NON-DISPARAGEMENT AGREEMENT

Non-disparagement agreements are a common provision in employment contracts that prohibit employees from making negative or critical comments about their employer, its products, or its services. While these agreements can be useful for protecting a company's reputation, it's important to understand the laws and regulations surrounding non-disparagement agreements in New York.

Under New York law, non-disparagement agreements must be reasonable in scope and duration. This means that they cannot be overly broad or long-lasting. Additionally, non-disparagement agreements cannot be used to prevent employees from exercising their rights to free speech and expressing opinions in a lawful manner.

Non-disparagement agreements cannot be used to prevent employees from reporting illegal conduct or other wrongdoing by their employer. In New York, employees have the right to report misconduct, and non-disparagement agreements cannot be used to restrict or punish employees who do so.

However, non-disparagement agreements can have serious consequences for employees who violate them. Depending on the terms of the agreement, an employee could be subject to fines, lawsuits, or even termination.

While non-disparagement agreements can be useful for protecting a company's reputation, they must comply with certain legal requirements in order to be enforceable.

As always, it's important to remember that every situation is unique, and the information provided in this blog post is intended as a general overview of the laws regarding non-disparagement agreements in New York. If you have questions or concerns about a non-disparagement agreement in your employment contract, contact our office for a free consultation and Flat Fee services!