What aspect is NOT a requirement for an enforceable non-competition agreement?

The aspect of an indefinite period of restraint is not a requirement for an enforceable non-competition agreement. In many jurisdictions, non-competition agreements need to have a specified duration that is reasonable and justifiable based on the context of the employment and its geographical scope. Courts often scrutinize the duration of the restriction to ensure it is not overly broad or burdensome on the individual's ability to find work after leaving a company.

In contrast, protecting reasonable business interests is a fundamental requirement for the enforceability of a non-compete. Similarly, having geographic area limitations is vital since it defines where the employee must refrain from competing, thereby giving clarity and scope to the agreement. Lastly, type of employment limitation is also essential as it specifies the nature of work or industry in which the individual can’t engage post-employment. These aspects collectively help to ensure that the non-competition agreement serves a legitimate business purpose and is fair to the employee while guarding the employer's interests.