At Dyn, we have long been vocal critics of non-compete clauses. We have talked the talk. Today we walk the walk.
Like most companies, when an employee starts at Dyn he or she signs a number of documents. These agreements contain a number of restrictions to protect Dyn, including what employees may do if their employment with Dyn ends.
As of today, Dyn will no longer enforce the post-employment non-competition components of those agreements for all current and former employees other than leadership (which we define as employees below Director-level). There are other special circumstances where Dyn will still choose to enforce non-competes, such as in connection with a merger or acquisition.
Still this is a major change and there are a number of reasons why we have made it. Among them is the fact that we recognize that fluidity (and a lack of restrictions) in the market for technology workers is a positive thing for the company and the ecosystem that we operate in.
Research and experience have shown that labor markets where employees can easily move between companies bolster entrepreneurship. Promoting this change in New England could result in a more vibrant local technology scene—something that we have long championed.
We hope that by taking this step, other companies in the region will join us and rely on other more effective tools to protect their proprietary technology.