商业秘密,是知识产权体系中新加入的秘密武器,蕴涵着非常高的市场价值和商业价值。在当今企业抢占市场日益激烈的今天,作为秘密武器的商业秘密能够起到意想不到的作用。随着知识与经济的交融,会产生很大的人才流动。这可以向市场注入活力,优化人才资源分配。但是,不可否认,人才流动能够带来很大的商业秘密流失问题。商业秘密是一种特殊的财产信息,其本质具有极强的秘密性,一旦暴露便永不复得。事后的法律救济并不能很好地保护商业秘密。竞业限制是为了保护商业秘密而提前采取的一种措施,是一种必要的存在。为了最大范围的保护商业秘密,雇主与雇员之间会采取签定竞业限制合同的方式。竞业限制,在一定程度上会产生利益冲突,甚至会影响到雇员未来的生存发展问题。如何合理的确定竞业限制合同,平衡雇主、雇员之间利益,实现社会利益的最大化,能够有效的解决商业秘密保护中竞业限制问题是值得商榷的问题。 Trade secrets are newly added secret weapons in the intellectual property system and contain very high market value and commercial value. Today’s business seizes the increasingly fierce market today, as a secret weapon trade secrets can play an unexpected role. With the integration of knowledge and economy, there will be a great flow of talent. This can inject vitality into the market and optimize the allocation of human resources. However, it is undeniable that the flow of talent can bring about a great loss of trade secrets. Business secrets is a kind of special property information, whose essence is extremely secretive and will never be exposed once exposed. Post-legal remedies do not protect trade secrets well. Non-competition is a measure taken in advance to protect trade secrets and is a necessary existence. In order to maximize the protection of trade secrets, employers and employees will take the form of non-compete contract. Non-competition, to a certain extent, have a conflict of interest, and even affect the employee’s future survival and development issues. How to determine the non-compete contract, balance the interests between the employer and the employee, and maximize the social benefit, and how to effectively solve the non-compete restriction in the trade secret protection is questionable.