Academics such as engineers, economists and lawyers are too heavily bound by non-compete clauses with their employers. This hinders mobility in the labor market and makes it more difficult to both change jobs and start your own business, according to the trade unions IDA and Djøf. The parties stated this in a press release.
The two organizations are therefore proposing an actual ban on non-compete clauses. The background is, among other things, new member surveys that show that 14 percent of IDA's privately employed members and 9 percent of Djøf's privately employed members in 2025 were covered by a non-compete clause. According to the trade unions, the proportion has been fairly stable since the mid-2010s, despite the fact that the rules for non-compete clauses were tightened in 2016.
- We can see that the law from 2016 has not worked as intended. We are left with the status quo. Clauses are handcuffs on knowledge and are counterproductive in relation to job mobility and thus competitiveness. The time is ripe to ban them once and for all, says Malene Matthison-Hansen, who is the representative of the Employees' Council in IDA.
The organizations point out that other countries have already introduced bans on non-compete clauses, including in California, where Silicon Valley is located. According to IDA and Djøf, a ban can strengthen both mobility in the labor market and companies' access to qualified labor.
Clauses particularly widespread in the wind turbine industry
The member surveys also show differences between industries. At IDA, non-compete clauses are most widespread in the mechanical, iron and metal industries – including the wind turbine industry – where 20 percent of privately employed members are covered. In the contracting, building and construction industry, the figure is 8 percent.
At Djøf, use is highest in energy, consulting and advisory companies, where 15 percent of privately employed members are covered. The proportion is also relatively high in the IT, pharmaceutical and construction industries at 14 percent, while it is lowest in insurance and pensions and in interest organizations.
The Employment Clauses Act from 2016 is currently under evaluation, and therefore the two unions are calling on a future Minister of Employment to use the evaluation to introduce a ban on non-compete clauses. According to the organizations, this will both strengthen the individual employee's career opportunities and the competitiveness of companies.
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