有竞业限制协议，原公司有权知道我的新雇主吗？|竞业限制知识大全
员工与原来公司存在竞业限制协议的情况下，原公司是否有权知道新雇主的信息是一个复杂的问题。依目前绝大多数情况认为，
原来公司是有权知道的。更何况，竞业限制协议一般会要求员工离职以后履行就业告之义务。
但这个问题确实相对复杂，也存在不同的意，具体的详细分析如下：
合同相对性原则：根据合同法的一般原则，合同具有相对性，即合同的权利和义务仅对合同双方当事人具有约束力。这意味着
竞业限制协议通常只约束离职员工和原公司，而不直接涉及第三方，如新雇主。
法律规定：《劳动合同法》第九十一条明确规定了用人单位招用与其他单位尚未解除或终止劳动合同的劳动者给其他单位造成
损失时应承担连带赔偿责任的情况。然而，这一规定并不直接适用于竞业限制协议下的情境。此外，《深圳经济特区企业技术
秘密保护条例》虽然规定了新单位在明知或应知员工负有竞业限制义务时仍招用该员工的连带责任，但这一条例属于地方性法
规，其适用范围有限。
司法实践：在司法实践中，对于新单位是否应对离职员工违反竞业限制义务承担连带责任的问题存在争议。一些地区的法院
可能支持原公司的主张，认为新单位应承担连带责任；而另一些地区的法院则可能基于合同相对性原则和《劳动合同法》的规
定，认为新单位不应承担连带责任。
综上所述，原公司在一般情况下无权直接知道离职员工的新雇主信息，除非通过法律途径（如诉讼）并满足特定条件（如新单
位存在过错且与原公司构成共同侵权）。然而，在实际操作中，原公司可以通过其他合法手段（如市场调查、行业信息共享等）
来了解离职员工的就业情况，以维护自身的合法权益。
专注竞业限制12年，关注我，教你如何破局！
It is a complex issue whether the original company has the right to know the information of the new employer
when there is a non compete agreement between the employee and the original company. Based on the current
situation, it is believed that the original company had the right to know. Moreover, non compete agreements generally
require employees to fulfill their employment notification obligations after leaving.
But this issue is indeed relatively complex and has different meanings. The specific detailed analysis is as follows:
The principle of relativity in contracts: According to the general principles of contract law, contracts have relativity,
which means that the rights and obligations of the contract are only binding on the parties to the contract. This
means that non compete agreements typically only bind departing employees and the original company, without
directly involving third parties such as new employers.
Legal provisions: Article 91 of the Labor Contract Law clearly stipulates that when an employer hires an employee
who has not yet terminated or terminated a labor contract with another unit and causes losses to the other unit,
the employer shall bear joint and several liability for compensation. However, this provision does not directly apply
to situations under non compete agreements. In addition, although the "Regulations on the Protection of Enterprise
Technical Secrets in Shenzhen Special Economic Zone" stipulate the joint liability of new units to hire employees who
they know or should know have a non compete obligation, this regulation is a local regulation with limited scope of
application.
Judicial practice: In judicial practice, there is controversy over whether new units should bear joint and several liability
for the breach of non compete obligations by departing employees. Some regional courts may support the original
company's claim that the new unit should bear joint and several liability; However, courts in other regions may hold
that the new employer should not bear joint and several liability based on the principle of contractual relativity and
the provisions of the Labor Contract Law.
In summary, the original company generally has no right to directly know the new employer information of departing
employees, unless through legal means (such as litigation) and meeting specific conditions (such as the new company's
fault and joint infringement with the original company). However, in practical operation, the original company can use
other legal means (such as market research, industry information sharing, etc.) to understand the employment situation
of departing employees in order to safeguard their legitimate rights and interests.
Focusing on non compete restrictions for 12 years, follow me and teach you how to break through!
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