離職後競業禁止之爭議問題探討

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Title:	離職後競業禁止之爭議問題探討 A Study on the Controversial Issue of Non-Compete Clause
Authors:	林宜蓁
Contributors:	法律學系
Keywords:	離職後競業禁止勞動基準法第 9 條之 1 勞動合同法第 23 條勞動合同法第 24 條審查標準合理範疇兩岸比較 Non-compete Clause Labor Standards Act Article 9-1 Labor Contract Law Article 23 Labor Contract Law Article 24 Review Criteria Reasonable cross-Strait comparison
Date:	2023
Issue Date:	2024-03-14 10:31:45 (UTC+8)
Abstract:	雇主為維持其企業競爭力及避免企業重要資訊洩漏，使勞工負有競業禁止之義務，為當前勞資關係中的通常作法，在職中之競業禁止仍屬勞動契約的附隨義務，故當勞動契約存在則勞工自不應違背競業禁止義務，而當勞動契約終止後勞工所負之競業禁止義務則隨之消滅，須透過勞資雙方的約定使競業禁止之義務得以延續，因此便有離職後競業禁止制度之產生。於2015年時制定了勞基法第9條1作為離職後競業禁止之審查標準，主管機關隨後亦增訂勞基法施行細則第7條之1至第7條之3予以補充離職後競業禁止約款之審查標準，本文將法制化前後離職後競業禁止之審查標準說明，並分析其產生之相關爭議問題。再者，鑒於台灣與大陸間互動與人才交流頻繁，故本文就大陸離職後競業禁止的規範所建立的審查標準與以論述。並就其與台灣之規範相比較，區別與台灣之處理模式之不同，使勞資雙方能對此有所認識，降低離職後競業禁止約定發生紛爭之機率，期許本文未來能作為實務及學理之參考，為勞動關係貢獻一己之力。 The employers in order to maintain the competitiveness of the enterprise and avoid the important information of enterprise from leaked, so the employers entile the obligation of non-compete to laborers, which is a common practice in the current labor relation. If the labor is still at work, the non-compete on the work is an ancillary clause of the labor contract.When the labor contract terminated, the obligation of non-compete would lapse, unless both of employers and employees have amother agreement. Or, post-employment non-compete would be produced. The Legislators formulated the article 9-1 of the Labour Standards Law in 2015, which is as the review criteria for post-employment non-compete. The competent authority also amend the articles 7-1 to 7-3 for the review criteria of the post-employment non-compete clauses in Enforcement Rules of the Labor Standards Act. This article would compare the before and after of the legislation about the review criteria of the post-employment non-compete . Secondly, it would analyzes the disputes arising from the requirements of the Non-compete Clause. Because there is frequent interaction and talent exchange between Taiwan and mainland China, this article focuses on the examination criteria for non-compete regulations after leaving a job in China and discusses them. And compared with the standards in Taiwan, there are differences in the handling methods between mainland China and Taiwan. Both employers and employees should have an understanding of non-compete agreements after leaving employment, which can reduce the likelihood of disputes. Hope this artical will serve as a practical and academic reference to contribute to the issue of labor right.
Appears in Collections:	[Department of Law & Graduate Institute of Law ] thesis

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