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ARTICLE · 13 AUGUST 2026

Pending Reforms To Non-compete Clauses: What Employers Should Be Doing Now

Bartier Perry Solicitors
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The Australian government plans to prohibit non-compete clauses for workers earning below $190,100 from 2027, fundamentally reshaping how employers protect confidential information and customer relationships. With draft legislation expected in 2026, organisations face a critical window to review employment contracts and develop alternative workforce protection strategies. What steps should employers take now to prepare for these sweeping reforms to post-employment restraints?

AustraliaEmployment and HR
Gavin Stuart
Gavin Stuart
Andrew Yahl
Andrew Yahl
Zach Bentley
Zach Bentley
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The Albanese government has announced plans to significantly reform the use of non-compete clauses and other worker restraints in Australia, as part of its broader competition agenda. While the proposed legislation has not yet been released, the changes are likely to have a significant impact on how employers protect confidential information, customer relationships and workforce stability.

For many organisations, non-compete clauses have long formed part of a broader legal framework designed to protect legitimate business interests. However, as a result of the proposed reforms employers may increasingly need to rely on alternative strategies to manage risk when employees leave and join competitors.

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