Spl Edition / FTC ban


Good Morning! 🌞

This is Mariam Mushtaq from HR Brain Pickings - bringing to you this special edition in light of the latest news on the FTC non-compete ban.

In This Edition:

Last year, the FTC stirred the pot with a proposal to outlaw non-compete clauses. It sparked a heated debate, with everyone from senators to small biz owners weighing in. 🗣️ 

Fast forward to today, and we’ve just witnessed a seismic shift: the FTC has officially said "No more!" to non-competes. This bold move is set to shake up the job market and could lead to an extra $300 billion in workers' pockets. 💰️ 

Let’s unpack the implications of this monumental shift for American workers and the ripple effects on the business ecosystem. 💼 

Big Win for Workers! 🎉

The FTC's ruling is a massive victory for workers everywhere. It liberates millions from the contractual shackles that limit their career mobility and, ultimately, their potential. 🙇 

“The FTC’s final rule to ban non-competes will ensure Americans have the freedom to pursue a new job, start a new business, or bring a new idea to market.” 👏 

- Lina M. Khan, FTC Chair

What this is expected to lead to:

  • 📈 The ban is projected to increase new business formation by 2.7% annually.

  • ⬆️ Over 8,500 new businesses could be created each year as a result.

  • 💰️ Workers can expect an average earnings increase of approximately $524 per year.

  • 📉 Healthcare costs may decrease by up to $194 billion over the next decade.

  • ⬆️ An expected rise in patents, with an average increase of 17,000 to 29,000 more patents filed each year for the next 10 years.

Not everyone’s happy though.. 👀 

The U.S. Chamber of Commerce plans to strike legally right after the rule hits the Federal Register. Why? They're worried it could lead to too much government interference in business operations. 👀 

This challenge might stall the rule, which means we'll have to watch this space to see how it all unfolds. 📰 

On another front, SHRM’s Emily M. Dickens voiced their disapproval too. SHRM suggests that the FTC's blanket ban goes too far and offered alternatives like setting salary thresholds or limiting non-competes to specific industries.

Despite these oppositions, the FTC stands firm, arguing that non-competes unfairly restrict both high and low-wage workers, particularly in the healthcare sector where many physicians are bound by these agreements.

It’s a complex issue, and the debate is still heating up. What do you think?

How do you feel about the FTC’s ban on non-competes?

Login or Subscribe to participate in polls.

What Does This Mean for HR? 🤔 

For HR professionals, the FTC's ban on non-compete agreements means a significant shift in how they manage and retain talent within their organizations. 🧑‍💼 

Here's what HRs may need to do as a result of this ban:

📰 Stay Informed: With the potential for the FTC rule to face immediate legal challenges, employers need to stay informed and flexible in their approach to non-compete agreements and related protective measures.

⏲️ Compliance Timeline: The new rule will officially take effect 120 days after it is published in the Federal Register. Employers need to adjust their practices and come into compliance by this deadline.

📜 Review and Update Contracts: Simultaneously, examine existing employment contracts to identify and remove non-compete clauses. Prepare to issue notices to employees informing them that previous non-compete agreements will no longer be enforced.

* Consider looking at employment agreements from states like California, where non-compete clauses are already unenforceable, to guide them in restructuring their own employment agreements to align with the new FTC rule.

✍️ Strengthen Other Protections: Bolster non-disclosure agreements (NDAs) and non-solicitation agreements to protect confidential information and client relationships, as reliance on these may increase with the non-compete ban.

😰 Increased Complexity: Employers should prepare for more complexities in hiring and retaining talent due to the removal of non-compete clauses.

  • 🧑‍💼 Adjust Retention Strategies: Focus on retention strategies that don’t rely on non-compete agreements. This could involve enhancing company culture, employee benefits, career development opportunities, and other incentives.

  • 🗣️ Educate Leadership and Management: Ensure that company leaders and managers understand the implications of the ban and the new approach to talent retention and intellectual property protection.

  • 🗒️ Enhance Competitive Offers: Prepare for potentially higher turnover rates by creating more competitive job offers to attract and retain employees, as workers now have greater freedom to move between jobs.

Phew - that’s a wrap!

That was a lot! We'll keep you posted on any new developments. Hope this update has made the information more digestible for you. Stay tuned! 👀 

Did you enjoy today's issue?

Login or Subscribe to participate in polls.

Got any additional feedback for me? Let me know! 👇️ 

Stuntman Meg’s Bogus JourneyThe pulse of Middle America’s bleeding heart

Join the conversation

or to participate.