Restrictive non-compete and termination certification requirements
🧭 worksocial problemSingle report ●●●●●
An employee in Pennsylvania is bound by a non-compete agreement that includes a one-year post-employment restriction, a tolling provision, and a requirement to disclose the agreement to future employers, and is now being asked to sign a 'Termination Certification' that reiterates these terms and asks for their next employer.
What people do today
- Consulting with an employment lawyer
- Refusing to sign the termination certification
- Seeking employment in a different industry
🔧 Fix this
Ideas a builder, maker or community group could start on:
- A legal template generator that helps employees draft professional responses to employers requesting termination certifications.
- A directory of employment lawyers specializing in non-compete litigation for individual contributors.
- A policy advocacy platform that aggregates data on the prevalence of non-competes for non-executive roles to support legislative reform.
Real voices
“The agreement explicitly names [new employer] as one of the direct competitors... [current employer] is making me sign a Termination Certification which basically reiterates/summarizes the original noncompete agreement, and also has a section to fill out where I'm going next.”
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