很多公司跟员工都签有竞业限制协议，但是很多竞业协议只是吓吓员工而己。甚至有些公司的竞业协议上写竞业期为五年，

而且竞业限制期间不需要任何补偿金。更有甚者说竞业限制补偿金含在工资里面，这确实是有点搞笑。那么，竞业限制在

哪些情况下是无效的呢，今天给大家整理了一下竞业限制无效的常见五种情况：

竞业协议无效的五种情形主要包括：

1、协议主体错误：签订竞业禁止协议的企业一方，应是拥有商业秘密的权利人，即必须要有商业秘密的存在。并且协议的

另一方必须是符合竞业禁止适用条件的人员，如果不满足协议签订的主体条件很可能导致协议无效。

2、超过竞业禁止的期限：根据《劳动法》第24条规定，竞业禁止协议的禁止期限不得超过两年。如果双方在协议中约定的

期限超过两年，则超出部分应当认定为无效。

3、不给劳动者补偿：用人单位让劳动者签订竞业禁止协议，就必须给予劳动者相应的补偿。如果该竞业禁止协议未约定补

偿数额或者给付标准，允许用人单位与劳动者就此事项协商，如果用人单位不同意给付补偿金，则该协议不对劳动者产生效力。

4、违反法律强制性规定：竞业禁止协议的内容如果违反法律法规的强制性规定，那么该协议也将被认定为无效。

5、以欺诈、胁迫的手段订立：如果竞业禁止协议是以欺诈、胁迫的手段订立，损害国家利益，那么该协议也是无效的。

需要注意的是，以上五种情形只是竞业协议可能被认定为无效的一些常见情况，具体情况还需要根据法律法规和案件事实来判断。

极兔竞调，专注竞业限制12年，关注我，教你如何破局。

Many companies have signed non compete agreements with their employees, but many non compete 

agreements only scare off employees. Even some companies' non compete agreements state a non compete 

period of five years, and no compensation is required during the non compete period. Some even say that 

non compete compensation is included in the salary, which is a bit funny. So, under what circumstances are 

non compete restrictions invalid? Today, we have compiled five common situations where non compete restrictions 

are invalid:

The five situations in which a non compete agreement is invalid mainly include:

Wrong party to the agreement: The party signing the non compete agreement should be the rightful owner of 

the trade secret, which means there must be the existence of the trade secret. And the other party to the 

agreement must be a person who meets the conditions for non compete application. Failure to meet the 

subject conditions for signing the agreement may result in its invalidity.

Exceeding the period of non compete agreement: According to Article 24 of the Labor Law, the prohibition 

period of non compete agreement shall not exceed two years. If the agreed period in the agreement exceeds 

two years, the excess shall be deemed invalid.

Not compensating employees: If an employer asks employees to sign a non compete agreement, they must 

provide corresponding compensation to the employees. If the non compete agreement does not specify the 

compensation amount or payment standard, the employer and the employee are allowed to negotiate on this 

matter. If the employer does not agree to pay compensation, the agreement shall not be effective against the 

employee.

Violation of mandatory legal provisions: If the content of a non compete agreement violates mandatory legal 

provisions, the agreement will also be deemed invalid.

If a non compete agreement is entered into through fraudulent or coercive means that harm national interests, 

then the agreement is also invalid.

It should be noted that the above five situations are just some common situations where non compete agreements 

may be deemed invalid, and the specific situation still needs to be judged based on laws, regulations, and case facts.

Jitu Competitive Adjustment, focusing on non compete restrictions for 12 years, follow me and teach you how to

 break through the game.

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