【线上云德】疫情期间律师说（七十二）|关于劳动法中竞业限制条款的法律规定

现实生活中我们签订劳动合同时，通常都会有竞业限制条款，那么，大家了解竞业限制的法律规定吗？如果跳槽，违反竞业限制条款，又会带来什么影响呢？今天小编针对劳动法中竞业限制条款的法律规定给大家做个简单的分析。

In real life, when we sign a labor contract, there is usually a non-competition clause. What happens if you jump ship and violate a non-compete clause? Today, I will talk about the labor law in the competitive restrictions on the provisions of the law to do a simple analysis.

第一、关于竞业限制的概念以及法律规定限制的主体

所谓竞业限制具体来说，是指用人单位和知悉本单位商业秘密或者其他对本单位经营有重大影响的劳动者在终止或解除劳动合同后的，一定期限内不得在生产同类产品、经营同类业务或有其他竞争关系的用人单位任职，也不得自己生产与原单位有竞争关系的同类产品或经营同类业务。限制时间是由当事人事先约定的，但不得超过二年。由此可以看出竞业限制条款在劳动合同中为延迟生效条款，也就是劳动合同的其他条款法律约束力终结后，该条款才开始生效。

但是市场上存在很多，用人单位不论员工从事何种岗位、是何种文化程度以及是否接触到商业秘密，均一律签订竞业限制协议，那么这种做法明显不妥，那么用人单位应该怎么选择员工来签订竞业限制协议呢？为了避免用人单位支付不必要的经济补偿金，同时从劳动者的劳动权利保护的角度出发，用人单位应当只选择那些接触、了解或掌握企业商业秘密的人员及其高级管理人员签订竞业限制协议，就可以达到保护企业核心秘密和经营利益的目的，相关的法律对此也做出了具体的规定。

根据《劳动合同法》第二十四条的规定，竞业限制的人员限于用人单位的高级管理人员、高级技术人员和其他负有保密义务的人员。

Non-compete specifically, refers to the unit of choose and employ persons and aware of this unit business secret, or other operating this unit has a significant impact on workers in stop or remove labor contract, after a certain period of time may not be in the business of the similar in production of similar products, or have other competitive relationship of unit of choose and employ persons, nor produces its own have a competitive relationship with former unit to operate similar products or similar business. The time limit shall be agreed upon by the parties in advance, but shall not exceed two years. It can be seen from this that the non-competition restriction clause is the delayed effective clause in the labor contract, that is to say, the other provisions of the labor contract will come into force after the termination of the legal binding.

However, there are a lot of companies in the market. No matter what position the employees are engaged in, what is their educational level and whether they are exposed to trade secrets, all the employers should sign the non-competition agreement. Therefore, this practice is obviously inappropriate. In order to avoid unnecessary economic compensation equal to unit of choose and employ persons, at the same time, from the perspective of the labor rights protection of laborer, unit of choose and employ persons ought to select only those contact, understand or master commercial secrets of the enterprise staff and senior managers non-compete agreement, can achieve the purpose of to protect the interests of the enterprise core secrets and business, relevant law also made specific provision for this.

According to article 24 of the labor contract law, the personnel subject to competition restrictions are limited to the senior management personnel, senior technical personnel and other personnel with confidentiality obligations of the employing unit.

第二、诉讼实务中，关于竞业限制可能涉及到的一些法律问题。

（一）是否违反竞业限制义务认定困难；

现实生活中用人单位仅以劳动者新入职的单位营业执照上的经营范围与其存在重叠为由主张双方存在竞争关系，经法院审理后认为，仅凭该事实不足以证明双方实际经营业务存在直接或间接竞争关系，故判决驳回用人单位的诉讼请求比比皆是。

（二）竞业限制违约金数额认定困难；

劳动者违反竞业限制约定的，应当支付违约金，但违约金标准如何确定法律并未规定。部分案件中，双方仅约定根据用人单位损失确定违约金数额，但该损失大小及与劳动者违约行为的因果关系难以认定。

（三）竞业限制协议主体及期限违法情况多发。

劳动合同法对竞业限制主体、期限等内容进行了规定，但部分用人单位并未严格遵守相关规定。例如有些用人单位对其他负有保密义务的人员范围进行无限制扩大，甚至与全体劳动者签订竞业限制协议，或有个别用人单位将履行保密义务的人员范围扩展到劳动者的亲属、将用人单位的范围扩展到关联企业。再如部分用人单位与劳动者约定的竞业限制期限超过了两年的法定最长期限，或虽然约定的竞业限制期限为两年，但通过设置条件变相延长期限，使得实际期限超过了两年。

1. The difficulty in determining whether it violates the obligation of non-competition.

In real life, unit of choose and employ persons only in units of laborer new business license on the scope of business and its existing overlapping claims that the two sides compete, after court thinks, this fact alone is not enough to prove the existence of the actual business directly or indirectly competitive relationship, it has overruled the employer's claims.

2.Difficulty in determining the amount of liquidated damages for non-competition restrictions.

If the laborer violates the stipulation of the limitation of competition, he shall pay liquidated damages, but the law does not stipulate how to determine the standard of liquidated damages. In some cases, both parties only agree to determine the amount of liquidated damages according to the employer's loss, but the size of the loss and the causal relationship between the breach of contract and the worker is difficult to identify.

3.There are many violations of the subject and term of the non-competition agreement.

The labor contract law stipulates the subject of competitive restriction and the time limit, but some employers do not strictly comply with the relevant provisions. For example, some employers have an unlimited expansion of the scope of other personnel with confidentiality obligations, or even signed a non-compete agreement with all the workers, or individual employers will perform confidentiality obligations to extend the scope of personnel to the relatives of workers, the scope of the employer to the affiliated enterprises. Again if part of unit of choose and employ persons and laborer agreement of limit of competitive industry exceeded the legal longest deadline of two years, or although agree limit of competitive industry limits is deadline of two years, but pass setting condition to extend deadline in disguise, make actual deadline exceeded two years.

最后，小编想给劳动者提几个小建议：一是劳动者是享有竞业限制补偿权的，即使未约定补偿标准，劳动者履行了竞业限制义务，可以要求用人单位按照劳动者在劳动合同解除或者终止前十二个月平均工资的30%按月支付经济补偿。二是应及时行使竞业限制协议解除权，双方约定了竞业限制和经济补偿，劳动合同解除或者终止后，因用人单位一方的原因导致三个月未支付经济补偿，劳动者一定要及时向法院请求解除竞业限制约定。三是应认真履行竞业限制义务，劳动者在竞业限制期间内应按照竞业限制协议的约定，不生产、经营与原用人单位有竞争关系的同类产品及业务，也不在与原用人单位有竞争关系的用人单位任职，否则要承担一定的违约责任。

Finally,give workers a few small advice: one is the laborer shall enjoy the right of non-competition compensation, even if have no agreement on compensation standard, the laborer the non-compete obligations, unit of choose and employ persons may be required in accordance with the workers in the 12 months prior to the termination of the or terminate the labor contract of average wage 30% monthly pay economic compensation. Second, should promptly exercise the right to terminate the non-competition restriction agreement, both parties agreed on the non-competition restriction and economic compensation, after the termination or termination of the labor contract, because of one party of the employer causes three months did not pay economic compensation, workers must timely to the court to request the termination of non-competition restriction agreement. 3 it is to should fulfil obligation of limitation of compete industry conscientiously, laborer is in the agreement of agreement of limitation of compete industry according to the agreement of limitation of compete industry inside limit of compete industry, do not produce, manage the same kind of product that has competition relation with original unit of choose and employ persons and business, also do not be in the position of unit of choose and employ persons that has competition relation with original unit of choose and employ persons, otherwise want to assume certain liability for breach of contract.