Employment Contract & Non-Compete Lawyer in MD and DC

Employment Contract and Non-Compete Lawyer, MD and DC

An employment contract and non-compete lawyer reviews, drafts and negotiates the agreements that govern a job, and explains whether a non-compete can be enforced where you work. Maryland law voids non-competes for employees who earn 150% of the State minimum wage or less and for certain licensed health care and veterinary workers, and District of Columbia law bars employers from requiring them of covered employees who are not highly compensated, so the answer depends on your pay, your job and where you work.

Sadiq Law Group handles employment contract and non-compete matters for employees and employers in Montgomery County, MD and Washington, DC from its Gaithersburg office. Attorney Abbas S. Sadiq reads the agreement with you, explains what each term means in plain language and discusses your options. This page is general legal information, not legal advice for your situation.

Call to Schedule Consultation +1-301-241-0110

Call to Schedule Consultation
+1-301-241-0110

Read an agreement before you sign it. In DC, a non-compete for a highly compensated employee must be provided in writing at least 14 days before the person starts the job or, for a current employee, at least 14 days before the employee must sign it.

What an Employment Contract Covers

In Maryland, employees work at the will of their employers in the absence of an express contract, agreement or policy to the contrary, according to the Maryland Department of Labor. Terms we commonly review include:

Pay, bonuses, commissions and benefits.
Job duties, term and grounds for termination.
Non-compete and non-solicitation clauses.
Confidentiality and intellectual property terms.
Severance, releases and dispute resolution.

Maryland’s non-compete law does not apply to the taking or use of a client list or other proprietary client-related information. In DC, a provision that restricts disclosing or using the employer’s confidential information is not a non-compete provision, and neither is a seller’s agreement not to compete made as part of the sale of a business.

How We Can Help

Each matter starts with the facts, the paperwork and the calendar. Here is what working with Sadiq Law Group on an employment contract or non-compete matter usually involves.

Contract Review

We read the full agreement and any documents it refers to, then explain what it requires of you and what it leaves open. A review usually covers:

What you are agreeing to do and not do.

What happens if the job ends.

Which state's law applies to the agreement.

Common documents we review include:

Offer letters

Employment agreements

Non-compete agreements

Confidentiality agreements

Independent contractor agreements

Severance agreements

Non-Compete Analysis

Whether a non-compete can be enforced depends on the law that applies, your pay and the terms themselves. We look at:

Your earnings compared with the legal thresholds

How long the restriction lasts

The geographic area and work it covers

Whether any required notice was given

Drafting for Employers

Employers need agreements that follow current Maryland and DC rules. In DC, a non-compete with a highly compensated employee must state its functional scope and geographic limits, and its term may not exceed 365 calendar days after the employee separates (730 days for certain physicians).

Our work for employers includes:

Drafting employment and contractor agreements

Updating older non-compete clauses

Confidentiality and non-solicitation terms

Workplace policies that match the contracts

Negotiation and Disputes

Contract terms can be discussed and negotiated before you sign. If a dispute comes up later, we explain your position under the agreement and the law. Related pages: Contract Review and Drafting and Severance Agreements.

Our services include:

Negotiating terms before you sign

Responding to demand letters

Advising on a move to a new employer

Representing clients in contract disputes

Non-Compete Rules at a Glance

The rules differ in Maryland, in DC and at the federal level, and dollar thresholds change over time. Check the current figures before relying on them.

Maryland

Void for employees who earn 150% of the State minimum wage or less. The State minimum wage is $15 per hour.

Maryland Health Care

For licensed health care workers in direct patient care: void at $350,000 or less in total annual compensation; above that, limited to 1 year and 10 miles. Also void for licensed veterinary practitioners and veterinary technicians.

Washington, DC

Barred for covered employees who are not highly compensated. The statute’s base threshold is $150,000, adjusted yearly for inflation.

Federal (FTC)

The FTC says its Noncompete Rule is not in effect and is not enforceable.

Employment Contract and Non-Compete FAQ

Are non-compete agreements enforceable in Maryland?

It depends on your pay and your job. Under Maryland Labor and Employment Article § 3-716, a non-compete or conflict of interest provision is null and void as being against the public policy of the State for an employee who earns equal to or less than 150% of the State minimum wage rate. The same rule covers licensed health care workers in direct patient care who earn $350,000 or less in total annual compensation, and licensed veterinary practitioners and veterinary technicians. The State minimum wage rate is $15 per hour, according to the Maryland Department of Labor. The law applies whether or not the employer and employee entered into the agreement in Maryland.

Are non-competes legal in Washington, DC?

It depends on your pay and where you work. Beginning October 1, 2022, DC law says no employer may require or request that a covered employee sign an agreement that includes a non-compete provision. A covered employee is generally one who is not highly compensated and who spends more than 50% of work time in DC. For a highly compensated employee, a non-compete is valid and enforceable only if it states the functional scope and geographic limits of the restriction, its term does not exceed 365 calendar days after separation (730 for certain highly paid physicians), and the employer provides it in writing at least 14 days before employment starts or, for a current employee, at least 14 days before the employee must sign. The statute sets base compensation thresholds of $150,000, and $250,000 for those physicians, adjusted each year for inflation. See DC Code Title 32, Chapter 5B.

Did the FTC ban non-competes nationwide?

No. The FTC issued a rule in 2024 that would have banned new non-competes with all workers, but a federal district court set the rule aside in August 2024, and in September 2025 the FTC voted to dismiss its appeals. The FTC states that the Noncompete Rule is not in effect and is not enforceable, and a Federal Register notice removed the rule from the Code of Federal Regulations effective February 12, 2026. Maryland and DC laws still apply. See the FTC’s Noncompete Rule page.

When must final wages be paid after a job ends?

In Maryland, an employer must pay all wages due for work the employee performed before the termination on or before the day the employee would have been paid if the employment had not ended. In DC, an employee who is discharged must generally be paid not later than the working day following the discharge, and an employee who quits or resigns, and who does not have a written employment contract for more than 30 days, must be paid within 7 days or on the next regular payday, whichever is earlier.

How long do I have to review a severance agreement?

If you are 40 or older and the agreement asks you to waive age discrimination claims, EEOC guidance says you must be given at least 21 days to consider the offer, or at least 45 days in a group termination, and seven days to revoke your signature. Read more on our Severance Agreements page.

Last updated November 12, 2026. This page is general legal information, not legal advice.

Talk With an Employment Contract Lawyer in Gaithersburg

Before you sign or respond, gather the full agreement, any offer letter or handbook it mentions and the date you received it. Sadiq Law Group meets with clients at 555 Quince Orchard Road, Suite 280, Gaithersburg, MD 20878.

Call 301-241-0110 to schedule a consultation, or read more about our Employment practice, Contract Review and Drafting and our post 10 Contract Red Flags You Should Never Ignore.