Employee NDAs are powerful legal tools, but their enforceability depends on balance and precision. When drafted narrowly and used in good faith, they protect legitimate business interests, such as trade secrets, proprietary information, and competitive advantages, without restricting lawful employee rights. However, when NDAs are overly broad or used to suppress whistleblowing, limit discussion of working conditions, or function as disguised non-compete agreements, they run afoul of federal and state laws and public policy.