员工签署了竞业限制协议，而且离职前公司明确告之他本人已启动竞业限制。按约定，员工不可以去竞对公司上班。

但是员工却偷偷地跑去竞争对手公司任职。

于是，公司与员工之间便起了竞业限制纠纷。那么，竞业限制纠纷与其他普通的民事纠纷是否一样呢，发生竞业限

制纠纷以后，又该如何去解决呢？

今天来跟大家分享一下竞业限制纠纷的流程，总的来说竞业限制纠纷的解决流程从先至后，分为协商--仲裁--一审

--二审，具体流程与步骤如下：

1、协商解决

双方沟通：当发生竞业限制纠纷时，双方应首先尝试通过友好协商的方式解决问题。这可能涉及到对竞业限制协议的

条款进行重新解释或调整。

调解机构介入：如果直接沟通无法达成一致，可以寻求第三方调解机构的帮助，如劳动争议调解委员会或行业协会等。

2、仲裁申请

提交仲裁申请：如果协商不成，任何一方都可以向当地的劳动争议仲裁委员会提出仲裁申请。根据《中华人民共和国

劳动争议调解仲裁法》，申请人需要在知道或者应当知道自己权利被侵害之日起一年内提出申请。

准备相关材料：提交仲裁申请时，需要准备劳动合同、竞业限制协议、工资单、工作证明等相关证据材料。

3、法院诉讼

不服仲裁裁决：如果对仲裁结果不满意，可以在收到仲裁裁决书之日起十五日内向人民法院提起诉讼。

法院审理：法院将根据双方提供的证据和法律规定，对案件进行审理并作出判决。在审理过程中，法院可能会要求双方

提供更多的证据或进行质询。

竞业限制纠纷的解决流程涉及多个环节，从协商解决到仲裁申请再到法院诉讼。在整个过程中，双方都需要遵守相关法律

法规的规定，并积极配合相关部门的工作。

专注竞业限制12年，关注我，教你如何破局！

The employee signed a non compete agreement and was explicitly informed by the company before leaving 

that the non compete agreement had been activated. According to the agreement, employees are not allowed 

to work for competing companies. But the employees secretly went to work for a competitor's company.

So, a non compete dispute arose between the company and its employees. So, are non compete disputes the 

same as other ordinary civil disputes, and how should they be resolved after they occur?

Today, I would like to share with you the process of resolving non compete disputes. Generally speaking, the 

resolution process of non compete disputes starts from negotiation, arbitration, first instance, and second 

instance. The specific process and steps are as follows:

1. Negotiate to resolve

Communication between both parties: In the event of a non compete dispute, both parties should first 

attempt to resolve the issue through friendly negotiation. This may involve reinterpreting or adjusting 

the terms of the non compete agreement.

Mediation agency intervention: If direct communication fails to reach a consensus, assistance from third-party 

mediation agencies such as labor dispute mediation committees or industry associations can be sought.

2. Arbitration application

Submit arbitration application: If negotiation fails, either party may submit an arbitration application to 

the local labor dispute arbitration committee. According to the Labor Dispute Mediation and Arbitration 

Law of the People's Republic of China, the applicant needs to submit an application within one year from 

the date they know or should know that their rights have been infringed upon.

Preparation of relevant materials: When submitting an arbitration application, it is necessary to prepare 

relevant evidence materials such as labor contracts, non compete agreements, salary statements, and 

work certificates.

3. Court litigation

If dissatisfied with the arbitration award: If dissatisfied with the arbitration result, one may file a lawsuit 

with the people's court within 15 days from the date of receiving the arbitration award.

Court hearing: The court will hear the case and make a judgment based on the evidence provided by 

both parties and legal provisions. During the trial process, the court may require both parties to provide 

more evidence or conduct questioning.

The resolution process of non compete disputes involves multiple stages, from negotiation to arbitration 

application and court litigation. Throughout the process, both parties need to comply with relevant laws 

and regulations and actively cooperate with the work of relevant departments.

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

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很多人跳槽不怕竞业协议吗？

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