This Law Firm Publication by Epstein Becker & Green, P.C. discusses the Illinois Appellate Court's decision in Fifield v. Premier Dealer Services, Inc., holding that absent other consideration, two years of employment is required for a restrictive covenant to be deemed supported by adequate consideration. The court held the two year threshold to be appropriate even where the employee signed the restrictive covenant as a condition of his employment offer and in situations where the employee voluntarily resigned.