離職後競業禁止約款限制合理範圍之研究──以法院判決之分析為中心

The Boundary of Reasonable Restrictions on Post-Employment Non-Compete Agreements── A Case Study of Court Judgements

王亭涵(Ting-Han Wang)

指導教授 ： 王能君

國立臺灣大學/法律學院/法律學研究所/碩士(2020年)

https://doi.org/10.6342/NTU202002218

摘要

隨著知識經濟的發展，雇主為保護營業上的利益，發展出離職後競業禁止約款，勞雇雙方約定離職後一定期間內，不得在特定的區域從事特定工作。關於離職後競業禁止約款的有效性之判斷，民國104年增訂勞動基準法第9條之1確立四標準說，將實務見解明文化。
關於「限制時間、地域、就業對象及職業活動範圍不得逾越合理範圍」之判斷，學說上提出時間要符合技術時效性，地域要以雇主的營業範圍為準，就業對象及職業活動範圍則應具體明確，不得抽象約定之。實務見解發展至今，審查由寬鬆到嚴格，其見解歸納如下：限制合理範圍應符合雇主值得保護利益之範圍，並兼顧勞工之生存，對時間之限制應考量產品及市場之生命週期。地域之限制應有明確之範圍界定，且應符合雇主之營業範圍與保護利益。所限制之職業活動範圍應具體明確，且應包含從事之就業對象、業務及職位，不得以損及公司利益、從事相同或相似等抽象方式約定之。勞動法施行細則第7條之2可以說是實務見解的明文化。
另外，本文依照各個行業別分類，觀察在不同行業別中，法院對於限制範圍之判斷。最後則重新檢討限制合理範圍之判斷方式，並評析勞動基準法第9條之1以及勞動基準法施行細則第7條之2。

關鍵字

離職後競業禁止 ； 限制合理範圍 ； 約款有效性 ； 勞動基準法第9條之1 ； 勞動基準法施行細則第7條之2

並列摘要

With the development of the knowledge economy, employer in order to protect business interests, developes a post-employment non-competition agreements. The employee shall not engage in specific work in a specific area within a certain period of time after the appointment. Regarding to the validity of the non-competition contract, in the 104th year of the Republic of China, a four-standard theory was established by the Article 9-1 of the Labor Standards Act.
Regarding to the “Limiting time, region, employment target and scope of professional activities must not exceed reasonable range”, Doctrine insight point out that time should be in line with the timeliness of technology, the geographical area should be based on the employer's business scope, and the scope of employment and the scope of professional activities should be specific and not abstract. Practical insight from then till now, the review is from loose to strict, and its findings are summarized as follows: Limiting the reasonable range should be in line with the scope of the employer's worthy protection, and taking into account the survival of the labor. The time limit should consider the life cycle of the product and the market. Geographical restrictions should be clearly defined and should be consistent with the employer's business and protection interests. The scope of the restricted professional activities shall be specific and shall include the employment objects, businesses and positions to be engaged, and shall not be agreed in an abstract way that harms the interests of the company and engages in the same or similar. Practical insight was turned into law by Article 7-2 of the Enforcement Rules of the Labor Standards Act.
In addition, this article classified by occupation and observing the judgment of the court on the scope of restrictions in different industries. Finally, this article reviewed the method of judging the boundary of reasonable restrictions, and reviewing Article 9-1 of the Labor Standards Act and Article 7-2 of the Enforcement Rules of the Labor Standards Act.

並列關鍵字

post-employment non-compete agreements ； the boundary of reasonable restrictions ； validity of agreements ； Article 9-1 of the Labor Standards Act ； Article 7-2 of the Enforcement Rules of the Labor Standards Act

參考文獻

中文專書（依姓氏筆畫順序）

王澤鑑（2012），《債法原理》，四版，三民。

中華民國勞動法學會編（1999），《勞動法裁判選輯（一）》，元照。

林更盛（2002），《勞動法案例研究（一）》，翰盧圖書。

林更盛（2009），《勞動法案例研究（二）》，五南。