有位员工离职前跟我们签了竞业限制协议，离职后他本人跟公司说他待业，在家休息。后来经过了解，以及相关

同事的举报，发现他本人虽然没有违反竞业限制，但是他的老婆却在创业开公司，从事与我公司一样的业务，明

显形成竞争关系。这样情况，他算违反竞业限制吗？

对于隐蔽竞业限制行为的审查认定，人民法院有一些指导性的意见，大概是这样的。

审查劳动者配偶持股行为是否构成该劳动者违反竞业限制义务，应综合考虑行为发生时间、业务重合性、夫妻财

产独立状况、劳动者本人技术条件等。在原用人单位已提供初步证据使法官产生劳动者存在隐蔽竞业行为的合理

怀疑时，可根据具体案情将举证责任适当分配给劳动者。若配偶行为与劳动者存在实质牵连关系，行为间接与劳

动者自身技术有关，在无其他相反证据情况下，可认定劳动者违反竞业限制协议。劳动者主张违约金过高的，可

综合考察违反竞业限制的行为与用人单位损失的关联度等因素予以合理调整。

《劳动合同法》第二十三条

第二十三条　用人单位与劳动者可以在劳动合同中约定保守用人单位的商业秘密和与知识产权相关的保密事项。

对负有保密义务的劳动者，用人单位可以在劳动合同或者保密协议中与劳动者约定竞业限制条款，并约定在解除

或者终止劳动合同后，在竞业限制期限内按月给予劳动者经济补偿。劳动者违反竞业限制约定的，应当按照约定

向用人单位支付违约金。

极兔竞调，专注竞业限制12年，关注我，教你如何破局！

An employee signed a non compete agreement with us before leaving, and after leaving, he told the 

company that he was unemployed and resting at home. Later, after investigation and reports from 

relevant colleagues, it was found that although he did not violate non compete restrictions, his wife was 

starting a business and engaged in the same business as mine, clearly forming a competitive relationship. 

Does this situation count as a violation of non compete restrictions?

The people's court has some guiding opinions on the examination and determination of concealed non 

compete behaviors, which are roughly as follows.

The examination of whether the shareholding behavior of the employee's spouse constitutes a violation of 

non compete obligations should comprehensively consider factors such as the time of occurrence, business 

overlap, marital property independence, and the employee's own technical conditions. When the original 

employer has provided preliminary evidence that raises reasonable suspicion among the judge that the 

employee has engaged in covert competition, the burden of proof may be appropriately allocated to the 

employee based on the specific circumstances of the case. If there is a substantial relationship between the 

spouse's behavior and the employee, and the behavior is indirectly related to the employee's own skills, in 

the absence of other evidence to the contrary, it can be determined that the employee has violated the non 

compete agreement. If the employee claims that the penalty for breach of contract is too high, reasonable 

adjustments can be made based on a comprehensive examination of factors such as the correlation between 

the violation of non compete restrictions and the employer's losses.

Article 23 of the Labor Contract Law

Article 23: The employer and the employee may agree in the labor contract to keep the employer's trade 

secrets and confidential matters related to intellectual property confidential.

Employers may stipulate non compete clauses with employees who have confidentiality obligations in their 

labor contracts or confidentiality agreements, and agree to provide economic compensation to employees 

on a monthly basis during the non compete period after the termination of the labor contract. If an employee 

violates the non compete agreement, they shall pay a penalty to the employer in accordance with the agreement.

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

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