勞工離職後競業禁止之研究

The Study of Post-employment Covenants Not to Compete

許慧貞(Hui-Chen Hsu)

指導教授 ： 林更盛

中原大學/商學院/財經法律研究所/碩士(2008年)

https://doi.org/10.6840/CYCU.2008.00421

摘要

摘要

關於離職後競業禁止約款的爭議，在我國實務上一直是一個備受討論的課題，每次發生重要的營業祕密侵害案件或離職員工惡性競業的案例，離職後競業禁止約款的探討就會躍升抬面，再度成為大眾關注的焦點。但值得慶幸的是，雖我國關於離職後競業禁止約款之問題，欠缺明確之法律規範，惟法院似已有一定程度之共識，如何處理離職後競業禁止以兼顧雇主與勞工的權益實為重要之課題。

本論文首先簡單介紹離職後競業禁止約款的基本概念，並將之與相類似概念加以比較，在了解離職後競業禁止對雇主與勞工法益之影響及其分類之後，再就臺灣與德國對於離職後競業禁止的規範作分別的討論與比較。

其次，在離職後競業禁止約款的審查標準與法律效果方面，本論文主要係以文獻分析方法介紹臺灣與德國的規範。我國實務方面於台北地方法院八十五年勞訴字第七八號判決首見提出明確的五項審查標準，在學說方面，各學者大致贊同實務所提之審查標準。而德國商法典第七十四條以下針對離職後競業禁止約款實質要件規定，有雇主合法的公司利益、不當限制受僱人職業上的發展、兩年為限、代償措施（通常為薪資的一半）。

再者，於離職後競業禁止約款的法律效果部分，離職後競業禁止約款因所約定競業禁止之種類太過於廣泛、地域範圍過大、年限過長或違約金過高等情事而被判定過苛時，曾有判決以條款過苛而認定競業禁止條款自始全部無效。惟亦有判決認為須於合理限度內，亦即相當期間或地域內限制其競業，始認為有效。德國商法典對於競業禁止約款之法律效果，於何種情形構成無效、無拘束力，以及違反競業禁止約款時雙方各有何請求權皆有明文規範。

最後，針對臺灣與德國在離職後競業禁止約款的審查標準與法律效果，作一簡單的比較與分析，並提出本論文的建議，期盼能對我國未來在制定有關離職後競業禁止相關法制與實務作法上提供助益。

關鍵字

代償措施 ； 離職後競業禁止 ； 營業秘密 ； 契約自由

並列摘要

Abstract

With regard to the dispute on the provisions governing the forbidden to compete within the same industry following an individual resigns from whose job, which remains a much-debated topic in practical implementation in Taiwan, and at the onset of every time when a grave operating secrecy infringement case or a negative competition case a resigned employee, the examining of the provisions governing the forbidden to compete within the same industry will resurface and become a focal point of the society. Yet fortunately, while there might be a lack of clear-cut legal guideline concerning the problem of the provisions governing the forbidden to compete within the same industry after an individual resigns form whose job in Taiwan, there is a certain level of consensus with the court of law, and how best to handle the forbidden to compete within the same industry after an individual resigns from whose job in order to duly address the employer and the worker’s equity has emerged to become a critical subject.

The thesis first begins with a brief introduction to the rudimentary concept of the provisions governing forbidden to compete within the same industry after an individual resigns from whose job, and compare it with similar concepts, and upon discerning the impact and classification of forbidden to compete within the same industry after an individual resigns from whose job to the employer’s and the employee’s equity, the guidelines governing forbidden to compete within the same industry after an individual resigns from whose job in Taiwan and Germany are then discussed and compared.

Next, in terms of the review criteria and legal ramification s on the provisions of forbidden to compete within the same industry after an individual has resigned from whose job, the thesis primarily aims to introduce the guidelines of Taiwan and Germany using the literature analysis method. Of the practical implementation in Taiwan, the ruling by the District Court of Taipei, Taiwan has presented, for the first time, five clear-cut review criteria, through its ruling, Ref. (1996) Labor Complaint No. 78, and in the aspect of academic discipline, a majority of scholars largely approve the review criteria mentioned in practical implementation. While Article 74 of Germany’s Commercial Law stipulated the tangible elements in the provisions of forbidden to compete within the same industry after an individual has resigned from whose job to include the employer’s legitimate company interests, inappropriately restricting an employee from career development, the limitation of two years, and the repayment measure (which usually pertains to one-half of the wages).

Furthermore, in terms of the legal ramifications governing the provisions of forbidden to compete within the same industry after an individual has resigned from whose job, as the provisions governing forbidden to compete within the same industry after an individual has resigned from whose job that stipulate the types of forbidden to compete being too broad, too excessive in geographical parameter, too long in cycle of limitation, or excessive in the penalty fine to be rendered as being too harsh, there are prior rulings that render the provisions of forbidden to compete within the same industry of being too harsh to lead to a complete invalidation of the provisions of forbidden to compete within the same industry. Yet there are prior rulings that reckon that within a rational limitation, meaning competing within the same industry within a comparable period or region would render it valid. Germany’s Commercial Law provides clear written guidelines governing the legal validity of the provisions of forbidden to compete within the same industry, and under what circumstances would constitute the claim be invalid and without binding force, as well as what rights the two parties are entitled to claim amid violating the provisions of forbidden to compete within the same industry.

Lastly, an abridged comparison and analysis has been made to the review criteria and legal ramifications on the provisions of forbidden to compete within the same industry after an individual has resigned from whose job in Taiwan and Germany, along with a thesis’s recommendations presented in anticipation to contributing to Taiwan’s promulgating pertinent legal system and practical implementation in the future on the provisions of forbidden to compete within the same industry after an individual has resigned from whose job.

並列關鍵字

rade secrets ； ompensation payment ； post-employment covenants not to compete ； reedom of contract

參考文獻

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