{"id":20524,"date":"2025-06-06T09:12:42","date_gmt":"2025-06-06T07:12:42","guid":{"rendered":"https:\/\/www.delucapartners.it\/?p=20524"},"modified":"2025-06-06T16:53:43","modified_gmt":"2025-06-06T14:53:43","slug":"lo-sai-che-e-nullo-il-patto-di-non-concorrenza-che-per-ampiezza-e-indeterminatezza-compromette-ogni-effettiva-possibilita-di-lavoro-del-dipendente","status":"publish","type":"post","link":"https:\/\/testing.delucapartners.it\/en\/news\/did-you-know-that-a-non-compete-agreement-is-null-and-void-if-it-imposes-excessive-restrictions-that-prevent-the-employee-from-accessing-the-labor-market\/","title":{"rendered":"DID YOU KNOW THAT\u2026 a non-compete agreement is null and void if it imposes excessive restrictions that prevent the employee from accessing the labor market?\u202f\u00a0"},"content":{"rendered":"\n<p>With order no. 11765 of May 5, 2025, the Italian Supreme Court ruled that a <a href=\"https:\/\/testing.delucapartners.it\/en\/dlp-insights-en\/did-you-know-that-non-compete-agreement-null-and-void-if-conditional-on-employer-decisions-affecting-employment-relationship\/\">non-compete agreement<\/a> is null and void when it imposes excessively broad territorial restrictions and offers only minimal compensation\u2014resulting in an unjustified and disproportionate limitation on the employee\u2019s right to work and earn a living.\u00a0<\/p>\n\n\n\n<p>In the case at hand, a banking institution had required one of its employees to accept a particularly restrictive non-compete clause. The agreement prohibited the employee from engaging in any professional activity in the banking, insurance, or financial sectors\u2014both within Italy and abroad\u2014for a duration of 12 months. In return, the employee received compensation amounting to just 10% of their gross annual salary (i.e.<em> \u201cRAL\u201d<\/em>). The clause, as drafted, completely barred the individual from accessing the job market in their area of expertise.&nbsp;<\/p>\n\n\n\n<p>The lower court had already ruled the agreement null and void, primarily due to the lack of defined\u2014or even objectively determinable\u2014territorial limits. This issue was further compounded by the employer\u2019s unilateral right to modify the geographical scope of the restriction through the exercise of its discretionary power (i.e. \u201c<em><a href=\"https:\/\/testing.delucapartners.it\/en\/news-en\/dismissal-for-justified-objective-reasons-and-repechage-obligation-to-relocate-employers-obligations\/\">ius variandi<\/a>\u201d<\/em>), thereby rendering the scope of the clause uncertain and unstable.\u00a0<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"623\" src=\"https:\/\/testing.delucapartners.it\/wp-content\/uploads\/2025\/02\/shutterstock_1701231727-1024x623.jpg\" alt=\"\" class=\"wp-image-20006\" srcset=\"https:\/\/testing.delucapartners.it\/wp-content\/uploads\/2025\/02\/shutterstock_1701231727-1024x623.jpg 1024w, https:\/\/testing.delucapartners.it\/wp-content\/uploads\/2025\/02\/shutterstock_1701231727-300x183.jpg 300w, https:\/\/testing.delucapartners.it\/wp-content\/uploads\/2025\/02\/shutterstock_1701231727-768x467.jpg 768w, https:\/\/testing.delucapartners.it\/wp-content\/uploads\/2025\/02\/shutterstock_1701231727.jpg 1200w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p>The Italian Supreme Court upheld that ruling, stating that under Articles 1346 and 2125 of the Italian Civil Code, a non-compete clause is valid only if the following conditions are met:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>its object, duration, and territorial scope must be clearly defined or objectively determinable at the time of signing;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>the compensation must be proportionate to the restriction imposed;\u00a0<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li>the restriction must not be so extensive as to completely prevent the employee from accessing the labor market.\u00a0<\/li>\n<\/ul>\n\n\n\n<p>With specific regard to the territorial scope, the Supreme Court confirmed that the clause allowing the employer to unilaterally redefine the geographical boundaries made the agreement legally uncertain. The absence of predetermined or determinable limits undermined the enforceability of the clause and deprived the employee of any clear understanding of the restriction\u2019s scope.&nbsp;<\/p>\n\n\n\n<p>The Italian Supreme Court therefore confirmed that a valid non-compete agreement must reflect a fair balance between the employer\u2019s legitimate business interests and the employee\u2019s fundamental right to work. It must allow the employee a real and concrete opportunity to continue exercising their profession, and it must provide compensation that is adequate and proportionate to the burden imposed.&nbsp;<\/p>\n\n\n\n<p>In conclusion, a non-compete clause that is overly punitive, lacks fair compensation, and deprives the employee of genuine professional alternatives will be deemed null and void, in line with the principles of contractual fairness, individual autonomy, and the free circulation of labor.&nbsp;ll\u2019intero accordo, a tutela dell\u2019autonomia professionale e della libera circolazione del lavoro.<a id=\"_msocom_1\"><\/a><\/p>\n\n\n\n<p><strong>Other related insights:<\/strong>\u202f\u00a0<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/testing.delucapartners.it\/en\/dlp-insights-en\/did-you-know-that-non-compete-agreement-null-and-void-if-conditional-on-employer-decisions-affecting-employment-relationship\/\">DID YOU KNOW THAT\u2026 non-compete agreement null and void if conditional on employer decisions affecting employment relationship?<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/testing.delucapartners.it\/en\/news-en\/publications-2-en\/non-competition-agreement-remuneration-how-the-nullity-cases-work\/\">Non-competition agreement remuneration. How the nullity cases work (Guida al Lavoro de Il Sole 24 Ore, 19 March 2021 \u2013 Vittorio De Luca, Antonella Iacobellis)<\/a><\/li>\n<\/ul>\n\n\n\n<p><\/p>\n","protected":false},"excerpt":{"rendered":"<p>With order no. 11765 of May 5, 2025, the Italian Supreme Court ruled that a non-compete agreement is null and void when it imposes excessively broad territorial restrictions and offers only minimal compensation\u2014resulting in an unjustified and disproportionate limitation on the employee\u2019s right to work and earn a living.\u00a0 In the case at hand, a &#8230;.<\/p>\n","protected":false},"author":2,"featured_media":20007,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[81,110],"tags":[437,2797],"class_list":["post-20524","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-dlp-insights-en","category-do-you-know-that-en","tag-dismissal","tag-non-compete-agreement"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>A non-compete agreement is null and void? - De Luca &amp; 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