定制员工竞业条款

Below is a jurisdiction-sensitive, engineering-tailored non-compete and non-solicitation covenant drafted for a back-end engineer. Because enforceability varies substantially by jurisdiction, the clause is written with modular options and savings provisions. Please insert the governing law and fill the bracketed variables to conform to your facts and chosen forum.

Employee Non-Competition and Non-Solicitation Covenant (Back-End Engineer)

1. Definitions 1.1 “Company” means [Company Name], together with its subsidiaries and affiliates. 1.2 “Restricted Period” means the period during Employee’s employment and for [6/9/12] months thereafter; provided that, to the extent any post-employment non-compete is unlawful in a given jurisdiction, the “Restricted Period” shall apply only to the non-solicitation and confidentiality covenants that are permitted by law. 1.3 “Restricted Business” means the specific products, product lines, or services of the Company with which Employee worked, about which Employee received Confidential Information, or for which Employee had material responsibilities at any time during the 12 months preceding separation (e.g., server-side software, APIs, microservices, distributed systems, data infrastructure, cloud platform components, databases, message queues, workload orchestration, SRE/DevOps tooling) and any successor or derivative offerings thereof. 1.4 “Competing Business” means any person or entity that provides products or services that are the same as or materially similar to, or that are intended to substitute for, the Restricted Business. 1.5 “Restricted Territory” means any geographic area, market, or customer segment in which, during the 12 months preceding separation, (a) the Company marketed, sold, or provided the Restricted Business and (b) Employee had material duties or material business contacts; provided that, in jurisdictions disfavoring broad geographic restraints, “Restricted Territory” shall be limited to customers and prospective customers with whom Employee had Material Contact. 1.6 “Material Contact” means contact or responsibility sufficient to establish goodwill or access to competitively sensitive information, including direct communications, substantive participation in sales, support, engineering roadmap, incident response, or architecture decisions for a customer or prospect. 1.7 “Restricted Activities” means, with respect to the Restricted Business: (a) designing, coding, testing, or deploying server-side or platform code; (b) architecting or operating distributed systems, databases, data pipelines, or APIs; (c) site reliability engineering, infrastructure-as-code, CI/CD, observability, or performance optimization; (d) security engineering, identity/authentication, access controls, or data protection; (e) technical product management directly defining back-end requirements; or (f) supervising, directing, or advising others engaged in any of the foregoing.

2. Non-Competition During the Restricted Period, Employee shall not, in the Restricted Territory, directly or indirectly (including as an employee, contractor, consultant, founder, officer, director, or significant investor), engage in any of the Restricted Activities for a Competing Business with respect to the Restricted Business. This covenant is limited to the scope of work and product lines on which Employee worked or about which Employee received Confidential Information, and does not bar Employee from general software engineering work unrelated to the Restricted Business.

3. Permitted Activities Nothing in this Section prohibits Employee from: (a) passive investment of up to 2% of the outstanding securities of a publicly traded company; (b) using general skills, knowledge, or experience (including programming languages, frameworks, architectural patterns, or general engineering practices) that do not use or disclose the Company’s Confidential Information; (c) bona fide academic, research, teaching, or open-source contributions not directed to or used by a Competing Business in the Restricted Business; or (d) employment with a diversified enterprise provided Employee does not perform the Restricted Activities for any unit that is a Competing Business with respect to the Restricted Business.

4. Customer Non-Solicitation and Non-Interference For [12] months following separation, Employee shall not, directly or indirectly, for the purpose of providing products or services competitive with the Restricted Business: (a) solicit, divert, or accept business from any customer or client with whom Employee had Material Contact during the 12 months prior to separation; or (b) induce any such customer or client to reduce, terminate, or adversely modify its relationship with the Company. In jurisdictions where a customer non-solicit must be limited to those with whom the employee had Material Contact, this Section is so limited.

5. Employee/Contractor Non-Solicitation For [12] months following separation, Employee shall not, directly or indirectly, solicit for employment or engagement, recruit, or induce to leave the Company any individual who is, or within the 6 months prior to the solicitation was, an employee or contractor of the Company, where doing so would use or disclose Confidential Information or would result in the loss of a uniquely qualified or key employee or contractor. If a broader employee non-solicit is unenforceable in a given jurisdiction (e.g., California), this Section shall be construed to the maximum extent permitted by law, and otherwise limited to protecting trade secrets and confidential information.

6. Confidential Information Employee’s obligations under any confidentiality, inventions assignment, or similar agreement with the Company remain in full force. Nothing herein authorizes or requires disclosure or use of any Confidential Information or trade secrets. Nothing herein prohibits lawful whistleblowing, filing a charge, or cooperating with a government agency, or other conduct protected by applicable law.

7. Consideration; Garden Leave; Jurisdictional Compliance 7.1 Initial Consideration. The parties acknowledge that the consideration for this covenant includes employment (or continued employment), compensation and benefits, access to Confidential Information and trade secrets, training, and eligibility for incentive compensation. 7.2 Garden Leave / Non-Compete Pay (if required). Where applicable law requires post-employment compensation to enforce a non-compete, the Company shall pay Employee during the post-employment portion of the Restricted Period an amount not less than the jurisdictionally required minimum (e.g., (i) in Massachusetts, M.G.L. c. 149, §24L, at least 50% of Employee’s highest annualized base salary within the 2 years preceding separation or other mutually-agreed consideration; (ii) in Germany, at least 50% of the last total contractual compensation pursuant to HGB §74; (iii) in the PRC, monthly compensation compliant with Labor Contract Law Art. 23–24 and local regulations). Payments (if any) shall cease upon a material breach by Employee or as otherwise permitted by law. 7.3 Notice Requirements. Where law requires advance notice or delivery of a signed copy of this agreement (e.g., Oregon ORS 653.295; Massachusetts §24L; Illinois 820 ILCS 90/20), the Company shall provide the required notice and copies, and this covenant shall be effective only upon compliance with such requirements.

8. Tolling If Employee breaches the covenants in Sections 2, 4, or 5, the Restricted Period shall be tolled for the duration of such breach, but only to the extent permitted by applicable law.

9. Notice of Subsequent Employment During the Restricted Period, Employee shall provide the Company, upon request, with the name of any new employer or business and a general description of duties reasonably sufficient to assess compliance, and authorizes the Company to provide a copy of this covenant to such employer. This Section shall not be used to restrain lawful employment beyond what is enforceable under applicable law.

10. Reasonableness; Reformation Employee acknowledges that the covenants herein are narrowly tailored by activity, product scope, customers, geography, and time to protect the Company’s legitimate interests in trade secrets, confidential information, and customer goodwill, and will not preclude Employee from earning a living. If any provision is overbroad or unlawful in a particular jurisdiction, a court may reform or “blue-pencil” it to the minimum extent necessary to render it enforceable, and it shall be enforced as reformed.

11. Carve-Out Where Prohibited by Law To the extent post-employment non-compete covenants are void or unlawful for Employee’s residence or primary work location (including, by way of example and not limitation, California, Oklahoma, North Dakota, Minnesota, and certain categories of workers in the District of Columbia and other jurisdictions), Section 2 shall not apply. In such jurisdictions, the remaining covenants (customer non-solicitation to the extent permitted, personnel non-solicitation to the extent permitted, and confidentiality/trade secret protections) shall continue in full force as permitted by law. In California, this Section shall be construed to exclude any post-employment non-compete and employee non-solicit restraints, without limiting the Company’s rights under trade secret and unfair competition laws.

12. Remedies Employee agrees that any breach may cause irreparable harm for which monetary damages are inadequate. The Company shall be entitled to seek injunctive relief, specific performance, or other equitable remedies, in addition to any other remedies available at law, subject to applicable law governing the availability of such relief. Nothing herein precludes recovery of damages.

13. Governing Law; Forum Subject to Section 11, this covenant shall be governed by the laws of [Governing Law State/Country], without regard to its conflict-of-laws principles, and any dispute shall be brought in the courts of [Forum], except where applicable labor law requires adjudication elsewhere or prohibits out-of-state choice-of-law/venue for employees primarily residing or working in that jurisdiction.

14. No Employment Guarantee; Assignment Nothing herein alters the at-will nature (if applicable) of employment. The Company may assign this covenant to a successor in interest in connection with a merger, acquisition, or sale of assets or business lines that include the Restricted Business.

15. Severability; Integration If any provision is held invalid, the remainder shall remain in force to the extent permitted. This covenant supplements, and does not limit, Employee’s obligations under any confidentiality, inventions, or similar agreements, which remain in effect.

Jurisdictional Drafting Notes and Authorities

• Baseline reasonableness (common law United States). Non-competes must protect legitimate business interests (trade secrets, confidential information, goodwill), be reasonable in time, geography, and scope, and not impose undue hardship or injure the public. See Restatement (Second) of Contracts §188; BDO Seidman v. Hirshberg, 93 N.Y.2d 382 (1999) (limiting customer non-solicit to clients employee served); Florida Stat. §542.335 (statutory enforcement framework); Texas Bus. & Com. Code §15.50; Alex Sheshunoff Mgmt. Servs., L.P. v. Johnson, 209 S.W.3d 644 (Tex. 2006) (ancillary-to-enforceable-agreement requirement satisfied by provision of confidential information).
• FTC non-compete rule (United States, federal). On April 23, 2024, the FTC issued a final rule broadly banning most employment non-competes; on August 20, 2024, the Northern District of Texas vacated the rule nationwide in Ryan, LLC v. FTC (No. 3:24-cv-00986). As of October 2024, enforcement of employment non-competes remains a matter of state law; monitor appellate developments.
• States that broadly prohibit post-employment non-competes: California Bus. & Prof. Code §16600 et seq.; Edwards v. Arthur Andersen LLP, 44 Cal. 4th 937 (2008) (strict approach; employee non-solicit also at risk, e.g., AMN Healthcare, Inc. v. Aya Healthcare Servs., Inc., 28 Cal. App. 5th 923 (2018)); North Dakota Cent. Code §9-08-06; Oklahoma 15 O.S. §219A; Minnesota Stat. §181.988 (effective 2023, general ban with carve-outs for sale-of-business).
• States imposing salary/role thresholds or formalities:
  • Colorado C.R.S. §8-2-113 (only for “highly compensated” workers and to protect trade secrets; notice required).
  • Washington RCW 49.62 (earnings thresholds; moonlighting protections; forum limits; penalties).
  • Illinois Freedom to Work Act, 820 ILCS 90 (income thresholds; 14-day review period; consideration requirements).
  • Massachusetts M.G.L. c. 149, §24L (garden leave or other fair consideration; 12-month cap; not enforceable against non-exempt employees; advance notice).
  • Oregon ORS 653.295 (advance notice before start; capped at 12 months; salary and exempt-status requirements; employer must deliver signed copy post-termination).
  • Virginia Code §40.1-28.7:8 (ban for “low-wage” employees).
  • D.C. Code §32-581.01 et seq. (ban for non-highly compensated employees; exceptions).
  • Maryland, Nevada, Rhode Island and others restrict non-competes for lower-wage workers; check current thresholds.
• Choice of law and forum constraints. Some states limit out-of-state choice of law/forum for residents (e.g., Cal. Lab. Code §925; RCW 49.62.050).
• European Union/United Kingdom:
  • Germany: Post-contractual non-competes require compensation of at least 50% of the last contractual remuneration; must be in writing and limited to 2 years. Handelsgesetzbuch (HGB) §§74–75d.
  • France: Enforceability requires proportionality and financial compensation (often 30–50% of compensation) defined by contract or CBA; must be limited in scope and geography; 12–24 months typical (case law-driven).
  • United Kingdom: Enforced if reasonable to protect legitimate interests; severance permitted. See Tillman v. Egon Zehnder Ltd [2019] UKSC 32. Government has signaled potential statutory 3‑month cap but, as of October 2024, no cap is in force; monitor developments.
• Asia-Pacific:
  • PRC: Labor Contract Law Art. 23–24 permits non-competes for senior management, senior technical staff, and others with confidentiality obligations; employer must pay monthly compensation; maximum 2 years; scope must be reasonable; local regulations apply.
  • India: Post-employment non-competes are generally void under §27 of the Indian Contract Act, 1872. See Superintendence Co. v. Krishan Murgai (1980) and Percept D’Mark (India) Pvt. Ltd. v. Zaheer Khan (2006). Use confidentiality, IP, and customer non-solicit (the latter with care) instead.
  • Singapore: Enforceable if reasonable and necessary to protect legitimate interests; narrower drafting improves enforceability. See Man Financial (S) Pte Ltd v. Wong Bark Chuan David [2008] SGCA 27.

Drafting Recommendations for a Back-End Engineer

• Keep the restraint tied to actual product lines and responsibilities (Restricted Business) and to engineering functions that create competitive risk (Restricted Activities).
• Prefer customer-based or product-line limitations over broad geographies for remote/online products.
• Use a 6–12 month duration for post-employment non-competes; pair with garden leave where required or advisable.
• Build a compliant fallback: where non-competes are void, rely on confidentiality, trade secret law, and a narrowly tailored customer non-solicit (if permitted).
• Include formalities: advance notice, delivery of signed copy at termination, and statutory pay/threshold compliance where required.

Please provide the intended governing law, the employee’s primary work location, compensation level, and whether the employee is exempt/non-exempt, so this can be finalized to your specific jurisdictional requirements.

為明確並可執行地規範醫藥代表之離職後競業行為，以下提供一份以臺灣（中華民國）法為準據法之競業禁止條款範本，並附法律依據與實務說明。若適用其他法域（如中國大陸、香港、澳門等），規則差異顯著，請另行指示以便調整。

一、競業禁止暨保密、禁止招攬條款（醫藥代表適用範本） 一、定義

1. 營業秘密：指雇主就藥品研發、產品組合與生命週期管理、藥政與健保給付與標價策略、醫療院所與科別/科室名單、KOL與意見領袖合作規劃、學術推廣與行銷策略、臨床試驗/觀察性研究計畫與數據、採購與通路條件、客戶關係管理（CRM）資料、銷售區域與目標名單、折扣與回饋條件等，符合營業秘密法之非公知性、經濟價值性與合理保密措施之資訊。
2. 同業或競業事業：於與雇主相同或相近治療領域（例如心血管、腫瘤、代謝、中樞神經等）經營處方藥、醫療專用藥品、或依衛福部/食藥署核准適應症之醫藥品行銷、推廣與銷售之事業，或與雇主主要產品線直接競爭之事業。
3. 競業行為：於限制期間內，為自己或第三人從事與雇主於離職前之實際營業範圍相同或相近之業務，包括受僱、承攬、顧問、投資實質經營、或以任何形式提供與產品推廣、學術拜訪、銷售與通路談判相類之服務。

二、適用前提與書面同意

1. 勞工聲明並雇主確認：勞工之醫藥代表職務實際接觸或得以使用雇主之營業秘密或其他機密資訊，且雇主就該等資訊具有正當之營業利益。
2. 本條款經雙方以書面約定；未具備前開要件者，本條款不生效力或應限縮解釋。

三、競業禁止之期間、地域、職務與對象

1. 期間：自勞動關係終止或消滅之翌日起計算，最長不逾二年。雙方同意之實際期間為：【12/18/24】個月。
2. 地域範圍：以勞工於離職前【12】個月內實際負責之拜訪區域及醫療院所所屬地理區域為限；對於非其負責區域不生效力。
3. 業務與職務範圍：限於勞工離職前【12】個月內實際經手或負責之產品線/治療領域，以及相同或實質相近之產品；不及於與該等產品線無關之他類產品或不同治療領域。
4. 限制對象：不得於與雇主構成直接競爭關係之事業任職或提供實質服務，包含【列舉主要競品/競業公司或以「同治療領域之藥廠/總代理/通路商」概括】。

四、合理補償

1. 雇主於限制期間內，按月向勞工支付競業補償金，金額為勞工離職前【12】個月平均工資之【建議：50%】；惟雙方得另行協議合理比例，但不得低於足以維持勞工基本生計並與限制程度相稱之水準。
2. 補償金於每月【5】日前匯付；逾期超過【30】日仍未補付者，勞工得書面通知解除剩餘期間之競業義務，並不影響已受領部分之權利。
3. 補償金依法扣繳稅費；勞工仍可另行請求因限制造成之必要費用補償（如執業轉換之合理費用），惟應提出相應證明。

五、禁止招攬與挖角（非競業之輔助保護）

1. 勞工於限制期間內，不得主動招攬或引誘（a）雇主之既有或離職前【12】個月內接觸之醫療院所、醫師或其他醫護人員、經銷/通路夥伴，移轉其業務往來；（b）雇主之在職員工離職或加入競業。
2. 前項限制以離職前實際接觸或負責之對象為限。

六、保密義務與資料返還

1. 勞工對雇主之營業秘密與其他機密資訊負有不定期之保密義務；該義務不因勞動關係終止而消滅。
2. 勞動關係終止時，勞工應即時返還或銷毀所有載有機密資訊之文件、樣品、數據及電子資料，並不得保留任何複本。

七、事前告知與審核程序

1. 勞工於離職後【10】日內，如擬任職或提供服務於可能涉競業之事業，應以書面告知雇主新任職之公司、職務、產品/治療領域與服務區域；雇主得於【10】日內表示是否構成競業。
2. 若勞工提供之資訊不足以判斷，雇主得要求補充；逾期未表態視為不異議，但不影響其後就事實變動主張之權利。

八、違約責任與救濟

1. 違反競業或禁止招攬義務者，勞工應支付違約金新臺幣【XXX】萬元（或以相當於離職前【12】個月平均工資之【X】倍計算）；雇主並得請求超過違約金之實際損害賠償。
2. 雇主得聲請假處分/假扣押等相應之禁制或保全措施，勞工同意法院於不提供或提供相對應擔保下為必要之處分。
3. 違約金過高時，得依民法相關規定聲請法院酌減；雙方並同意法院得依比例原則就過度廣泛部分為限縮適用。

九、免除、終止與調整

1. 雇主得以書面通知免除全部或一部競業限制義務；免除之範圍自通知到達時生效，雇主就免除部分不再負擔補償金。
2. 勞動關係因非可歸責於勞工之事由終止，且雇主無合理營業利益足資保護時，勞工得請求限縮或解除競業限制。
3. 因市場或職務事實變動致原約定顯失公平時，任何一方得請求協商調整；協商不成，得聲請法院依比例原則調整。

十、其他

1. 可分割性：本條款如有部分無效或失其效力，不影響其他部分之效力；法院得就過度廣泛部分為限縮解釋。
2. 準據法與管轄：本條款適用中華民國法律；因本條款發生之爭議，以【臺灣臺北地方法院】為第一審合意管轄法院。
3. 解釋順序：如與其他契約或內規有牴觸，以較有利於勞工之解釋為之；惟涉及營業秘密維護部分，仍以不逾越法律強行規定之最大保護為原則。

二、法律依據與實務說明（臺灣法）

• 勞動基準法第9條之1：雇主就勞工離職後之競業行為，須同時符合下列要件，始得有效：
  1. 勞工之職務得接觸或使用雇主之營業秘密。
  2. 雇主具有正當之營業利益。
  3. 限制之期間（最長不逾二年）、地域、職業活動範圍及就業對象應屬合理。
  4. 雇主應給予合理之補償，並以書面約定。 不符合上述任一要素者，約定無效或應限縮解釋。
• 營業秘密法：第2條界定營業秘密須具非公知性、經濟價值及已採取合理保密措施；第3條以下規範侵害救濟。醫藥代表接觸之產品策略、客戶名單、折扣條件與推廣計畫等，符合條件者即屬受保護之資訊。
• 民法一般原則：契約自由以不違反公序良俗為限；過度侵害勞工工作權之約款可能因違反比例原則或顯失公平而無效。對於違約金過高，法院得依民法相關規定予以酌減。
• 實務趨勢：法院對競業限制採嚴格之必要性與比例性審查。較易獲支持之做法包括：（1）明確界定治療領域/產品線與地域；（2）期間控制於12–24個月內；（3）就限制程度提供對價性補償並與限制強度相稱；（4）採用禁止招攬（客戶/員工）作為較溫和且有效之替代或補充手段。若對象涵蓋未曾接觸之區域或產品、或未具競業關聯之事業，常被認定過度擴張而限縮或無效。

三、行業化精準設定建議（醫藥代表）

• 產品與治療領域：以勞工離職前實際推廣之產品或同分子/同機轉/同適應症為範圍，避免以「醫療產業全體」概括。
• 地域：以實際負責之醫院名單與行政區域為限；全國性禁限須提出特別必要性。
• 客戶對象：限定離職前有實際互動之醫療院所/醫師名單；可附清單於附件，並標示保密等級。
• 補償設計：按月定期支付，以可驗證之計算基礎（近12個月平均工資）為準；比例與限制強度對價化，並保留雇主得部分免除以調整補償之機制。
• 內控措施：確保平日對營業秘密有合理保密措施（權限控管、標示機密、教育訓練、離職交接清冊），以支撐正當利益主張。

四、實務風險與合規提醒

• 過度廣泛之範圍（全公司產品、全臺地域、兩年以上、未接觸之客群）高度風險無效或被限縮。
• 未提供合理補償或未以書面約定者，依法無效。
• 若雇主違反補償給付或無持續之正當利益，勞工得解除剩餘競業義務。
• 違約金宜合理，並預留法院酌減之契約文字，以提高整體條款之可執行性。

以上範本與說明係依臺灣法設計，已就醫藥代表職務特性（接觸高敏資訊、客戶資源高度專屬、市場競爭集中）採比例原則限縮。如需改以他法域或調整具體數額/範圍，請提供準據法、期望期間、地域、產品線與補償基準，以便精修。