摘要
《劳动合同法》第二十三条规定了用人单位可以与特定劳动者签订竞业限制协议,并可以约定违约金。由于用人单位和劳动者缔约地位、缔约能力差别较大,用人单位常通过设置巨额违约金条款对劳动者经济利益进行不当限制。现行立法确定的竞业限制违约金参照民法规则调整的方法存在障碍,但障碍存在突破的可能。为了突破参照适用的制度障碍,竞业限制违约金调整应分为约定数额调整和履行数额调整两个阶段,并适用不同的调整因素。约定数额调整阶段应考察缔约时劳动者经济状况、用人单位商业秘密、经济补偿金等因素;履行数额调整阶段应考察合同履行过程中的权利滥用和合同基础变化情况。通过构建两阶段的调整模式,可以规范司法裁判,实现劳资利益平衡。
Article 23 of the Labor Contract Law of People’s Republic of China stipulates that an employer may enter into a non-compete agreement with a specific employee and specify liquidated damages for breach of the agreement.Given the significant disparity in status and negotiating power between employers and employees,employers often impose substantial liquidated damages,which threatens the basic economic interests of employees.Although the current statutory referral mechanism for adjusting non-compete penalties to civil law rules encounters impediments,these impediments are demonstrably surmountable.To surmount these impediments,the adjustment of non-compete liquidated damages should be divided into two stages:adjustment of the agreed-upon amount and adjustment of the performance amount.Factors,such as“contracting parties”,“negotiating strength”,“fault”,and“performance”,should be specifically applied to the adjustment process in both stages.
作者
孙浩然
SUN Haoran(Civil,Commercial and Economic Law School,China University of Political Science and Law,Beijing 100091,China)
出处
《山东科技大学学报(社会科学版)》
2025年第3期48-57,共10页
Journal of Shandong University of Science and Technology(Social Sciences)
关键词
竞业限制
违约金调整
违约金压力功能
参照适用
non-compete
adjustment of liquidated damages
pressure imposed by liquidated damages
applying by reference
