论离职竞业禁止与商业秘密保护

On Study of Post-employment Prohibition of Business Strife and the Legal Protection of Business Secrets

无论从商业秘密权利人的合理保护,还是从雇员的择业自由权的公平维护,离职竞业禁止都有存在的必然性。世界发达国家都对离职竞业禁止与商业秘密的合理保护作出了明确的规定,而我国相关立法却存在着明显不足,容易造成实践上的困惑,应该借鉴先进国家的成功经验,明确离职竞业禁止业务范围,规定其最低补偿额度,以实现法益的平衡。

Post-employment prohibition of business strife is reasonable for both the legal protection of the owner of business secrets and the safeguard of employees＇ freedom. Compared with the developed countries which has made a clear regulation in this field,the related legislation in our country is relatively backward. And under this condition, it may make it difficult to apply them in reality. Therefore, we should draw on the successful experiences of developed countries, make clear the limits post-employment prohibiton of business and regulate the lowest amount of compensation in order to achieve the benefit＇s balance.