# Non-Competes in Tennessee[^about] Tennessee enforces non-competes that are reasonable and protect a legitimate business interest, and a 2026 statute effective July 1, 2026 adds rebuttable time-reasonableness presumptions and voids non-competes against employees earning under $70,000 a year. ## Are employee non-compete agreements enforceable in Tennessee? {#enforceability} **Short answer.** Sometimes. Tennessee enforces a non-compete that is reasonable and protects a legitimate business interest, but it treats the covenant as a disfavored restraint of trade. A new statute effective July 1, 2026 adds rebuttable time-reasonableness presumptions and makes a non-compete void against any employee earning less than $70,000 a year [^hasty-disfavored][^s50-1-211-threshold][^s50-1-210-presumptions]. Tennessee has no general statute banning all ordinary employee non-competes; enforceability is governed by common law, supplemented by the 2026 statute's time presumptions and its bar on covenants for employees earning under $70,000. Under that common law, covenants not to compete are *not favored* because they restrain trade, but they are not void on their face and will be enforced when reasonable under the circumstances [^hasty-disfavored]. Tennessee's general restraint-of-trade statute separately declares competition-lessening combinations void as a matter of public policy, which is the policy backdrop courts invoke when they call non-competes disfavored [^s47-25-101-restraint]. The 2026 legislation does not displace that reasonableness analysis. It layers two statutory rules on top of it: time presumptions a court must apply, and an outright bar on non-competes for lower-paid employees. Both take effect July 1, 2026 and apply to proceedings occurring and to agreements entered into, renewed, or amended on or after that date [^s50-1-210-presumptions]. "They are not, however, invalid per se and may be enforced, provided, they are reasonable under the particular circumstances."[^hasty-disfavored] ## What makes a non-compete reasonable in Tennessee? {#reasonableness-test} **Short answer.** A protectable business interest plus terms no broader than needed to protect it. Tennessee courts ask whether the time and territory of the covenant are greater than necessary to protect the employer's legitimate business interest, weighing the consideration given, the danger to the employer without the covenant, the hardship to the employee, and the public interest [^allright-ultimate-question][^allright-factors]. There is a threshold requirement before the factors even matter: the employer must have a legitimately protectable interest, something beyond ordinary competition. An employer cannot use a covenant to restrain ordinary competition, and the general knowledge, skill, and experience an employee brings or develops on the job belong to the employee, not the employer [^hasty-no-ordinary-competition][^hasty-special-facts]. The special facts that qualify typically involve trade secrets or confidential information, an employer's investment in special training, or customer relationships in which the employee is the face of the business [^hasty-special-facts]. Once a protectable interest exists, reasonableness is fact-specific and turns on the balance of the four considerations rather than any fixed formula [^allright-factors]. "An employer, however, cannot by contract restrain ordinary competition."[^hasty-no-ordinary-competition] ## Can a Tennessee employer use a non-compete against an employee earning under $70,000? {#income-threshold} **Short answer.** No, for enforcement proceedings occurring on or after July 1, 2026 and for agreements entered into, renewed, or amended on or after that date. New Tenn. Code Ann. § 50-1-211 prohibits an employer from requiring, requesting, or enforcing a non-compete against an employee whose annualized compensation is less than $70,000, and a non-compete signed in violation is void as a matter of public policy [^threshold-rule][^threshold-void]. Annualized compensation is defined broadly to include wages, salary, commissions, nondiscretionary bonuses, and other remuneration; for an hourly employee it is calculated as the hourly rate times 40 times 52 [^threshold-hourly]. The bar reaches more than enforcement: an employer may not even *request* that a below-threshold employee sign a covenant [^threshold-rule]. > [!NOTE] > **Practice note.** > > The prohibition attaches to asking a below-threshold employee to sign, not only to suing on the covenant. Before presenting a Tennessee non-compete on or after July 1, 2026, confirm the employee's annualized compensation clears $70,000 using the statutory definition, and recalculate for hourly workers using the rate-times-40-times-52 formula [^threshold-rule][^threshold-hourly]. "Notwithstanding a law to the contrary, an employer shall not require, request, or enforce a noncompete agreement against an employee whose annualized compensation is less than seventy thousand dollars ($70,000)."[^threshold-rule] ## How long can a Tennessee non-compete last? {#time-limits} **Short answer.** For agreements governed by the 2026 statute, a court presumes a restraint is unreasonable in time if it runs longer than the period set for the relevant relationship: two years for a former employee or independent contractor, three years for a distributor, dealer, franchisee, lessee, or licensee, and the longer of five years or the payout period for the seller of a business [^time-presumption-rule][^time-employee-2yr][^time-distributor-3yr][^time-seller-5yr]. These are rebuttable presumptions, not hard caps. A court must presume that a time restraint longer than the applicable period is unreasonable, but a party can try to overcome the presumption, and a covenant within the period is not automatically reasonable on its other terms [^time-presumption-rule]. The presumptions address only the time dimension; geographic scope and the protectable-interest requirement still come from the common-law reasonableness analysis [^allright-ultimate-question-time]. > [!CAUTION] > **Drafting note.** > > For employee covenants entered into, renewed, or amended on or after July 1, 2026, draft the duration at or under two years to stay inside the presumption of reasonableness in time. A longer term is presumptively unreasonable, so the party seeking enforcement should expect to rebut that presumption, on top of the separate requirement that the covenant protect a legitimate interest and be reasonable in geography [^time-employee-2yr][^time-presumption-rule]. ## Is continued at-will employment enough consideration for a Tennessee non-compete? {#consideration} **Short answer.** Yes, when the employment actually continues. Under *Central Adjustment Bureau, Inc. v. Ingram*, a covenant an existing employee signs is supported by consideration where the employee then remains employed for an appreciable period, so a non-compete signed after hire does not fail for lack of fresh consideration [^central-consideration]. The court enforced covenants signed after employment began because each employee continued working for the company; the length of the continued employment supplied the consideration [^central-consideration]. Tennessee has not fixed how long the continued employment must last, so the question is fact-specific: a very short tenure after signing weakens the argument, and the safer course is still to pair the covenant with employment that continues for an appreciable time or with separate consideration [^central-consideration]. ## Will a Tennessee court narrow or reform an overbroad non-compete? {#court-narrowing} **Short answer.** Often yes, but not always. Tennessee follows the *rule of reasonableness* rather than the strict blue-pencil rule, so a court may modify an unreasonable covenant to make it reasonable instead of striking it — but it can refuse and void the covenant entirely when the employer drafted it in a deliberately unreasonable or oppressive way [^central-reasonableness][^central-oppressive][^vantage-modify]. In *Central Adjustment Bureau*, the Tennessee Supreme Court adopted the rule of reasonableness, under which a court may enforce an overbroad covenant to the extent it is reasonable rather than rewriting only severable words [^central-reasonableness]. *Vantage Technology, LLC v. Cross* shows the rule in action: the court modified an overbroad territory and limited the restriction to the customer locations where the employee had actually worked [^vantage-modify]. The 2026 statute carries the same idea forward for covenants it governs, expressly authorizing a court to modify a restrictive covenant to render it reasonable and enforceable [^s50-1-210-modify]. Reformation is discretionary, not guaranteed. A court may decline to save an oppressive covenant, and it may refuse enforcement entirely where the hardship to the employee and the harm to the public outweigh the employer's interest, as the court did in *Columbus Medical Services, LLC v. Thomas* [^central-oppressive][^columbus-refused]. For a clause-by-clause pass over a specific agreement against these drafting rules, the [Tennessee non-compete review checklist](/checklists/non-compete/us/tennessee) walks the full covenant suite item by item with each requirement's force level. > [!CAUTION] > **Drafting note.** > > Do not rely on a Tennessee court to rewrite an aggressive covenant. A deliberately unreasonable or oppressive covenant can be voided rather than trimmed, so draft duration, geography, and scope to the minimum the legitimate interest actually requires [^central-oppressive][^vantage-modify]. "The most recent trend, therefore, has been to abandon the ‘blue pencil’ rule in favor of a rule of reasonableness."[^central-reasonableness] ## Are non-competes enforceable against Tennessee physicians and healthcare providers? {#health-care-providers} **Short answer.** Yes, within statutory limits. A healthcare-provider covenant is deemed reasonable if it is in writing, runs two years or less, and stays within the greater of a 10-mile radius or the provider's county (or a facility-based limit). Emergency-medicine physicians fall outside that statutory authorization, so their covenants remain void under *Udom* [^s63-1-148-deemed-reasonable][^s63-1-148-emergency][^udom-void]. Before the statute, Tennessee voided physician non-competes outright as contrary to public policy. In *Murfreesboro Medical Clinic, P.A. v. Udom*, the Tennessee Supreme Court held that, except as specifically allowed by statute, physician covenants not to compete are unenforceable and void [^udom-void]. The legislature responded with Tenn. Code Ann. § 63-1-148, which authorizes covenants for covered providers within the duration and geographic limits above and applies to providers licensed under Title 63, chapters 3, 4, 5, 6, 8, 9, and 11 [^s63-1-148-deemed-reasonable][^s63-1-148-scope]. A covenant tied to the sale of a provider's practice gets a rebuttable presumption that its agreed duration and area are reasonable [^s63-1-148-sale]. Meeting the safe harbor makes a covenant deemed reasonable in time and area; it does not by itself guarantee enforcement, because the covenant must still rest on a legitimate interest and satisfy the other common-law limits [^s63-1-148-deemed-reasonable]. > [!NOTE] > **Practice note.** > > Do not impose a non-compete on an emergency-medicine physician. Section 63-1-148(d) removes them from the statute's safe harbor, and because no statute then authorizes the covenant, it remains void under *Udom*. For other covered providers, keep the term at or under two years and the area within the greater of a 10-mile radius or the county of the primary practice site to stay within the statutory safe harbor [^s63-1-148-emergency][^udom-void][^s63-1-148-deemed-reasonable]. "We hold that except for those specifically prescribed by statute, physicians' covenants not to compete are unenforceable and void."[^udom-void] ## Are customer non-solicits, employee non-solicits, and confidentiality agreements still allowed in Tennessee? {#non-solicitation-confidentiality} **Short answer.** Yes. The 2026 statute that regulates non-competes expressly preserves an employer's ability to enforce a confidentiality or nondisclosure agreement, a customer non-solicitation agreement, and an employee non-solicitation agreement [^s50-1-210-carveouts]. Section 50-1-210(c) preserves these covenants from the time-presumption rules, and the $70,000 bar in § 50-1-211 applies only to *noncompete* agreements — so a true non-solicit or confidentiality clause sits outside both [^s50-1-210-carveouts][^threshold-rule-nonsolicit]. They are not automatically enforceable, though: a non-solicit or confidentiality clause that operates as a de facto non-compete can still be attacked as an unreasonable restraint, and a confidentiality clause that protects trade secrets is backed by the Tennessee Uniform Trade Secrets Act. > [!CAUTION] > **Drafting note.** > > Keep a confidentiality or non-solicitation covenant tied to genuine confidential information, customers, or employees rather than drafting it so broadly that it bars the worker from competing at all. A clause that functions as a disguised non-compete invites the same reasonableness scrutiny — and, for a below-threshold employee, the same voidness risk — as an express non-compete [^s50-1-210-carveouts][^threshold-rule-nonsolicit]. "This section does not prohibit an employer from enforcing: (1) A confidentiality or nondisclosure agreement; (2) A client or customer nonsolicitation agreement; or (3) An employee nonsolicitation agreement."[^s50-1-210-carveouts] ## How does the Tennessee Uniform Trade Secrets Act interact with non-competes? {#trade-secrets} **Short answer.** It runs alongside them. The Tennessee Uniform Trade Secrets Act displaces overlapping tort remedies for trade-secret misappropriation but expressly preserves contractual remedies, and it confirms that a confidentiality duty is not void merely for lacking a time or geographic limit [^tutsa-contractual]. That preservation matters for drafting: an employer can protect trade secrets through both a contract covenant and a TUTSA claim, and a contractual duty to protect a trade secret is not void merely for lacking the durational and geographic limits a non-compete needs — though a broader confidentiality clause reaching non-trade-secret information is still tested under ordinary contract and restraint principles [^tutsa-contractual]. Where misappropriation is willful and malicious, the Act allows exemplary damages of up to twice the compensatory award, which can make a trade-secret claim a stronger remedy than enforcing a marginal non-compete [^tutsa-exemplary]. ## Are sale-of-business non-competes treated differently in Tennessee? {#sale-of-business} **Short answer.** Yes, more generously. For a covenant enforced against the owner or seller of a business, the 2026 statute presumes a restraint reasonable in time for the longer of five years or the period during which sale payments are made — well beyond the two-year presumption for ordinary employees [^sale-seller-5yr]. This fits the sale-of-business context, where a buyer paying for a business is protecting purchased goodwill rather than merely restraining a former employee. In the healthcare setting, a covenant tied to the purchase or sale of a provider's practice likewise gets a rebuttable presumption that its agreed duration and area are reasonable [^sale-healthcare]. ## Does a Tennessee non-compete toll or extend during a breach or while litigation is pending? {#tolling-extension} **Short answer.** This is an open question in Tennessee. No Tennessee statute or appellate decision squarely endorses automatically tolling or extending the restricted period while the employee is in breach or while enforcement litigation is pending, and the 2026 statute does not address tolling [^tolling-statute-silent][^tolling-reasonableness]. Because Tennessee measures reasonableness in time and may reform an unreasonable term, an extension-on-breach clause is best treated as unsettled rather than reliably enforceable. The 2026 statute fixes the start of the period at the date the relationship terminates and is otherwise silent on tolling, so an extension-on-breach theory has no clear statutory footing either way; an overlong effective restraint would also face the same reasonableness scrutiny as any other duration [^tolling-statute-silent][^tolling-reasonableness]. > [!NOTE] > **Practice note.** > > Open question: Tennessee law does not clearly resolve whether a clause that tolls or extends the restricted period during breach or litigation is enforceable. Do not assume a court will extend an expired Tennessee covenant; if an extension provision matters, draft a defined, reasonable cap rather than an open-ended tolling clause, and expect a court to test the total effective duration for reasonableness [^tolling-reasonableness][^tolling-statute-silent]. ## Can another state's law or court govern a Tennessee worker's non-compete? {#choice-of-law} **Short answer.** Sometimes, if the choice is genuine. A Tennessee court honors a contractual choice of another state's law only when certain requirements are met, beginning with the requirement that the choice-of-law provision be executed in good faith [^vantage-choice-intent][^vantage-good-faith]. Those requirements limit the common tactic of using an out-of-state choice-of-law clause to escape Tennessee's reasonableness rules. A clause picking the law of a state with no genuine connection to the parties, or one used to override Tennessee's protections — including the new $70,000 bar — is vulnerable [^vantage-choice-intent][^vantage-good-faith]. ## What are the key recent developments in Tennessee non-compete law? {#recent-developments} **Short answer.** The headline change is the 2026 statute that, effective July 1, 2026, voids non-competes for employees earning under $70,000 and sets rebuttable time presumptions for the rest [^dev-enacted][^dev-effective]. - - - > [!NOTE] > **Practice note.** > > Treat July 1, 2026 as a hard line. Agreements entered into, renewed, or amended on or after that date are subject to the new $70,000 bar and the time presumptions, so review form non-competes and any covenant up for renewal before that date, and confirm each covered employee clears the compensation threshold [^dev-effective][^dev-threshold]. [^about]: By Steven Obiajulu, J.D. Published by [openagreements.org](https://openagreements.org). Last reviewed 2026-06-03. License: CC BY 4.0. Steven Obiajulu, J.D. is admitted in New York, not Tennessee. This article synthesizes Tennessee primary law and is not legal advice from a Tennessee-admitted attorney. This article is for informational purposes only and does not create an attorney-client relationship. [^hasty-disfavored]: **Hasty v. Rent-A-Driver, Inc.** — "They are not, however, invalid per se and may be enforced, provided, they are reasonable under the particular circumstances." *Hasty v. Rent-A-Driver, Inc., 671 S.W.2d 471, 472 (Tenn. 1984).* [^s50-1-211-threshold]: **2026 Tenn. Pub. Acts, ch. 934 (HB 1034)** — "Notwithstanding a law to the contrary, an employer shall not require, request, or enforce a noncompete agreement against an employee whose annualized compensation is less than seventy thousand dollars ($70,000)." *Tenn. Code Ann. § 50-1-211(a) (2026 Tenn. Pub. Acts, ch. 934) (eff. July 1, 2026).* [^s50-1-210-presumptions]: **2026 Tenn. Pub. Acts, ch. 934 (HB 1034)** — "This act takes effect July 1, 2026, the public welfare requiring it, and applies to proceedings occurring and agreements entering into, renewed, or amended, on or after that date." *2026 Tenn. Pub. Acts, ch. 934, § 3.* [^s47-25-101-restraint]: **Tenn. Code Ann. § 47-25-101** — "All arrangements, contracts, agreements, trusts, or combinations between persons or corporations made with a view to lessen, or which tend to lessen, full and free competition in trade or commerce affecting this state, and all arrangements, contracts, agreements, trusts, or combinations between persons or corporations designed or which tend to advance, reduce, or control the price or the cost to the producer or the consumer of any product or service in trade or commerce affecting this state, are declared to be against public policy, unlawful, and void." *Tenn. Code Ann. § 47-25-101 (2024 Tenn. Pub. Acts, ch. 776).* [^allright-ultimate-question]: **Allright Auto Parks, Inc. v. Berry** — "Based upon the foregoing, the ultimate question presented in the case sub judice appears to be whether or not the time and territorial limits of the noncompetition agreement are greater than is required to protect the business interest of the complainant." *Allright Auto Parks, Inc. v. Berry, 409 S.W.2d 361, 363 (Tenn. 1966).* [^allright-factors]: **Allright Auto Parks, Inc. v. Berry** — "Among these are: the consideration supporting the agreements; the threatened danger to the employer in the absence of such an agreement; the economic hardship imposed on the employee by such a covenant; and whether or not such a covenant should be inimical to public interest." *Allright Auto Parks, Inc. v. Berry, 409 S.W.2d 361, 363 (Tenn. 1966).* [^hasty-no-ordinary-competition]: **Hasty v. Rent-A-Driver, Inc.** — "An employer, however, cannot by contract restrain ordinary competition." *Hasty v. Rent-A-Driver, Inc., 671 S.W.2d 471, 473 (Tenn. 1984).* [^hasty-special-facts]: **Hasty v. Rent-A-Driver, Inc.** — "In order for an employer to be entitled to protection, there must be special facts present over and above ordinary competition." *Hasty v. Rent-A-Driver, Inc., 671 S.W.2d 471, 473 (Tenn. 1984).* [^threshold-rule]: **2026 Tenn. Pub. Acts, ch. 934 (HB 1034)** — "Notwithstanding a law to the contrary, an employer shall not require, request, or enforce a noncompete agreement against an employee whose annualized compensation is less than seventy thousand dollars ($70,000)." *Tenn. Code Ann. § 50-1-211(a) (2026 Tenn. Pub. Acts, ch. 934) (eff. July 1, 2026).* [^threshold-void]: **2026 Tenn. Pub. Acts, ch. 934 (HB 1034)** — "A noncompete agreement executed in violation of this section is void and unenforceable as a matter of public policy." *Tenn. Code Ann. § 50-1-211(c) (2026 Tenn. Pub. Acts, ch. 934) (eff. July 1, 2026).* [^threshold-hourly]: **2026 Tenn. Pub. Acts, ch. 934 (HB 1034)** — "Annualized compensation for an hourly employee must be calculated by multiplying the employee's hourly rate by forty (40) and multiplying the product by fifty-two (52)." *Tenn. Code Ann. § 50-1-211(b)(2) (2026 Tenn. Pub. Acts, ch. 934) (eff. July 1, 2026).* [^time-presumption-rule]: **2026 Tenn. Pub. Acts, ch. 934 (HB 1034)** — "In determining the reasonableness in time of a restrictive covenant sought to be enforced after the termination of an employment or business relationship, a court shall apply the rebuttable presumptions established in this section. A court shall presume that a time restraint greater than the applicable restraint described in subdivision (b)(1), (b)(2), or (b)(3) is unreasonable." *Tenn. Code Ann. § 50-1-210(a) (2026 Tenn. Pub. Acts, ch. 934) (eff. July 1, 2026).* [^time-employee-2yr]: **2026 Tenn. Pub. Acts, ch. 934 (HB 1034)** — "A court shall presume to be reasonable in time a restraint sought to be enforced against a former employee or independent contractor that: (A) Is two (2) years or less in duration, measured from the date the employment or business relationship terminates; and" *Tenn. Code Ann. § 50-1-210(b)(1) (2026 Tenn. Pub. Acts, ch. 934) (eff. July 1, 2026).* [^time-distributor-3yr]: **2026 Tenn. Pub. Acts, ch. 934 (HB 1034)** — "A court shall presume to be reasonable in time a restraint three (3) years or less in duration, measured from the date of termination of the business relationship in the case of a restrictive covenant sought to be enforced against a current or former distributor, dealer, franchisee, lessee of real or personal property, or licensee of a trademark, trade dress, or service mark, and not associated with the sale of all or a material part of:" *Tenn. Code Ann. § 50-1-210(b)(2) (2026 Tenn. Pub. Acts, ch. 934) (eff. July 1, 2026).* [^time-seller-5yr]: **2026 Tenn. Pub. Acts, ch. 934 (HB 1034)** — "A court shall presume to be reasonable in time a restraint that is the longer of five (5) years or less, or a period equal to the time during which payments are made to the owner or seller, in the case of a restrictive covenant sought to be enforced against the owner or seller of all or a material part of:" *Tenn. Code Ann. § 50-1-210(b)(3) (2026 Tenn. Pub. Acts, ch. 934) (eff. July 1, 2026).* [^allright-ultimate-question-time]: **Allright Auto Parks, Inc. v. Berry** — "Based upon the foregoing, the ultimate question presented in the case sub judice appears to be whether or not the time and territorial limits of the noncompetition agreement are greater than is required to protect the business interest of the complainant." *Allright Auto Parks, Inc. v. Berry, 409 S.W.2d 361, 363 (Tenn. 1966).* [^central-consideration]: **Central Adjustment Bureau, Inc. v. Ingram** — "We find that because of the length of employment of each defendant, the covenant is binding against them." *Central Adjustment Bureau, Inc. v. Ingram, 678 S.W.2d 28, 35 (Tenn. 1984).* [^central-reasonableness]: **Central Adjustment Bureau, Inc. v. Ingram** — "The most recent trend, therefore, has been to abandon the ‘blue pencil’ rule in favor of a rule of reasonableness." *Central Adjustment Bureau, Inc. v. Ingram, 678 S.W.2d 28, 33 (Tenn. 1984).* [^central-oppressive]: **Central Adjustment Bureau, Inc. v. Ingram** — "If there is credible evidence to sustain a finding that a contract is deliberately unreasonable and oppressive, then the covenant is invalid." *Central Adjustment Bureau, Inc. v. Ingram, 678 S.W.2d 28, 33 (Tenn. 1984).* [^vantage-modify]: **Vantage Technology, LLC v. Cross** — "Hence, a court may modify an unreasonable covenant so as to render it reasonable." *Vantage Technology, LLC v. Cross, 17 S.W.3d 637, 647 (Tenn. Ct. App. 1999).* [^s50-1-210-modify]: **2026 Tenn. Pub. Acts, ch. 934 (HB 1034)** — "A court may modify a restrictive covenant governed by this section to render it reasonable and enforceable." *Tenn. Code Ann. § 50-1-210(d) (2026 Tenn. Pub. Acts, ch. 934) (eff. July 1, 2026).* [^columbus-refused]: **Columbus Medical Services, LLC v. Thomas** — "We reverse, concluding that, while the plaintiff agency had a legitimate protectable business interest, the non-compete covenants are not enforceable in light of the hardship to the defendant therapists and the adverse impact on the public interest." *Columbus Medical Services, LLC v. Thomas, 308 S.W.3d 368, 374 (Tenn. Ct. App. 2009).* [^s63-1-148-deemed-reasonable]: **Tenn. Code Ann. § 63-1-148** — "A restriction on the right of an employed or contracted healthcare provider to practice the healthcare provider's profession upon termination or conclusion of the employment or contractual relationship shall be deemed reasonable if: (1) The restriction is set forth in an employment agreement or other written document signed by the healthcare provider and the employing or contracting entity; and (2) The duration of the restriction is two (2) years or less and either: (A) The maximum allowable geographic restriction is the greater of: (i) A ten-mile radius from the primary practice site of the healthcare provider while employed or contracted; or (ii) The county in which the primary practice of the healthcare provider while employed or contracted is located;" *Tenn. Code Ann. § 63-1-148(a).* [^s63-1-148-emergency]: **Tenn. Code Ann. § 63-1-148** — "This section shall not apply to physicians who specialize in the practice of emergency medicine." *Tenn. Code Ann. § 63-1-148(d).* [^udom-void]: **Murfreesboro Medical Clinic, P.A. v. Udom** — "We hold that except for those specifically prescribed by statute, physicians' covenants not to compete are unenforceable and void." *Murfreesboro Medical Clinic, P.A. v. Udom, 166 S.W.3d 674, 684 (Tenn. 2005).* [^s63-1-148-scope]: **Tenn. Code Ann. § 63-1-148** — "This section shall apply to healthcare providers licensed under chapters 3, 4, 5, 6, 8, 9 and 11 of this title." *Tenn. Code Ann. § 63-1-148(c).* [^s63-1-148-sale]: **Tenn. Code Ann. § 63-1-148** — "There shall be a rebuttable presumption that the duration and area of restriction agreed upon by the parties in such an agreement are reasonable." *Tenn. Code Ann. § 63-1-148(b).* [^s50-1-210-carveouts]: **2026 Tenn. Pub. Acts, ch. 934 (HB 1034)** — "This section does not prohibit an employer from enforcing: (1) A confidentiality or nondisclosure agreement; (2) A client or customer nonsolicitation agreement; or (3) An employee nonsolicitation agreement." *Tenn. Code Ann. § 50-1-210(c) (2026 Tenn. Pub. Acts, ch. 934) (eff. July 1, 2026).* [^threshold-rule-nonsolicit]: **2026 Tenn. Pub. Acts, ch. 934 (HB 1034)** — "Notwithstanding a law to the contrary, an employer shall not require, request, or enforce a noncompete agreement against an employee whose annualized compensation is less than seventy thousand dollars ($70,000)." *Tenn. Code Ann. § 50-1-211(a) (2026 Tenn. Pub. Acts, ch. 934) (eff. July 1, 2026).* [^tutsa-contractual]: **Tenn. Code Ann. § 47-25-1708** — "a contractual duty to maintain secrecy or limit use of a trade secret shall not be deemed to be void or unenforceable solely for lack of durational or geographical limitation on the duty" *Tenn. Code Ann. § 47-25-1708(b)(1).* [^tutsa-exemplary]: **Tenn. Code Ann. § 47-25-1704** — "If willful and malicious misappropriation exists, the court may award exemplary damages in an amount not exceeding twice any award made under subsection (a)." *Tenn. Code Ann. § 47-25-1704(b).* [^sale-seller-5yr]: **2026 Tenn. Pub. Acts, ch. 934 (HB 1034)** — "A court shall presume to be reasonable in time a restraint that is the longer of five (5) years or less, or a period equal to the time during which payments are made to the owner or seller, in the case of a restrictive covenant sought to be enforced against the owner or seller of all or a material part of:" *Tenn. Code Ann. § 50-1-210(b)(3) (2026 Tenn. Pub. Acts, ch. 934) (eff. July 1, 2026).* [^sale-healthcare]: **Tenn. Code Ann. § 63-1-148** — "There shall be a rebuttable presumption that the duration and area of restriction agreed upon by the parties in such an agreement are reasonable." *Tenn. Code Ann. § 63-1-148(b).* [^tolling-statute-silent]: **2026 Tenn. Pub. Acts, ch. 934 (HB 1034)** — "A court shall presume to be reasonable in time a restraint sought to be enforced against a former employee or independent contractor that: (A) Is two (2) years or less in duration, measured from the date the employment or business relationship terminates; and" *Tenn. Code Ann. § 50-1-210(b)(1) (2026 Tenn. Pub. Acts, ch. 934) (eff. July 1, 2026).* [^tolling-reasonableness]: **Vantage Technology, LLC v. Cross** — "Hence, a court may modify an unreasonable covenant so as to render it reasonable." *Vantage Technology, LLC v. Cross, 17 S.W.3d 637, 647 (Tenn. Ct. App. 1999).* [^vantage-choice-intent]: **Vantage Technology, LLC v. Cross** — "If the parties manifest an intent to instead apply the laws of another jurisdiction, then that intent will be honored provided certain requirements are met." *Vantage Technology, LLC v. Cross, 17 S.W.3d 637, 650 (Tenn. Ct. App. 1999).* [^vantage-good-faith]: **Vantage Technology, LLC v. Cross** — "The choice of law provision must be executed in good faith." *Vantage Technology, LLC v. Cross, 17 S.W.3d 637, 650 (Tenn. Ct. App. 1999).* [^dev-enacted]: **2026 Tenn. Pub. Acts, ch. 934 (HB 1034)** — "AN ACT to amend Tennessee Code Annotated, Title 50; Title 63 and Title 68, relative to covenants not to compete." *2026 Tenn. Pub. Acts, ch. 934 (HB 1034).* [^dev-effective]: **2026 Tenn. Pub. Acts, ch. 934 (HB 1034)** — "This act takes effect July 1, 2026, the public welfare requiring it, and applies to proceedings occurring and agreements entering into, renewed, or amended, on or after that date." *2026 Tenn. Pub. Acts, ch. 934, § 3.* [^dev-threshold]: **2026 Tenn. Pub. Acts, ch. 934 (HB 1034)** — "Notwithstanding a law to the contrary, an employer shall not require, request, or enforce a noncompete agreement against an employee whose annualized compensation is less than seventy thousand dollars ($70,000)." *Tenn. Code Ann. § 50-1-211(a) (2026 Tenn. Pub. Acts, ch. 934) (eff. July 1, 2026).*