離職後競業禁止條款之研究 -修正後勞動基準法第九條之一對司法實務之影響

Abstract

企業為了保護其營業利益或營業秘密，通常會與離職員工簽訂競業禁止條款，約定員工離職後，不得從事或開設與原雇主相同或類似事業。此種競業禁止條款保護雇主營業利益同時，卻影響勞工離職後之工作權及生存權。\n我國立法院於2015年11月通過勞動基準法第9條之1修正，對於競業禁止條款予以明確規範，本研究目的在於整理過往學說與實務之發展，觀察修正後2016年至2018年實務上判決情況，除分析目前實務發展是否符合當初勞動基準法第9條之1修正目的外，亦透過實務見解之體系性論述，以融入法釋義學之分析中，建立全面性離職後競業禁止條款之論述分析與適用參考依據，冀完備我國現行法制，提供未來立法建議。

In order to protect the trade interests or secrets, enterprises usually sign a non-competition agreement with employees who have left the enterprise. When employees leave the company, they shall not engage in the same or similar businesses as the original employer. This kind of competition prohibition agreement protects the employer business interests, but at the same time affects the employees work right and survival right when leaving the job.\nThe legislature adopted the amendment of Article 9-1 of the Labor Standards Law in November, 2015 to clearly regulate the prohibition clause of competition. In addition to analyzing whether the current practice development meets the purpose of the amendment to Article 9-1 of the Labor Standards Law at the time, This study also incorporates a systematic discussion of practical insights into the analysis of legal interpretation to establish a comprehensive non-competition agreement analysis and application reference basis in order to complete the current legal system and provide future legislative suggestions.