Chicago Business Litigation Lawyer Blog
The phone call comes on a Sunday afternoon. The F&I director has resigned, effective immediately. On Monday, she starts at the crosstown competitor. By the following week, three F&I products the dealer offered her team are discounted next door, customers are calling to cancel service contracts, and the general manager notices her laptop was “imaged” the week before she left. The dealer principal wants to know two things. Can he stop her? And can he recover what she took?
Illinois law gives dealers real tools here, but the rules changed in 2022, and the rules for dealership employees are not intuitive. A careless cease and desist letter, or worse, a lawsuit filed on the old assumptions, can convert a winning case into a fee-shifting loss.
Start with the non-compete itself. Since January 1, 2022, the Illinois Freedom to Work Act, 820 ILCS 90/1 et seq., governs the enforceability of restrictive covenants for Illinois employees. The statute prohibits non-competes against employees earning $75,000 or less annually, and prohibits customer and coworker non-solicitation covenants against employees earning $45,000 or less annually, with threshold increases scheduled through 2037. The Act also requires that the employer advise the employee in writing to consult with an attorney before entering into the covenant, and requires that the employee receive the agreement at least 14 calendar days before commencement of employment or have at least 14 calendar days to review it. An agreement that does not satisfy the salary threshold, the attorney-consultation advisement, and the review period is unenforceable. The Act authorizes a prevailing employee to recover attorney fees. A dealer who sues on a covenant that does not meet the statutory floor risks paying the other side’s legal bills.