普通劳动者在职竞业限制义务——基于61份判决书的分析与展开

On In-service Non-competition Obligation of Ordinary Workers——Analysis and Discussion Based on 61 Copies of Verdicts

司法实践界和理论界对普通劳动者在职竞业限制义务性质的厘定可归纳为三种学说,即法定义务说、约定义务说和忠实义务说。我国现行法律对普通劳动者在职竞业限制义务尚无明文规定。忠实义务说并不禁止双方当事人签订在职竞业限制协议,以忠实义务界定在职竞业限制义务更为合理。忠实义务理论下,若不存在劳动合同法规定的无效事由,双方当事人签订的在职竞业限制协议有效,且在职竞业限制协议中的违约金条款也有效;普通劳动者负在职竞业限制义务,但不应受用人单位规章制度中规定的在职竞业限制条款的拘束。

The regulations of the nature of in -service non -competition obligation of ordinary workers set byjudicial practice and theoretical circles can be summarized into three theories, there are the statutory obligationtheory, the contractual obligation theory and the loyalty obligation theory. However, there is no clear provision onin-service non-competition obligation of ordinary workers in China＇s current law. The loyalty obligation theorywould not prohibit both parties to sign an in-service non-competition agreement. And to define the obligation ofin -service non -competition with the loyalty obligation is more reasonable. In such conditions, if there is noinvalid cause stipulated in the Labor Contract Law, the in-service non-competition agreement signed by the twoparties is valid, and the article about liquidated damages is also valid. Although the ordinary workers have theobligation, they would not be restrained by the article of in-service non-competition stipulated by the employer.