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National Labor Relations Act (NLRA): Federal law that protects employees' rights to discuss working conditions and engage in protected concerted activity. Non-disparagement agreements cannot restrict these protected activities.

EEOC Regulations: Equal Employment Opportunity Commission regulations that protect employees' rights to file discrimination claims. Non-disparagement agreements cannot prevent or prohibit such claims.

SEC Whistleblower Rules: Securities and Exchange Commission rules that protect individuals' rights to report securities violations. Non-disparagement agreements cannot restrict whistleblower activities.

State-Specific Non-Disparagement Laws: Various states have different restrictions and limitations on non-disparagement agreements, with some states like California having particularly strict requirements.

First Amendment Considerations: Constitutional free speech protections and public policy exceptions that may limit the scope and enforceability of non-disparagement agreements.

FLSA Compliance: Fair Labor Standards Act requirements that must be considered when drafting non-disparagement agreements to ensure they don't interfere with wage and hour rights.

ADEA Compliance: Age Discrimination in Employment Act considerations to ensure non-disparagement agreements don't restrict age discrimination claims or protections.

ADA Compliance: Americans with Disabilities Act requirements that must be considered to ensure non-disparagement agreements don't restrict disability-related rights and protections.

Speak Out Act of 2022: Recent federal legislation that limits the enforceability of non-disclosure and non-disparagement provisions in cases involving sexual assault and sexual harassment.

Enforcement Requirements: Legal requirements for enforcement including reasonableness, adequate consideration, and compliance with public policy limitations.