Does Your Operating Agreement Have Restrictions for Competition, Solicitation, and Disclosure?

Welcome, valued readers, to our 16th installment in this informative series on operating agreements. We appreciate your continuous engagement and enthusiasm in this journey to demystify the critical aspects of LLCs. Today’s discussion takes us into the realm of restrictive covenants, a key mechanism to safeguard a company’s interests, talent pool, and proprietary information. Often unnoticed or underappreciated, these covenants have the potential to make a significant impact on a company’s sustainability and competitive edge. So, sit back, and join us as we delve into the intricacies of non-competition, non-solicitation, and confidentiality covenants, their protective role, and the importance of maintaining their reasonability for enforceability. Your support and feedback continue to be our motivation as we navigate these exciting waters of the legal world. Buckle up for another enlightening exploration!

Understanding Restrictive Covenants

In this segment, we delve into restrictive covenants – essential components of an operating agreement that seek to safeguard a company’s competitive edge. Structured effectively, these covenants can protect a company’s interests without infringing on the rights of former members.

A. Non-Competition Clauses

Our first stop brings us to non-competition clauses. These provisions are designed to prevent a departing member from starting or joining a similar venture in direct competition with the company. By setting limitations on geography and timeframe, these clauses strive to secure a company’s market position, while allowing former members to continue their professional journey beyond the company.

While non-competition clauses guard the company’s market share, they also bear a weight of responsibility. They must be reasonable and fair, not imposing an undue burden on former members’ future business engagements. Striking this balance is key to crafting effective non-competition clauses that can withstand potential legal scrutiny.

B. Non-Solicitation Clauses

Shifting our focus to non-solicitation clauses, these provisions aim to ensure that former members don't lure away the company’s clients, suppliers, or staff. They act as a safeguard, preserving the consistency of the company’s workforce and clientele even after a member parts ways.

Yet, akin to non-compete clauses, non-solicitation agreements must strike a harmonious balance. While they serve to protect the company's interests, they must also respect the rights of exiting members. For instance, it's unreasonable to restrain an ex-member from engaging with clients they've never connected with or possess zero insights about. Similarly, it would be unjust to prevent a departing member from hiring a company employee who's openly seeking new employment opportunities on social platforms.

C. Non-Disclosure/Confidentiality Clauses

Finally, we arrive at non-disclosure or confidentiality clauses. These directives protect the company’s confidential and proprietary information from being disclosed or misused. They bind current and ex-members to keep the company’s secrets, thus preserving its competitive advantage.

Non-disclosure clauses extend beyond the member’s tenure at the company, cementing their duty to protect the company’s confidential information even after their departure. As with the other restrictive covenants, fairness and reasonableness in the crafting of these clauses are essential to ensure they are enforceable and uphold the company’s interests.

In summary, these three types of restrictive covenants – non-competition, non-solicitation, and non-disclosure – function as crucial guardrails in an operating agreement. They protect the company’s interests while striking a balance with the professional rights of former members.


We hope this article has been informative and useful for your business. If you have any questions or comments, please contact us at We plan to answer general questions in an upcoming FAQ series. If you need legal advice specific to your situation, please ask to schedule a consultation with an attorney to discuss your company’s goals.

As we navigate the labyrinth of operating agreements, we invite you to join us in our next piece where we tackle a complex scenario: what happens when an employee, who is also a member, is terminated? This question uncovers another layer of intricacies in managing an LLC. Stay tuned as we continue to unfold these critical elements, illuminating the path towards a robust operating agreement.

This article is for informational purposes only and should not be relied upon as tax or legal advice. Please consult professionals for advice tailored to your specific situation. The author and publisher assume no responsibility for any errors or omissions or for any actions taken based on the information presented.