违约金

Search documents
员工被辞退还要遵守竞业限制协议吗?人社部解答
Zhong Guo Xin Wen Wang· 2025-10-10 02:21
员工被辞退还要遵守竞业限制协议吗?人社部解答 中新网10月10日电 员工被辞退还要遵守竞业限制协议吗?人社部10月10日通过官方微信公众号作出解答。 图片来源:人力资源和社会保障部微信公众号 来源:中国新闻网 编辑:郭晋嘉 《劳动合同法》第二十三条第二款规定,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。 《最高人民法院关于审理劳动争议案件适用法律问题的解释(一)》第三十七条规定,当事人在劳动合同或者保密协议中约定了竞业限制和经济补偿,当事人 解除劳动合同时,除另有约定外,用人单位要求劳动者履行竞业限制义务,或者劳动者履行了竞业限制义务后要求用人单位支付经济补偿的,人民法院应予 支持。 限制约定的, 应当按照约定同 用人单位支付违约金。 《最高人民法院关于审理劳动 争议案件适用法律问题的解释 (一)》第三十七条规定,当 事人在劳动合同或者保密协议中 约定了竞业限制和经济补偿,当 事人解除劳动合同时,除另有 约定外,用人单位要求劳动者 履行 ...
企业如何合规实施竞业限制?指引来了
Xin Hua Wang· 2025-09-13 07:36
新华社北京9月13日电 题:企业如何合规实施竞业限制?指引来了 新华社记者张晓洁 哪些劳动者可纳入竞业限制范围?竞业限制期间,企业如何给予劳动者经济补偿?人力资源社会保障部 办公厅近日印发《企业实施竞业限制合规指引》,引导企业依法合规实施竞业限制。 竞业限制是指企业与负有保守商业秘密义务的劳动者约定,在解除或终止劳动合同后一定期限内,劳动 者不得到与本单位生产或经营同类产品、从事同类业务的有竞争关系的其他企业就业,也不得自己开业 生产或经营同类产品、从事同类业务。劳动合同法对竞业限制制度作出了原则规定。 然而,法律实施过程中,出现了一些企业滥用竞业限制制度的问题,影响劳动者就业择业权和职业发 展,也有少数劳动者违反竞业限制约定,刻意规避违约责任,侵害企业利益。 为防止企业随意界定本企业所拥有的商业秘密,不当扩大实施竞业限制的人员范围,指引明确,属于行 业内一般常识或者行业惯例,可以从公开渠道获得的商业信息,不属于商业秘密。劳动者仅掌握行业通 用的专业知识和技能,工作中接触到的仅为企业一般经营信息,不属于负有保密义务的人员。企业不得 将未知悉或未接触企业商业秘密的劳动者纳入竞业限制范围。 经济补偿和违约金是竞业 ...
落户后、服务期满前离职要不要赔偿?最高法明确了
Xin Jing Bao· 2025-08-01 06:55
Core Viewpoint - The Supreme People's Court has clarified the legal implications of compensation for early termination of labor contracts when special benefits, such as household registration, are provided by employers, indicating that employees may be liable for damages if they breach the contract without valid reasons [1][2]. Group 1: Legal Clarifications - The Supreme People's Court issued an interpretation stating that if an employer provides special benefits and the employee terminates the contract early without valid reasons, the court may require the employee to compensate for losses based on various factors [1]. - The interpretation specifies that compensation is not limited to a fixed penalty but can be determined by the actual losses incurred by the employer and the degree of fault of the employee [1]. Group 2: Case Example - In a specific case, an employee named Li signed a contract agreeing to work for ten years in exchange for the employer facilitating his household registration, but he resigned after three years, leading the employer to seek 300,000 yuan in damages [2]. - The court ruled that while the agreement on service period and penalty was not supported, the employee's actions violated the principle of good faith, justifying compensation for the employer's losses [2].
服务期是什么?违反服务期约定要支付违约金吗?
蓝色柳林财税室· 2025-05-14 14:55
Core Viewpoint - The article discusses the legality and implications of service period agreements in labor contracts, particularly regarding training costs and penalties for breach of contract [2][4]. Group 1: Legal Framework - According to Article 22 of the Labor Contract Law, employers can establish a service period agreement with employees who receive specialized training, allowing for penalties if the employee breaches this agreement [2][4]. - The penalties for breaching the service period cannot exceed the training costs incurred by the employer, and should be proportionate to the unfulfilled portion of the service period [2][4]. Group 2: Training Costs - Training costs include documented expenses for professional training, travel costs during training, and other direct expenses related to the employee's training [3]. Group 3: Contractual Obligations - If the labor contract expires but the agreed service period has not yet concluded, the contract must be extended until the service period is fulfilled, unless otherwise agreed by both parties [5]. - The agreement on the service period does not affect the normal wage adjustment mechanisms, allowing for potential increases in employee compensation during the service period [6].