CRNA Non-Compete Agreements: What Is Enforceable in Your State

A non-compete clause in your employment contract can cost you $65,000-$230,000 in lost income, relocation, and career disruption. But here is something most providers do not realize: enforceability varies dramatically by state.

Some states have effectively banned non-competes for healthcare workers. Others enforce them aggressively. And the state that matters is not always the state where you work — it is the state listed in the "governing law" clause of your contract.

States Where Non-Competes Are Generally Unenforceable

California

Non-compete agreements are void under California Business and Professions Code Section 16600. This is the strongest anti-non-compete state in the country. If you practice in California, a non-compete clause is almost certainly unenforceable regardless of what the contract says.

Oklahoma

The Oklahoma Statutes Title 15, Section 219A renders most non-compete agreements void for employees. Oklahoma courts have consistently struck down non-compete provisions in healthcare employment contracts.

North Dakota

North Dakota Century Code Section 9-08-06 prohibits non-compete agreements that restrict an employee from engaging in their profession after termination.

States with Significant Restrictions

Colorado

Colorado's 2022 Non-Compete Reform Act severely limited non-compete enforceability. For workers earning below a threshold (adjusted annually), non-competes are void. For higher earners, restrictions must be narrow in scope and duration.

Oregon

Oregon limits non-competes to 12 months maximum and requires them to be presented at the time of the job offer, not after employment begins. The employer must also provide garden leave (continued pay during the restriction period).

Washington

Washington State restricts non-competes to workers earning above a threshold (~$116,593 in 2026). Duration is capped at 18 months. The employer must provide consideration beyond continued employment.

Illinois

Illinois prohibits non-competes for workers earning below a threshold and limits duration. Healthcare worker-specific exemptions continue to evolve — check current statute.

States Where Non-Competes Are Generally Enforceable

Texas, Florida, Georgia, Tennessee, Ohio, Pennsylvania, Michigan, North Carolina, South Carolina, Indiana — these states generally enforce non-compete agreements if they are "reasonable" in scope.

"Reasonable" typically means:

• Radius: 10-30 miles (50+ miles may be struck down)
• Duration: 12-24 months (longer may be narrowed by the court)
• Scope: Limited to clinical Anesthesia (broader scopes may be narrowed)

Courts in these states often "blue pencil" overreaching non-competes — narrowing the terms rather than voiding them entirely.

The Governing Law Trap

Your contract likely contains a "governing law" clause that specifies which state's laws apply. This matters:

• If you work in Texas but the contract says "governed by the laws of California," the California anti-non-compete statute may apply.
• If you work in California but the contract says "governed by the laws of Texas," the employer may attempt to enforce under Texas law (though California courts may still refuse).

Always check the governing law clause. It determines which state's enforceability rules apply.

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