Oregon: healthcare non-competes banned. Other non-competes tightly restricted.
Oregon enacted some of the country's most aggressive non-compete restrictions in the 2024-2025 legislative cycle. Non-competes for healthcare workers are entirely prohibited. For other workers, non-competes require: written 2-week pre-employment notice, the worker meeting a salary threshold, an employer protectable interest (trade secrets, confidential information), and a signed copy delivered within 30 days post-termination. Maximum enforcement period is 18 months. Violations void the non-compete entirely.
Non-Compete Compliance Tracking
Validates non-compete agreements against ORS 653.295 — pre-employment notice, salary threshold, protectable interest, post-termination signed copy. Blocks healthcare worker non-competes.
What those rules do at offer and at termination.
The hero card configuration: Block on healthcare role, Flag on notice/copy timing, Avoid on excessive duration.
Healthcare worker non-competes are entirely prohibited under 2024-2025 amendments to ORS 653.295. If a non-compete is attempted at offer, the action is blocked with the prohibition surfaced.
Non-competes require written notice that the agreement is a condition of employment delivered at least 2 weeks before employment starts, and a signed copy delivered to the worker within 30 days after termination. Both are tracked.
Maximum enforcement period for non-competes is 18 months. Agreements with longer terms are unenforceable in Oregon.
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Healthcare non-competes are out. Other non-competes have four hard requirements.
Oregon's 2024-2025 non-compete reform kept the existing four-element test for non-healthcare workers and added an outright ban for healthcare. The four elements are strictly enforced.
Healthcare worker ban
The 2024-2025 legislative cycle added a complete ban on non-competes for healthcare workers. The ban covers physicians, nurses, mid-level practitioners, and other licensed healthcare professionals. The policy rationale is patient access and continuity of care — restricting where healthcare workers can practice harms patient access in regions with provider shortages.
Four elements for non-healthcare workers
For non-healthcare workers, the non-compete is enforceable only if all four elements are met: (1) written notice that the agreement is a condition of employment delivered at least 2 weeks before employment starts, OR for current employees, a bona-fide promotion or advancement; (2) the worker meets a salary threshold (annual income at termination exceeds an inflation-adjusted minimum); (3) the employer has a legitimate protectable interest (trade secrets, sensitive confidential information including product development, launch plans, marketing strategy, or sales plans); (4) a signed copy of the terms delivered to the worker within 30 days after termination.
Teambridge validates non-compete compliance at offer and at termination.
The four elements are strict and easy to miss — especially the 30-day post-termination copy requirement.
Healthcare workers blocked from non-compete.
When a non-compete is attempted at offer, the worker's role is checked against healthcare classifications. Healthcare roles → non-compete blocked.
2-week notice timing validated.
For non-healthcare workers, the offer process tracks the 2-week pre-employment notice requirement. Notice delivery date is logged; offer cannot be accepted with less than 2 weeks of notice for the non-compete clause.
Threshold inflation-adjusted annually.
The salary threshold is updated each year for inflation. Worker compensation is checked against the current threshold; sub-threshold workers cannot be bound by enforceable non-competes.
30-day signed copy delivery tracked.
When a worker subject to a non-compete is terminated, Teambridge surfaces the 30-day deadline for delivering the signed copy. Delivery is recorded; missed deadlines void the non-compete entirely.
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