Non-Solicit Agreement Lawyers in Tulsa, Oklahoma

When a key employee leaves your company for a competitor, the concern may go far beyond replacing that person. If they have longstanding relationships with your customers or coworkers, you may also worry about those relationships following them out the door.

Oklahoma law places important limits on restrictive employment agreements, which means a business cannot simply rely on a broad non-compete to address these concerns. A carefully drafted non-solicit agreement may provide a more appropriate way to protect established customer relationships and your workforce.

At Boston Avenue Law PLLC, we help employers and business owners understand their options when drafting, reviewing, or enforcing non-solicitation agreements. If you are looking for a non-solicit agreement lawyer in Tulsa, Oklahoma, we can help you develop contract terms that account for both your business needs and Oklahoma law. Contact us today to get started.

What Is a Non-Solicit Agreement?

A non-solicit agreement is a contractual provision that restricts certain types of solicitation after an employment or business relationship ends.

Depending on the agreement and the circumstances, a non-solicitation provision may address efforts to:

• Solicit established customers of a former employer

• Recruit employees or independent contractors away from a business

• Use business relationships developed through employment for a competing purpose

• Disclose or misuse confidential business information

The specific language of this contract matters. A non-solicit agreement should be drafted around the relationship, information, and business interests you are actually trying to protect rather than relying on a one-size-fits-all template. Our employment lawyers in Tulsa, OK can help you understand your options and put a strong agreement in place.

When Should You Use a Non-Solicit Agreement?

A non-solicitation provision may be particularly relevant when an employee has substantial access to customer relationships, sales information, or other employees.

For example, you may want to consider one when:

• Hiring a salesperson who will have direct relationships with customers

• Bringing on an executive with access to important business relationships

• Protecting customer relationships during an employee's departure

• Giving an employee access to sensitive business information

• Structuring agreements for employees in competitive industries

• Reviewing existing employment agreements for compliance with Oklahoma law

A non-solicit agreement is only one part of a broader approach to protecting your business. Depending on your circumstances, you may also need confidentiality provisions, employment agreements, or other contractual protections.

Why Work With Boston Avenue Law PLLC?

Restrictive covenant matters sit at the intersection of employment law, contracts, and day-to-day business operations. Our team of attorneys brings experience in each of these areas, along with executive-level experience in human resources, operations, and sales. This background gives us a practical perspective on how employment agreements work outside of the courtroom.

When we help with a non-solicitation agreement, we channel our experience in the following ways:

• Practical protections: Contract terms should address actual business concerns rather than create unnecessary restrictions.

• Oklahoma compliance: We account for the state's rules governing non-compete and non-solicitation provisions.

• Business realities: Employment agreements need to work within your hiring, management, and sales processes.

• Dispute readiness: If a disagreement arises, clear contractual language can make it easier to understand the parties' rights and obligations.

Our Business and Employment Law Services

Non-solicitation agreements often overlap with other legal issues. Boston Avenue Law PLLC assists businesses, employers, and professionals with a broad range of matters, including:

• Employment law: Employment agreements, restrictive covenants, workplace policies, and employment disputes

• Business law: Business contracts, entity matters, governance, and general operational issues

• Commercial law: Commercial agreements, vendor contracts, transactions, and asset-related matters

• Corporate law: Corporate organization, member and shareholder agreements, restructuring, and dissolution

• Collections and judgment enforcement: Debt recovery, contract enforcement, and post-judgment collection

Through being able to consider all of these issues together, we can help you create employment and business agreements that support your larger legal and operational goals.

How Oklahoma Law Treats Non-Solicitation Agreements

Oklahoma has specific statutes governing restrictions on competition and solicitation.

Under 15 O.S. § 219A, an employee who has agreed not to compete with an employer after leaving may generally continue working in the same or a similar business, provided the former employee does not directly solicit the sale of goods or services from the former employer's established customers. Contract provisions that conflict with this rule are void and unenforceable.

Oklahoma also has a separate statute addressing employee and independent contractor solicitation. 15 O.S. § 219B permits contractual provisions restricting an employee or independent contractor from soliciting the company's employees or independent contractors to work elsewhere.

These distinctions are important when you are creating restrictive covenants for your employees.

Why the Language Matters

A non-solicit agreement should not attempt to do more than Oklahoma law allows. For example, a provision that effectively prevents someone from working in their profession or competing with their former employer may raise different legal issues than a provision focused specifically on customer or employee solicitation.

Be aware that contracts may have a “choice of law” provision indicating the law of some other state is to be applied to the agreement.  Such provisions are generally enforceable under contract law, but there are numerous variables that affect them in the employment law context. We advise you arrange to consult with one of our employment law attorneys to understand how a choice of law provision may impact the enforceability of an employment-related agreement.

Before using a non-solicitation agreement, it is worth considering:

• Who is covered by the agreement?

• Which customers or business relationships are protected?

• What types of solicitation are restricted?

• Does the agreement address employee or independent contractor solicitation?

• How does the provision work alongside other employment agreements?

• What happens if the agreement is allegedly breached?

Getting these details right can make the difference between a useful contractual protection and a provision that creates problems when you need to enforce it.

Drafting a Non-Solicit Agreement That Fits Your Business

A generic online contract may not account for the relationships or risks that are specific to your company. That's particularly important when Oklahoma law places limits on certain restrictions.

At Boston Avenue Law PLLC, we take the time to understand how your business operates before helping you structure a non-solicitation agreement. Our Oklahoma employment contract lawyers consider factors such as:

• Your industry and business model

• The employee's role and responsibilities

• The customer relationships involved

• The employee's access to company information

• Whether the agreement also addresses employee or contractor solicitation

• How the provision interacts with other employment contracts

Enforcing a Non-Solicit Agreement

Drafting the agreement is only part of the process. If you believe a former employee is violating a non-solicitation provision, acting quickly may help protect important business relationships.

Depending on the circumstances, we can help you evaluate:

• The language of the existing agreement

• Whether the conduct falls within the agreement's restrictions

• Evidence of customer or employee solicitation

• Whether confidential information is also involved

• Potential contractual or legal remedies

• Whether immediate action is appropriate

Our Oklahoma attorneys also represent employees and executives who are accused of violating restrictive covenants. If you have received a demand letter or been threatened with legal action over a non-solicit agreement, understanding your rights and obligations early can help you make informed decisions.