随着市场竞争越来越激烈,许多掌握了企业相关信息的劳动者跳槽后与原企业的竞争常常会极大地损害原企业的利益。在这种情况下,竞业禁止制度应运而生。但是我国目前立法对离职劳动者的竞业禁止义务缺乏具体的可操作的规定。因此,从理论上对之进行探讨与论证,以求得为个体的选择提供引导并为立法的选择提供借鉴,无疑具有现实的积极意义。本文的论述便是围绕着如何解决实践中竞业禁止的相关问题进行的。 As the market competition becomes more and more fierce, many workers who master the relevant information of the enterprise will often greatly damage the interests of the original enterprise after their job-hopping and the competition with the original enterprise. Under such circumstances, the non-competition system came into being. However, China’s current legislation on non-compete employment termination workers lacks specific operational requirements. Therefore, it is undoubtedly of realistic and positive significance to discuss and argue theoretically in order to provide guidance for the individual’s choice and to provide reference for the choice of legislation. This article’s discussion is about how to solve the practice of non-competition-related issues carried out.