竞业限制纠纷 | 补偿额过低的竞业限制协议对劳动者是否有约束力

本问题应当从两个方面进行思考竞业限制及竞业限制协议：

其一，竞业限制补偿的性质及立法目的；

其二，补偿金条款无效是否导致竞业协议无效。

关于竞业限制经济补偿的立法目的。

竞业限制经济补偿是对劳动者接受限制而使利益减损的补偿，是法律强制性要求。即劳动者从原用人单位离职后，履行竞业限制义务

将使得再次就业时可选择范围较窄，加之不能从事自己已从事多年、积累了丰富经验的工作，因此竞业限制在一定程度上对劳动者的

利益造成了损害。

关于补偿条款无效是否导致竞业协议无效。

此处司法实践中存在两种观点：

观点一，认为竞业限制经济补偿条款无效导致竞业限制协议无效。竞业限制赔偿条款属于竞业协议的核心条款，并与其他条款具有紧密

的牵连关系，该条款无效将导致合同目的无法实现。即认为未约定给予劳动者竞业禁止经济补偿，或者约定的竞业禁止经济补偿数额过

低、不符合相关规定的，该竞业禁止条款对劳动者不具有约束力。参见最高人民法院公报案例：王某某诉施耐德电气(中国)投资有限公

司上海分公司劳动争议纠纷案。

观点二，认为竞业限制经济补偿条款无效不会对竞业限制协议效力造成影响。该观点认为竞业限制义务条款为协议的核心条款，补偿条

款的效力不影响竞业限制义务约定的达成。同时认为约定经济补偿金过低不当然导致竞业限制条款无效，应当采取补足的方式予以解决。

即将低于法定标准的竞业限制经济补偿金补足到法定标准的水平。

Non-Compete Dispute | Whether a Non-Compete Agreement with Insufficient Compensation is Binding on Employees

This issue should be considered from two aspects:

1. The nature and legislative purpose of non-compete compensation;

2. Whether the invalidity of a compensation clause leads to the invalidity of the non-compete agreement.

Regarding the legislative purpose of non-compete economic compensation:

Non-compete economic compensation is intended to compensate employees for the loss of interests resulting from accepting the non-compete restrictions, which is a mandatory legal requirement. After leaving their former employer, employees fulfilling non-compete obligations will face a narrower range of employment options and will be unable to engage in work they have been doing for years and have accumulated extensive experience in. Therefore, non-compete restrictions, to a certain extent, cause harm to the interests of employees.

Regarding whether the invalidity of a compensation clause leads to the invalidity of the non-compete agreement:

There are two viewpoints in judicial practice:

Viewpoint 1: It is believed that the invalidity of the non-compete economic compensation clause results in the invalidity of the non-compete agreement. The non-compete compensation clause is a core clause of the non-compete agreement and is closely related to other clauses. The invalidity of this clause will render the purpose of the contract unachievable. In other words, if no economic compensation for non-compete restrictions is agreed upon, or if the agreed amount is too low and does not comply with relevant regulations, the non-compete clause is not binding on the employee. Refer to the case published in the Supreme People's Court Bulletin: Wang XX v. Schneider Electric (China) Investment Co., Ltd. Shanghai Branch Labor Dispute Case.

Viewpoint 2: It is believed that the invalidity of the non-compete economic compensation clause does not affect the validity of the non-compete agreement. This viewpoint considers the non-compete obligation clause as the core clause of the agreement, and the validity of the compensation clause does not affect the agreement on non-compete obligations. It also believes that an excessively low agreed economic compensation does not automatically render the non-compete clause invalid. Instead, it should be resolved by topping up the compensation to the statutory standard. That is, the non-compete economic compensation that is lower than the statutory standard should be topped up to the required level.

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