Non-Compete Laws in Rhode Island
Restricted by income threshold
Rhode Island restricts non-competes for employees who are non-exempt under FLSA, student interns, employees 18 or younger, and low-wage workers earning less than 250% of the federal poverty level. For others, agreements must be reasonably necessary to protect legitimate business interests.
Key details
| Enforceability | Restricted by income threshold |
|---|---|
| Blue pencil doctrine | Varies |
| Key statute | R.I. Gen. Laws §§28-59-1 through 3 |
What this means for you
If you fall into a protected category, your non-compete is void. For others, the agreement must be reasonable and necessary.
Non-compete laws in Rhode Island: what you need to know
Rhode Island restricts non-competes for several categories of workers. Employees who are non-exempt under the Fair Labor Standards Act, student interns, employees 18 years old or younger, and low-wage workers earning less than 250% of the federal poverty level ($39,900 in 2026) are all protected from non-compete agreements.
For workers who fall outside these protected categories, Rhode Island requires non-competes to be reasonably necessary to protect a legitimate business interest and not broader than necessary. Agreements must be in writing and signed by both parties. Rhode Island courts evaluate the totality of the circumstances, including the hardship on the employee and the potential impact on the public.
Rhode Island's approach is notable for protecting non-exempt workers under the FLSA. This is a significant protection because it covers not just low-wage hourly workers but any worker who is entitled to overtime pay under federal law, regardless of their total earnings. Many salaried workers who earn above the poverty-level threshold may still be protected if they are classified as non-exempt.
The state has been part of the broader national trend toward restricting non-competes. Rhode Island's protections are moderate compared to states that have enacted outright bans or high income thresholds, but they provide meaningful protection for the workers who are most vulnerable to the negative effects of non-competes.
Rhode Island's protection of non-exempt FLSA workers is particularly significant because it covers a broader category than a simple income threshold. Many workers who earn above the poverty-level threshold may still be non-exempt under the FLSA, meaning they are protected from non-competes. This includes many administrative, clerical, and service workers who might otherwise be vulnerable.
Rhode Island workers should also be aware that the state's non-compete restrictions are part of a broader trend. While Rhode Island's protections are moderate compared to states with outright bans, they provide a floor of protection for the most vulnerable workers. Legislative developments in neighboring states like Massachusetts and Connecticut may influence future Rhode Island policy.
More Rhode Island workplace laws
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Frequently asked questions about non-compete laws in Rhode Island
Non-exempt workers under the FLSA, student interns, employees 18 or younger, and low-wage workers earning less than 250% of the federal poverty level ($39,900 in 2026) are all protected from non-compete agreements.
Yes. The protection applies to all workers who are non-exempt under the FLSA, regardless of whether they are paid a salary or hourly. If you are entitled to overtime pay, you cannot be bound by a non-compete.
Rhode Island does not set a specific statutory maximum duration, but courts evaluate the length as part of the overall reasonableness analysis. Agreements that are unreasonably long are more likely to be voided.
Rhode Island courts have some discretion to modify overly broad non-competes, but this is evaluated case by case. The safest approach for employees is to consult an attorney about the enforceability of their specific agreement.
No. Student interns are specifically protected from non-compete agreements under Rhode Island law.