Executive level employment contracts are kind of not relevant to this thread.
Totally different situation that you can’t compare to the average non-executive worker.
There is already plenty of precedent for overly lopsided/one-sided contracts not being valid/enforceable (and indeed many noncompetes actually aren't valid for exactly that reason), so I would have no problem with a law that makes the standard explicit, rather than relying on litigation and jurisdictionally variable case law to sort it out as happens today. Compared to a blanket ban, requiring employers to pony up some "fair" cost and to weigh that against the benefits to them of a noncompete may actually be better for workers overall.
For example, you could ban blanket non-competes but not ban non-competes where very strict criteria are met, or having an exec agree to pay a [an insanely large penalty] if they choose to go work for a competitor.