You should not sign such agreement.
Record all transactions now (audio/visual).
Build written record and mention that NO Tasks are pending at your end, highlight commendations, increments,Tgt.Vs Perf., KRA’s, appreciations, incentives and that NO stinker/Notice/show cause/notice etc has ever been issued to you, and you have displayed highest standards of integrity, character………………….and include that you are being forced to sign an agreement titled as……………………….and Mr/Ms…………..designation………………name of company……………….on dated………..at address………………. have refused (if true) to handover the copy of such titled paper to be taken by you to study……………………for consultation and advise……………………and that it is not part of your service conditions to sign any agreement without your free will…………………and it has been announced to you that if you don’t sign……………………. .following penultimate steps by company shall be taken……………..e.g. adverse comments in reference check/BGV, non acceptance of resignation, non issuance of service certificate/relieving letter, FnF statement , FnF wages, Form16 etc…………………………(if true)………
You may show the job advt, job application, interview call letter, selection letter, offer letter, appointment letter, HR policy/service conditions/service rules and regulations……………mention of which is made in appointment letter, standing orders (Certified/Model), deputation/secondment/transfer order to any other establishment and any agreement signed at that time………………..and other relevant communication that you might have……………………………..agreement that you are being asked to sign NOW…………….. to your Service lawyer/law firm/Labor consultant…………………in person and explain the matter and spend quality time with your lawyer………………..
Don’t go for generic advice in various portals in such matter(s).
There are various agreements signed between countries and attorney’s and Lawyer’s are smart to given suitable flavor to the agreements crafted by them.
The lawyer that has examined all docs and your inputs, in person can advise you the best.
I am not sure whether any court of law abroad shall have jurisdiction on any agreement that you may sign with your employer(s) in India!
The jurisdiction may involve many laws and public policy standards.
Moreover :::::
----it is not only the negative or restrictive covenant, its jurisdiction, but you shall be facing tactics from employer and his attorneys……………………………reason being if one employee is let loose then many shall have to be……………………and employer can not sleep easily with such idea………………….hence shall endeavor to set strictest standards and trends for others. You may find it stressful, penultimate.
----The agreement that you may sign may be so artfully articulated that you on your own may not be able to distinguish NON Compete, confidentiality/trade secret and non-solicitation restrictions buried in it or even………………………. low-touch human resources policy, company rule, code of conduct or employee handbook.
----There might be more complex situations e.g…………..is a cross-border restrictive covenant that implicates two or more jurisdictions’ laws that may trigger a conflict-of-laws problem and how to resolve competing public policies and competing mandatory rules.
----The employer may give the language and color of single-jurisdiction covenants in countries around the world.
Would you be able to afford attorney’s fee(s) abroad? This may be too high.
The local laws abroad may have many penultimate options.
Hence you should safeguard you appropriately by building irrefutable record and evidence.
Don’t forget to inform the next employer(s) the agreements that you have signed and to extract a written committement that they shall not terminate you (employment contract) with you, and shall provide you an attorney without any cost to you/at its cost if your past employer files a law suit against you or approaches them……………………. By phone calls, written communications……………..
AND WHY DON’T YOU GET A FREE ACCESS TO ATTORNEY OF FOREIGN EMPLOYER AND SEEK HIS OPINION FORWARDED TO YOU BY FOREIGN EMPLOYER IN WRITING AND TRANSFER SOME ONUS OF FOREIGN EMPLOYER TOO…………….
THE INDIAN EMPLOYER TOO MAY NOT BE ABLE TO FACE COSTS AND LEGAL IMPLICATIONS ABROAD WHEN YOU ARE DEFENDED THERE…..
It is reiterated that you may ‘Keep lawyer by your side’ and defend your interest in the best possible manner.