竞业限制契约的效力及其违约救济

The Validity and Remedy for Breach of Non-competition Agreement

竞业限制虽是保护雇主商业秘密及其他竞争利益的有效手段,但也极易造成对雇员择业自由权乃至其生存权的不合理限制。此即竞业限制之局限性所在。为克服或减缓该局限性:竞业限制权利义务配置应以约定义务为原则,以法定义务为例外;其违约救济应以实际履行为原则,以损害赔偿为例外。因为,违约损害赔偿的约定及其支付,并非竞业限制契约之目的或本意。作为竞业限制事前违约救济的集体劳动合同,由于集体谈判制度在我国的长期缺位,使其并未在实践中得到普遍实施。我国竞业限制立法,仍应继续细化劳资双方权利边界、适度限缩其约定空间。

Although non-competition is effective method to protect trade secrets and other competitive interests of employer, it also easily imposes unreasonable restriction on employee＇s freedom of choosing career and even right to live, which is just the limitation of non-competition. To overcome or moderate the limitation, the contractual obligation should be principle and that legal obligation is exception in rights allocation of non-competition. The reason is that the promise or pay of damage compensation for breach of contract is not the objective or real intention of non-competition. As default relief in advance, collective labor agreement does not been enforced widely in practice, because of long absence of collective bargaining system in our country. The legislation of non-competition should still refine right boundaries of the labor and the capital, and moderately restrict space of convention as well.