Consideration is the essential ingredient for legally enforceable contracts. The same is true in at-will employment where an employee is required to sign a noncompetition agreement in order to keep his or her job. When the employee signs such a noncompete contract, the employer then promises a continued length of time of employment, which is similar to adequate consideration.
The question in this case, where Eric D. Fifield was a new employee of Enterprise Financial Group (EFG), what was sufficient consideration for length of his employment? The case turns on the “substantial period of time” of the length of employment promised by the employer.
In this case, the Illinois Appellate Court affirmed a declaratory judgment for Fifield and his new employer EFG in their lawsuit against Premier Dealer Services.