Generally, no. A California employer cannot enforce a post-termination non-compete agreement in an employment contract or a severance agreement unless the departing employee had an ownership interest in the business and receives reasonable compensation for a reasonably limited time and geography, e.g. if the employee/equity owner agrees not to compete for two (2) years and two hundred (200) miles. However, an employer may limit an employee’s direct competition with the company during their employment.  An employer may also limit an employee’s use of its “trade secrets” and proprietary information, such as the “secret sauce” in a restaurant chain.