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Google DeepMind’s use of non-compete agreements is drawing attention for both its scope and financial generosity, as ex-employees reveal they have received up to a year’s salary while being contractually barred from joining rival firms.
The disclosures offer a rare glimpse into how companies are navigating talent retention in the hyper-competitive artificial intelligence (AI) sector, and the implications for HR and talent strategy.
According to former Google DeepMind employees cited in a report by Business Insider, the tech giant routinely enforces non-compete clauses that extend up to 12 months.
The clauses are typically paired with continued salary payments, effectively placing staff on what some describe as “paid garden leave.” Eligibility for such extended compensation depends on seniority and the strategic significance of the work performed, particularly in relation to the company’s development of its Gemini AI models.
A spokesperson for Google stated that the contracts align with industry norms and reflect the sensitive nature of the work conducted within the DeepMind division. The firm also emphasised the role the clauses play in protecting the company’s legitimate commercial interests, particularly in the fast-moving AI field.
Career delays and global mobility concerns
While the financial terms may be attractive, some former employees have voiced concern about the professional and personal consequences of these non-compete arrangements. One ex-Google employee reported knowing colleagues who considered relocating from the UK to California to avoid contractual restrictions, describing the requirement as an "abuse of power."
They suggest that the non-compete structure, while generous in compensation, limits access to timely career opportunities, especially in the booming generative AI startup scene. With many fast-scaling ventures unable to wait six to twelve months for potential hires to become available, skilled professionals may find themselves sidelined at a pivotal moment in their careers.
Another former DeepMind contributor pointed out that even a six-month absence can significantly affect one’s ability to contribute to or lead in AI development. In a sector where competitive advantage often comes down to speed and iteration, any delay can lead to missed opportunities both for individuals and potential employers.
A signal to HR leaders in tech and beyond
Google DeepMind’s practices reflect broader tensions facing HR leaders managing high-value technical talent. While non-compete clauses can serve to mitigate intellectual property risks, their use, particularly when extended and financially incentivised, raises complex questions about employee freedom, career progression, and fairness in global talent markets.
For HR execs in technology and other fast-moving industries, it shows the need to balance business protection with competitive, ethical, and legally compliant approaches to employment contracts.
