保密协议里可以有竞业限制吗？
很多公司都会跟员工签署保密协议。而往往保密协议里却有竞业限制的条款。
原则是，保密是员工的法定义务，企业不需要额外支付保密的费用，员工无论是在职还是离职均要保守企业商业机密，否则可能被追求侵犯商业机密罪。
而竞业限制则不是员工的法定义务，只是约定义务。而且企业需要为此支付对价。所以，大多数企业的保密协议会与竞业限制协议分开签署。
然而，在现实中，不少企业将保密协议与竞业限制协议一起签署的，那么，这样有效吗？答案是有效。保密协议里可以有竞业限制。保密协议与竞业限制虽然有所区别，但在某些情况下，用人单位可以在保密协议中与劳动者约定竞业限制条款。
保密协议与竞业限制的区别
定义与目的：
保密协议：是指用人单位与劳动者约定，不得向第三人泄露本单位的商业秘密等保密信息。其主要目的是保护用人单位的商业秘密和与知识产权相关的保密事项。
竞业限制：是指用人单位与知悉本单位商业秘密或者其他对本单位经营有重大影响的劳动者约定，在终止或解除劳动合同后的一定期限内，劳动者不得在生产同类产品、经营同类业务或有其他竞争关系的用人单位任职，也不得自己生产与原单位有竞争关系的同类产品或经营同类业务。其主要目的是防止劳动者利用原单位的商业秘密为自己或他人谋取利益。
性质与约束力：
保密协议：保密义务通常依法律规定强制存在，即便雇佣双方在签订劳资合同时未能明确作出约定，劳动者仍需严格遵守这一原则。保密协议一般没有期限限制，只要商业秘密存在，劳动者就有保密义务。
竞业限制：竞业限制是一种约定义务，需要雇佣双方共同协商达成。劳动者在结束劳动关系之后并非自然而然地承担竞业限制的责任，除非双方就此问题事先有所共识并订立相关协议。竞业限制有明确的期限，根据《中华人民共和国劳动合同法》的规定，最长不得超过二年。
保密协议中的竞业限制条款
尽管保密协议与竞业限制有所区别，但用人单位可以在保密协议中与劳动者约定竞业限制条款。这种约定通常包括竞业限制的范围、地域、期限以及经济补偿等内容。例如，用人单位可以在保密协议中明确，劳动者在离职后的一定期限内不得从事与原单位有竞争关系的行业或企业，并约定在竞业限制期限内按月给予劳动者经济补偿。如果劳动者违反了竞业限制的约定，应当按照约定向用人单位支付违约金。
法律依据
《中华人民共和国劳动合同法》第二十三条明确规定：“用人单位与劳动者可以在劳动合同中约定保守用人单位的商业秘密和与知识产权相关的保密事项。对负有保密义务的劳动者，用人单位可以在劳动合同或者保密协议中与劳动者约定竞业限制条款，并约定在解除或者终止劳动合同后，在竞业限制期限内按月给予劳动者经济补偿。劳动者违反竞业限制约定的，应当按照约定向用人单位支付违约金。”
综上所述，保密协议里可以有竞业限制条款，但具体约定应当符合法律法规的规定，并充分保障劳动者的合法权益。
Can Non-Disclosure Agreements Include Non-Compete Clauses?
Non-disclosure agreements (NDAs) can indeed include non-compete clauses. Although NDAs and non-compete clauses serve distinct purposes, employers may incorporate non-compete provisions within NDAs with employees under certain circumstances.
Distinctions Between NDAs and Non-Compete Clauses
Definitions and Purposes:
Non-Disclosure Agreement (NDA): An agreement between an employer and an employee stipulating that the employee must not disclose the employer's confidential business information, such as trade secrets, to third parties. Its primary objective is to protect the employer's trade secrets and confidential matters related to intellectual property.
Non-Compete Clause: An agreement between an employer and an employee who has access to the employer's trade secrets or other information of significant impact on the employer's business, stipulating that, for a certain period after the termination or rescission of the employment contract, the employee must not work for a competing company producing similar products, operating similar businesses, or having other competitive relationships, nor may they produce similar products or operate similar businesses that compete with the original employer on their own. Its main purpose is to prevent employees from using the original employer's trade secrets to benefit themselves or others.
Nature and Binding Force:
NDA: The obligation to maintain confidentiality typically exists by law, even if the parties have not explicitly agreed to it in the employment contract. NDAs generally have no time limit, and employees have an ongoing obligation to keep confidential information secret as long as the trade secrets exist.
Non-Compete Clause: A non-compete obligation is a contractual obligation that requires mutual agreement between the employer and employee. Employees are not automatically bound by non-compete restrictions after terminating their employment unless both parties have reached a prior consensus and signed an agreement. Non-compete clauses have a clear duration, with a maximum of two years as stipulated in the Labor Contract Law of the People's Republic of China.
Non-Compete Clauses in NDAs
Despite their differences, employers can include non-compete clauses in NDAs with employees. Such agreements typically outline the scope, geographical area, duration, and economic compensation of the non-compete restrictions. For example, an employer may specify in the NDA that, for a certain period after leaving the company, the employee must not engage in industries or businesses that compete with the original employer, and agree to provide monthly economic compensation to the employee during the non-compete period. If the employee violates the non-compete clause, they must pay a penalty to the employer as agreed.
Legal Basis
Article 23 of the Labor Contract Law of the People's Republic of China explicitly states: "Employers and employees may agree in the labor contract to keep the employer's trade secrets and confidential matters related to intellectual property. For employees with confidentiality obligations, employers may include non-compete clauses in the labor contract or NDA, and agree to provide monthly economic compensation to the employee after the termination or rescission of the labor contract during the non-compete period. If the employee violates the non-compete agreement, they must pay a penalty to the employer as agreed."
In summary, NDAs can include non-compete clauses, but the specific terms should comply with legal and regulatory requirements and fully protect the legitimate rights and interests of employees.
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