员工违反竞业限制，公司知道以后多久可以起诉他呢。也就是说，如果发现员工违反竞业限制以后，竞业限制的追诉期是

多久呢？答案是：竞业限制的追诉期通常是三年。

违反竞业限制协议的诉讼时效，即从公司知道或应当知道其权利被侵害之日起计算的三年内。这意味着如果公司在这段时

间内没有采取行动，可能会因超过诉讼时效而丧失追诉权。需要注意的是，劳动争议申请仲裁的期限为一年，这是针对申

请劳动仲裁的特定时效规定。

这一规定主要基于《中华人民共和国民法典》的相关规定。以下是对竞业限制追诉期为三年的原因分析：

1、法律规定

诉讼时效期间：根据《中华人民共和国民法典》第一百八十八条的规定，向人民法院请求保护民事权利的诉讼时效期间为三

年。这意味着，从公司知道或应当知道其权利被侵害之日起计算，如果超过三年未提起诉讼，法院可能不再受理该案件。

2、法律依据与解释

法律依据：竞业限制的追诉期并非直接由劳动法或劳动合同法明确规定，而是依据《中华人民共和国民法典》关于诉讼时效的

一般性规定来确定。这些规定旨在平衡劳动者和用人单位之间的权益，确保双方在合理的时间框架内解决争议。

司法解释：最高人民法院的相关司法解释进一步明确了竞业限制纠纷的诉讼时效问题。例如，《最高人民法院关于审理劳动争

议案件适用法律若干问题的解释（二）》中的相关条款对劳动争议仲裁时效进行了界定，虽然这些条款主要针对劳动争议仲裁，

但它们也为理解竞业限制追诉期提供了参考。

3、实践意义

保护企业利益：竞业限制的追诉期为企业提供了一定的时间窗口来维护自身合法权益，防止因员工离职后立即违反竞业限制而无

法及时维权的情况发生。

促进劳动关系和谐：明确的追诉期有助于减少劳资纠纷，促进劳动关系的和谐稳定。同时，也提醒劳动者在离职后应遵守竞业限

制协议，避免不必要的法律风险。

综上所述，竞业限制的追诉期之所以为三年，主要是基于《中华人民共和国民法典》关于诉讼时效的一般性规定以及司法实践中的

相关解释。这一规定既体现了法律对劳动者和用人单位双方权益的保护，也有助于维护劳动关系的和谐稳定。

专注竞业限制12年，关注我，教你如何破局！

How long will it take for the company to sue an employee for violating non compete restrictions. That is to say, if an 

employee is found to have violated non compete restrictions, how long is the statute of limitations for non compete 

claims? The answer is: The statute of limitations for non competition is usually three years.

The statute of limitations for litigation for violating non compete agreements is within three years from the date when 

the company knew or should have known that its rights were infringed. This means that if the company does not take 

action during this period, it may lose its right to pursue legal action due to exceeding the statute of limitations. It 

should be noted that the deadline for applying for labor dispute arbitration is one year, which is a specific time limit for 

applying for labor arbitration.

This regulation is mainly based on the relevant provisions of the Civil Code of the People's Republic of China. The 

following is an analysis of the reasons for the three-year statute of limitations on competition:

Legal provisions

The statute of limitations for litigation: According to Article 188 of the Civil Code of the People's Republic of China, the 

statute of limitations for requesting protection of civil rights from the people's court is three years. This means that if a 

lawsuit is not filed for more than three years from the date the company knew or should have known that its rights were 

infringed, the court may no longer accept the case.

Legal Basis and Interpretation

Legal basis: The statute of limitations for non competition is not directly stipulated by the Labor Law or the Labor Contract 

Law, but is determined based on the general provisions of the Civil Code of the People's Republic of China on statute of 

limitations for litigation. These regulations aim to balance the rights and interests between workers and employers, 

ensuring that both parties resolve disputes within a reasonable time frame.

Judicial interpretation: The relevant judicial interpretations of the Supreme People's Court further clarify the issue of 

statute of limitations for non compete disputes. For example, the relevant provisions in the "Interpretation of the 

Supreme People's Court on Several Issues Concerning the Application of Law in the Trial of Labor Dispute Cases (II)" 

define the statute of limitations for labor dispute arbitration. Although these provisions mainly focus on labor dispute 

arbitration, they also provide reference for understanding the period for pursuing non compete disputes.

Practical significance

Protecting the interests of enterprises: The statute of limitations on non competition provides a certain time window 

for enterprises to safeguard their legitimate rights and interests, and prevent situations where employees cannot 

protect their rights in a timely manner due to immediately violating non competition restrictions after leaving.

Promoting harmonious labor relations: A clear statute of limitations can help reduce labor disputes and promote 

harmonious and stable labor relations. At the same time, it also reminds employees to comply with non compete 

agreements after leaving to avoid unnecessary legal risks.

In summary, the reason why the statute of limitations for non competition is three years is mainly based on the 

general provisions of the Civil Code of the People's Republic of China on the statute of limitations for litigation and 

relevant interpretations in judicial practice. This regulation not only reflects the protection of the rights and interests 

of both workers and employers by law, but also helps maintain the harmony and stability of labor relations.

Focusing on non compete restrictions for 12 years, follow me and teach you how to break through!

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