Employment Agreements That Actually Protect You.

Oklahoma is one of the most restrictive states for non-competes. Okla. Stat. tit. 15 § 219A generally prohibits restraints on employment. However, there are exceptions: you can restrict 'solicitation of established customers' and protect trade secrets. We draft agreements that maximize what Oklahoma law allows.

Oklahoma allows non-solicitation agreements that restrict former employees from soliciting 'established customers' of the former employer. The agreement must be: limited to customers the employee actually served or had known contact with, reasonable in duration, and supported by consideration. Generic 'no compete' language will fail.

Ideally, before employment begins (as a condition of hire). For existing employees, additional consideration is required—a raise, promotion, or bonus. Signing at termination requires different consideration (severance payments). Timing and consideration matter for enforceability.

An effective severance agreement includes: a broad release of all claims, confidentiality provisions, non-disparagement clauses, cooperation with litigation, and OWBPA compliance for employees 40+ (21/7 day waiting periods, specific disclosures). We draft releases that will hold up if challenged.

Oklahoma's Uniform Trade Secrets Act (OUTSA) provides protection independent of contract. Combined with well-drafted NDAs, non-solicitation agreements, and confidentiality policies, you can protect valuable information. We structure layered protections that work within Oklahoma's restrictions.

Poorly drafted offer letters can create contractual obligations that override at-will employment. Phrases like 'permanent position,' 'annual salary' (implying a year commitment), or detailed termination procedures can be interpreted as contracts. We draft offer letters that set expectations without creating liability.