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Employment Agreements That Actually Protect You.
Oklahoma has unique restrictions on employment contracts—especially non-competes. We draft enforceable agreements that protect your business interests within Oklahoma law's limits.
Oklahoma's Unique Restrictions
Most states allow reasonable non-compete agreements. Oklahoma is different. Under 15 O.S. § 219A, broad non-compete agreements are generally void. But there are important exceptions—and we know exactly where the lines are.
What Oklahoma allows: Non-solicitation of established customers, trade secret protection, and confidentiality agreements. We maximize these protections while staying enforceable.
Employment Agreements We Draft
Each agreement is tailored to Oklahoma law and your specific needs.
Non-Disclosure Agreements
Protect trade secrets, customer lists, and confidential business information.
Non-Compete Agreements
Oklahoma-compliant restrictions on post-employment competition.
Offer Letters & Employment Agreements
At-will language, bonuses, and clear expectations.
Severance Agreements
Enforceable releases, including OWBPA compliance for 40+ employees.
Key Provisions We Include
Clear definition of 'Confidential Information' and 'Trade Secrets'
Oklahoma-compliant non-solicitation language
Return of property and data provisions
Survival clauses that extend beyond employment
Choice of law and venue provisions
Remedies including injunctive relief and attorney's fees
Related Insight: Non-Compete Agreements in Oklahoma
Understanding what's enforceable and what's not.
Frequently Asked Questions
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.
Protect What You've Built.
Template agreements fail in Oklahoma. Get contracts that actually protect your business.