關於2015年12月16日增訂勞動基準法第9條之1競業禁止約定之評析

雇主為其營業秘密得與員工簽署離職後競業禁止約定，依據2015年勞動基準法第9條之1，該條文訂定5項要件：1.雇主有應受保護之正當營業利益。2.勞工擔任之職位或職務，能接觸或使用雇主之營業秘密。3.競業禁止之期間、區域、職業活動之範圍及就業對象，未逾合理範疇。4.雇主對勞工因不從事競業行為所受損失有合理補償。5.離職後競業禁止之期間，最長不得逾2年；逾2年者，縮短為2年。本文目的是評析上開規定在實務上推動之情況，並嘗試提出建議，期使競業禁止約定之法制更加合理可行。

Upon the termination of employment, the employer shall require the employee to sign a non-compete agreement with regards to the employer’s trade secrets. According to the Labor Standards of 2015 § 9-1, the following requirements need to be met: 1) the employer has legitimate business interests that require being protected; 2) the position or duties of the employee require him or her to have access to the employer’s trade secrets; 3) restrictions on the length of time, geographic area, scope of occupational activities and prospective employers specified in the non-compete agreement shall not be unreasonable; 4) the employer shall compensate the employee for economic losses sustained as a result of the non-compete agreement, within reason; 5) the effective period of the non-compete agreement shall not exceed a maximum of 2 years. Any agreements exceeding 2 years shall be shortened to 2 years. The purpose of this paper will be to review the clauses of the noncompete agreement as described and put forth suggestions with regards to the reasonableness and feasibility of implementation.