An otherwise valid CNC must continue to be supported in return, as must other contracts. As a result, the Supreme Court held that a TNC must be “incidental. 1991, point 1.3.10.  However, it is questionable whether the NCC is concluded at the beginning of the employment relationship, during the period of employment or even at the end of a employment relationship.  Non-competition prohibitions are applied in Illinois where the agreement is an ancillary relationship (employment, sale of a business, etc.) and (1) must not be greater than is necessary to protect the legitimate business interest of the employer (2), over which the worker cannot impose unreasonable harshness and (3) cannot harm the public.  Although reasonable restrictions in the space and time of the non-competition agreement are not expressly imposed by law, they tend to be seen as a measure of the extent of the non-competition obligation greater than what is necessary to protect the legitimate commercial interest of the employer.  Under section 27 of the Contract Act, 1872, any agreement that prevents a person from practising a profession, activity or legal activity is undauful.  However, Pakistani courts have in the past made decisions in favour of such restrictive covenants, as the restrictions are “reasonable”.  The definition of “appropriate” depends on the time, geographic location and designation of the worker.
In the case of Exide Pakistan Limited vs. Abdul Wadood, 2008 CLD 1258 (Karachi), the High Court of Sindh found that the adequacy of the clause will vary from case to case and depends mainly on the duration and extent of geographical territory From 2018, non-compete clauses will cover 18% of American workers, which has decreased by 38% of workers. [when?] In 2018, 14% of non-graduate workers were covered by non-competition rules, while higher-wage employees were more likely.  In March 2019, the U.S. Federal Trade Commission came under pressure from politicians, unions and interest associations to ban non-competition bans. One petition has estimated that one in five American workers – or about 30 million – is linked to such an agreement.  In Virginia, the opposability of alliances not to compete is subject to the principles of the common law. As trade restrictions, NCCs are not favoured by Virginia courts that will enforce only restricted NCCs that do not offend public policy. Agreements that promise to continue working automatically complete the applicability test. However, employment plans do not automatically meet the “otherwise enforceable” standard. On the contrary, the Texas Supreme Court has ruled that “if not enforceable agreements under Section 15.50 (a) may come from employment at will as long as the consideration of a promise is not illusory.” Alex Sheshunoff Management Services, L.P.