clear and realistic areas where staff can work or not, or a specific time frame that must elapse before a staff member can return to field work. Probably not. Most courts have held that an employer who engages in an illegal activity resulting in the dismissal of a worker cannot impose a non-compete agreement against the worker who has resigned for that reason. In contract law, this is a non-competition clause (often NCC) or a non-compete obligation (CNC), a clause according to which a party (usually a worker) undertakes not to undertake or to start a similar profession or to act in competition with another party (usually the employer). Some courts refer to them as “restrictive agreements”. As a contractual provision, a CNC is subject to traditional contractual requirements, including the counterparty doctrine. A non-competition clause is a contract between a worker and an employer in which the worker undertakes not to compete with the employer during or after employment. These legal contracts prevent workers from entering markets or professions in direct competition with the employer. Managers, partners or civil servants were once the only ones to use non-competition rules. These are jobs where the employee is aware of important information that, if compromised, can lead to lost customers or stolen ideas.