《劳动法解释四》对《劳动合同法》规定的竞业限制制度作了进一步细化。但该解释对竞业限制协议的定位有模糊之处,对实践中竞业限制协议常见的问题如支付方式、经济补偿标准等规定仍不完善。2012年年底,最高人民法院通过了《关于审理劳动争议案件适用法律若干问题的解释(四)》(以下简称《劳动法解释四》)。该解释共十五条,而其中关于竞业限制的条文就占了其中的三分之一,即第六条到第十条,共五个条文之多。但是笔者认为,《劳动法解释四》虽然意图对《劳动合同法》规定的竞业限制制度做进一步充实,但仍存在一些疑问和不足。本文试图针对这些问题进行简单探讨。 Labor Law Interpretation IV further refined the non-competition system stipulated in the Labor Contract Law. However, this interpretation has ambiguities in the positioning of non-compete agreements, and the common rules of non-compete agreements such as payment methods and economic compensation standards are still not perfect. At the end of 2012, the Supreme People's Court passed the Interpretation on Several Issues Concerning the Application of Law in the Trial of Labor Disputes Cases (hereinafter referred to as “Labor Law Interpretation IV”). There are a total of 15 explanations. Among them, one-third of the provisions on non-competition restrictions account for as many as five articles in Article 6 to Article 10. However, in my opinion, although “Labor Law Interpretation 4” intends to further enrich the non-competition system stipulated in the Labor Contract Law, there are still some doubts and shortcomings. This article attempts to address these issues for a simple discussion.