Join photo in the Non-Compete Agreement Template

Aug 6th, 2022
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In Singapore, non-compete clauses are restraint of trade covenants and generally (prima facie) unenforceable.
Moreover, the non-competition clause is enforceable in the UAE based on the geographical area, nature of work and terms of the non-competition clause in an employment contract. This is under Article 12(1) of the Cabinet Resolution No.
The enforceability of such a clause, however, is not absolute. A non-compete clause will only be enforced if it is reasonable and protects a legitimate proprietary interest of the employer.
On 6 February 2024, the Minister of Manpower (the Minister) had announced that the Ministry of Manpower is working together with the tripartite partners (i.e. the National Trades Union Congress and the Singapore National Employers Federation) to develop guidelines on the reasonable use of restrictive employment
For example, a television station might have legitimate concerns that a popular meteorologist may siphon viewers away if they began working for a rival station in the same area. This would be considered a reasonable cause to sign a non-compete agreement in most jurisdictions.
Generally, a non-compete clause, which is commonly found in employment contracts, imposes restrictions on employees from working for competitors after their current employment ends. The enforceability of such a clause, however, is not absolute.
The following are the most common ways to get out of a non-compete agreement: Determine that the terms of the contract do not in fact prevent you from a desired course of action. Recognize when a non-compete contradicts the law. Negotiate a release agreement with the involved parties. Ignore the agreement.
Presently, there are no specific regulations governing non-compete clauses in Singapore. The courts in Singapore follow the principle of reasonableness to ensure that such clauses do not unduly restrict an individuals ability to earn a living or pursue their chosen profession.

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