CAJ | 학술논문

劳动法上竞业限制属于一般就业形态下的一种制度，在劳务派遣这种特殊形态下能否适用劳动合同法有关规定以及如何安排，在劳动法界存在争议。由于涉及三方主体，竞业限制在劳务派遣关系中表现较为复杂，实践中呈现三类不同的约定形态，就业权与经营权间存在冲突。为了有效规范劳务派遣的竞业限制问题，笔者主张我国立法应当确立要派单位约定竞业限制条款的主体资格，明确劳务派遣中禁止约定竞业限制的具体情形，并注重平衡派遣单位与要派单位之间的利益。
노동법상경업한제속우일반취업형태하적일충제도，재노무파견저충특수형태하능부괄용노동합동법유관규정이급여하안배，재노동법계존재쟁의。유우섭급삼방주체，경업한제재노무파견관계중표현교위복잡，실천중정현삼류불동적약정형태，취업권여경영권간존재충돌。위료유효규범노무파견적경업한제문제，필자주장아국입법응당학립요파단위약정경업한제조관적주체자격，명학노무파견중금지약정경업한제적구체정형，병주중평형파견단위여요파단위지간적이익。
Non-compete clause normally exists in the traditional employment , however it has some dis-putes that whether the non-compete regulations of labour contract law can apply to labour dispatch and how to regulate it.Due to involving tripartite parties , the non-compete clause in labor dispatch is very complex ,expe-riencing three forms in practice and the diversity of conflicts between employment right and operation right .To effectively regulate this issue in labor dispatch , the subject qualification of accepting unit to conclude non-compete clause and the circumstance about forbidding non-compete clause should be explicitly stipulated in China legislation , as well as balancing the interests between the labor-dispatching unit and the accepting unit .