Banned statewide
Wyoming Non-Compete Law (2026): Void for employees
Since July 1, 2025 Wyoming starts from the position that a covenant restricting someone's right to be paid for skilled or unskilled labor is void. Four exceptions keep the door open: covenants tied to the purchase or sale of a business or its assets, provisions protecting statutorily defined trade secrets, agreements recovering relocation, training or education costs on a declining four-year scale, and covenants with executive and management personnel and the professional staff who support them. A separate rule voids non-competes between physicians that would block a physician from practicing medicine, and lets a departing physician tell patients with rare disorders where to find them.
The rule
How Wyoming treats non-compete agreements
Two features make Wyoming harder to score than it looks. The executive and management carve-out is undefined and potentially wide, which is why some trackers list Wyoming among the total-ban states and others do not; the honest answer is that the ban's practical reach depends on how Wyoming courts read that phrase. And the prospective-only clause means the statute created two parallel regimes that will coexist for years, with the Hopper reasonableness test still deciding the fate of every pre-July-2025 covenant. The expense-recovery exception is also worth watching, since a repayment obligation steep enough to deter departure can function as a non-compete without being called one.
If you are an employer
The executive and management exception is the whole ballgame in Wyoming, and because the statute never defines it, document why a given role carries genuine managerial authority before you rely on the covenant.
If you are a worker
If you perform skilled or unskilled labor in Wyoming and signed on or after July 1, 2025, your non-compete is void unless your employer can show you are executive or management personnel — and an older agreement is still judged under the pre-2025 common law.
| Classification | Default statutory voidness with four enumerated exceptions |
|---|---|
| Pay threshold | None. Wyoming draws its line by role rather than by pay, and the width of the ban turns on whether a worker counts as executive or management personnel, or as professional staff to them. The statute leaves both phrases undefined. |
| Maximum term | No general cap. Where an exception applies, ordinary reasonableness principles govern length. The only fixed timetable in the statute is the four-year sliding scale for recovering relocation, training and education expenses. |
| Notice or consideration | None. The statute imposes no disclosure, waiting period or standalone-document requirement. |
| Primary statute | Wyo. Stat. § 1-23-108 (enacted by SF 107, 2025) |
Detail
What has changed, and what is still moving
Legislation 2024–2026
Senate File 107, signed March 19, 2025 and effective July 1, 2025, codified at Wyo. Stat. § 1-23-108. It makes void any covenant not to compete that restricts a person's right to be paid for skilled or unskilled labor, subject to four exceptions, and adds physician-specific provisions.
Bills to watch
No significant restrictive bills pending. SF 107 is enacted and no further Wyoming measure advanced in the 2026 session.
Leading cases
There is no meaningful case law under the new section yet. Agreements signed before July 1, 2025 are still governed by Wyoming's prior common law, principally Hopper v. All Pet Animal Clinic, Inc., 861 P.2d 531 (Wyo. 1993), which set the reasonableness test and allowed partial enforcement of an overbroad covenant. Expect the first wave of litigation to focus on who qualifies as executive or management personnel.
If you have one in hand
What can make a non-compete unenforceable in Wyoming
- The statute itself. Wyoming voids employment non-competes, so the clause fails without any argument about how reasonable it is.
- The scope is wider than the interest behind it. A restriction that reaches beyond the customers, trade secrets or goodwill the employer can actually point to is the most common reason a covenant fails in Wyoming.
Whether any of these applies turns on the wording of your own agreement, your role and the case law your court follows. This page maps the statutory landscape; it does not replace advice on a specific contract.
FAQ
Wyoming non-compete questions
Are non-compete agreements enforceable in Wyoming?
Since July 1, 2025 Wyoming starts from the position that a covenant restricting someone's right to be paid for skilled or unskilled labor is void. Four exceptions keep the door open: covenants tied to the purchase or sale of a business or its assets, provisions protecting statutorily defined trade secrets, agreements recovering relocation, training or education costs on a declining four-year scale, and covenants with executive and management personnel and the professional staff who support them. A separate rule voids non-competes between physicians that would block a physician from practicing medicine, and lets a departing physician tell patients with rare disorders where to find them.
How long can a non-compete last in Wyoming?
No length is enforceable. Wyoming voids employment non-competes whatever their duration, so a three-month restriction fails on the same ground as a three-year one. The exceptions are tied to ownership, not employment.
Is there a minimum salary for non-competes in Wyoming?
No, and it would not help. The Wyoming ban is pay-blind: it protects a minimum-wage worker and a senior executive on exactly the same terms.
What notice or consideration does Wyoming require?
None. The statute imposes no disclosure, waiting period or standalone-document requirement.
Sources
How this entry was checked
- Primary source. Wyo. Stat. § 1-23-108 (enacted by SF 107, 2025) — the statutory text itself.
- Secondary sources consulted. Wyo. Stat. § 1-23-108 (Justia), SF 107 (2025), Wyoming Legislature, Littler ASAP on the Wyoming ban, Ogletree alert, Seyfarth Trading Secrets, April 2025, Proskauer Law and the Workplace, healthcarelawinsights.com analysis of the physician provisions.
Check it against a third party
None of these is ours. If a figure here matters to a decision, verify it:
- Federal Trade Commission — non-compete hub
- Economic Innovation Group — State Noncompete Law Tracker
- Fair Competition Law (Beck Reed Riden) — 50-state legislation tracker
- GAO-23-103785 — Noncompete Agreements (May 2023)
This page is general legal information published by Jurizmo and is not legal advice, does not create an attorney-client relationship, and may not reflect amendments enacted after the review date above. Consult a licensed attorney in the relevant state before acting on any agreement.