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A Non-Compete Agreement stops employees from working for competitors or starting rival businesses after leaving their job. In Belgium, these agreements must follow strict rules under labor law - they're only valid for up to 12 months and must include compensation for the restricted period.

Belgian courts will only enforce these agreements if they protect legitimate business interests and stay within reasonable geographic limits. They're most common in sales, tech, and executive roles where employees handle sensitive information or maintain key client relationships. The agreement must be in writing, signed when employment begins, and offer compensation of at least half the employee's gross salary during the restricted period.

Consider using a Non-Compete Agreement when hiring employees who will access trade secrets, confidential processes, or build deep client relationships. These agreements are especially valuable for roles in R&D, senior management, or specialized sales positions where employees could use insider knowledge to compete directly against you.

In Belgium's competitive market, timing matters - the agreement must be signed at the start of employment. It's particularly important when investing heavily in employee training, developing proprietary technology, or building a unique market position. Remember that Belgian law requires specific compensation and time limits, making early planning essential for proper implementation.

• Non Compete Non Disclosure Agreement: Combines confidentiality protection with competition restrictions for employees handling sensitive information
• Non Compete Contract: Standard employee agreement focusing purely on competition restrictions
• Non Compete Agreement For Contractors: Tailored for independent contractors and consultants with project-specific scope
• Non Compete Non Solicitation Agreement: Prevents both competitive activities and client/employee poaching
• Non Compete Agreement Between Companies: Used between businesses during partnerships, mergers, or joint ventures

• Employers: Draft and enforce Non-Compete Agreements to protect business interests, client relationships, and trade secrets
• Senior Executives: Often subject to stricter terms due to their access to strategic information and key client relationships
• Sales Representatives: Commonly bound by these agreements to prevent client poaching after departure
• Legal Counsel: Review and adapt agreements to ensure compliance with Belgian labor law requirements
• HR Managers: Implement and maintain these agreements as part of employment contracts
• Technical Specialists: Frequently bound when working with proprietary technology or processes

• Define Scope: Map out specific competitive activities to restrict and geographic boundaries that apply
• Calculate Compensation: Determine at least 50% of employee's gross monthly salary for the restriction period
• Set Duration: Choose a timeframe up to 12 months maximum under Belgian law
• List Trade Secrets: Identify specific confidential information and business interests needing protection
• Prepare Details: Gather employee role, salary, and start date for the agreement
• Review Format: Use our platform to generate a compliant agreement that includes all required Belgian legal elements
• Plan Timing: Schedule signing for the employment start date, as required by law

• Identification Section: Full legal names and addresses of both employer and employee
• Compensation Clause: Specified monthly payment of at least 50% of gross salary during restriction period
• Duration Terms: Clear statement of non-compete period, maximum 12 months under Belgian law
• Geographic Scope: Precisely defined territorial limits where restrictions apply
• Prohibited Activities: Detailed description of restricted competitive actions
• Business Interest: Clear explanation of legitimate interests being protected
• Effective Date: Must coincide with employment start date
• Signatures: Dated signatures of all parties, with employment contract reference

While Non-Compete Agreements and Non-Disclosure Agreements both protect business interests, they serve distinct purposes under Belgian law. Non-Compete Agreements restrict future employment activities, while NDAs focus on protecting confidential information regardless of employment status.

• Duration: Non-Competes are limited to 12 months in Belgium and require compensation; NDAs can last indefinitely
• Scope: Non-Competes prevent competitive employment or business activities; NDAs only restrict information sharing
• Compensation Requirements: Non-Competes must include salary compensation; NDAs typically don't require payment
• Legal Enforcement: Non-Competes face stricter scrutiny in Belgian courts and need specific geographic limits; NDAs have broader enforcement potential
• Timing: Non-Competes must be signed at employment start; NDAs can be implemented at any time