competes are void under Section 27 of the Indian Contract Act, 1872 regardless of how reasonable they are, and Indian law offers no reasonableness saving for post-term restraints — leaving only the sale-of-goodwill exception, in-term covenants, confidentiality, non-solicitation, garden leave during the notice period, and cost-based employment bonds.	Indian Contract Act, 1872, § 27	Jun 3, 2026
Main exceptions Sale of business goodwill (Exception 1 to § 27); partnership carve-outs (§§ 11(2), 36(2), 54); in-term exclusive-service covenants When the ban took effect Longstanding — Section 27 has been in force since 1872 Can a court narrow it? No Applies to contractors? Yes Restriction extended during a breach? Not applicable — the post-term covenant is void Maximum length set by law Not applicable — void Must the employer pay to enforce? —
New South Wales, Australia	Allowed if reasonable	A NSW non-compete is presumptively void and binds a former employee only to the extent it is reasonable to protect a legitimate interest, but the Restraints of Trade Act 1976 (NSW) lets the Supreme Court enforce an overbroad clause to a reasonable extent instead of voiding it outright.	Restraints of Trade Act 1976 (NSW) s 4; common-law restraint of trade	Jun 10, 2026
Main exceptions Sale-of-business covenants are judged more leniently; a proposed federal ban would cover most employees earning under the Fair Work Act high-income threshold but would exclude sale-of-business and above-threshold restraints. When the ban took effect — Can a court narrow it? Only strikes wording Applies to contractors? Yes Restriction extended during a breach? Untested; courts treat rolling or indefinite restraints with suspicion and prefer damages over extending an injunction. Maximum length set by law No statutory cap; periods beyond about 12 months in employment are heavily scrutinised. Must the employer pay to enforce? —
Philippines	Allowed if reasonable	The Philippines has no non-compete statute. A post-employment restraint is enforceable only if it is reasonable — limited as to time, trade, and place, tied to a legitimate business interest, and not contrary to public policy — and suing on one is a civil case for the regular courts, not the labor tribunals.	Rivera v. Solidbank Corp., G.R. No. 163269 (2006); Tiu v. Platinum Plans Phil., Inc., G.R. No. 163512 (2007)	Jun 3, 2026
Main exceptions No statutory industry carve-outs. Independent-contractor restraints are treated as ordinary civil/commercial contracts rather than labor matters (Consulta v. CA, G.R. No. 145443). A forfeiture clause can bite for competition during employment (Century Properties v. Babiano, G.R. No. 220978). When the ban took effect — Can a court narrow it? Unsettled Applies to contractors? Yes Restriction extended during a breach? Not addressed Maximum length set by law No statutory limit; one- and two-year restraints have been upheld when otherwise reasonable Must the employer pay to enforce? —
Singapore	Allowed if reasonable	Singapore has no non-compete statute; a post-employment restraint is presumptively void and binds a former employee only if the employer proves a legitimate proprietary interest and shows the clause is reasonable between the parties and in the public interest.	Man Financial (S) Pte Ltd v Wong Bark Chuan David [2007] SGCA 53	Jun 3, 2026
Main exceptions No statutory industry carve-outs; sale-of-business covenants are judged more leniently (CLAAS Medical Centre [2010] SGCA 3). The confidentiality over-and-above trap (Stratech [2005] SGCA 17) often defeats employment non-competes. When the ban took effect — Can a court narrow it? Only strikes wording Applies to contractors? Unclear Restriction extended during a breach? Not addressed Maximum length set by law No statutory limit Must the employer pay to enforce? —