The Ontario Court of Appeal, Lyons v. Multary, justified a general preference for non-imposition of non-competition agreements, which are considered „much more draconian weapons”, and found that a non-compete agreement was not reached if a non-appeal agreement had been sufficient to protect the interests of the company. They continued to sell the company`s products from their workshops and, as they never signed that the employer required a non-compete agreement, they could continue legally. While we do not know which public law may or may not apply to a hypothetical Best Buy dispute, we can find that in most states that maintain the application of certain non-competition agreements, the law balances the employer`s interest in intellectual property protection, confidential business practices and other information, as well as confidential client lists against the employee`s interest in another job. The balance achieved is generally defined as „reasonable,” with two key factors used to judge the adequacy of restraint: time and geography. Under Texas law, „a non-compete agreement is applicable if it is, as of the date of the agreement, a side effect of another applicable agreement, to the extent that it contains temporal and geographic areas and the extent of the activity to be limited, which are appropriate and do not show greater deference than is necessary to protect the commercial interest of the promised.”  Physicians are subject to special rules, including the fact that a physician cannot be prohibited from „continuing to care for and treat a patient during an acute illness, even after the termination of the contract or employment.”  For a worker who is required to protect the employer`s confidentiality and business secrets, the employer and the worker may agree to the inclusion of non-compete clauses in the employment contract or a separate confidentiality agreement. In the event of termination or expiry of the employment contract, the employer pays monthly compensation to the worker during the agreed non-competition period. If the worker does not object to non-competition, he pays damages to the employer as agreed. Section 27 of the Indian Contract Act has a general block of any agreement that puts in place a trade restriction.  On this basis, it would appear that all non-competition clauses in India are null and void. However, the Indian Supreme Court has clarified that certain non-competition clauses may be in the interests of trade and commerce, and such clauses are not prohibited by Section 27 of the Contract Act and are therefore valid in India.
 In particular, only clauses supported by a clear objective, considered beneficial for trade and trade, survive this test.