Draft a Non-Solicitation Agreement in 30 Seconds

Looking for the full toolkit? Start with our AI non-compete generator to draft any restrictive covenant, then use this page for a focused non-solicitation agreement template.

What is a non-solicitation agreement?

A non-solicitation agreement is a contract that stops a departing employee, partner, or contractor from soliciting your customers, clients, or remaining staff for a defined period after they leave. Unlike a broad non-compete, it does not stop them from working in your industry — it only protects the relationships and people you have invested in. That narrower focus is exactly why a well-drafted non-solicit is one of the most reliably enforceable restrictive covenants you can put in front of a new hire.

What a non-solicitation agreement should include

• Parties — the company and the individual bound by the restriction, by full legal name.
• Customer non-solicit — a clear ban on soliciting or accepting business from your clients, ideally limited to those the person actually worked with.
• Employee non-solicit — a ban on recruiting or hiring away your current staff.
• Restricted period — how long the obligation lasts after the relationship ends, commonly 12 to 24 months.
• Consideration — the job, promotion, bonus, or access that the person receives in exchange for the promise.
• Confidentiality and governing law — protection for client lists and the state whose law applies.
• Signature blocks — dated lines for both parties, with witness lines where required.

Scope, duration, and staying enforceable

The agreements that get struck down are the overbroad ones. Tie the customer non-solicit to clients the person genuinely served or learned about, not your entire book of business. Keep the duration tied to your real sales cycle. Make sure there is genuine consideration — a promise signed with nothing given in return is weak. A tightly scoped non-solicit reads as reasonable, and reasonable covenants survive review.

Common mistakes to avoid

• Restricting every customer instead of the ones the employee actually touched.
• Setting a duration so long it looks punitive rather than protective.
• Leaving out the consideration that makes the covenant binding.
• Forgetting the governing-law field, which decides how the whole agreement is read.

This generator produces a strong first draft, not legal advice. For restrictive covenants especially, have an attorney in your state review the final terms. Hiring a W-2 employee? Pair this with our employee non-compete for fuller protection.