用人单位“挖角”行为反不正当竞争法的分析.pdfVIP

用人单位“挖角”行为的反不正当竞争法分析 摘要 随着市场经济的发展，公平竞争、自主择业的思想在人们心中越 发深入，劳动者在市场上的流动也越来越频繁，由此而导致的“猎头”、 “挖角”行为频出。在大多数情况下，这样的挖角行为是市场经济自 主选择的结果，属于正当竞争。然而在实践当中，用人单位在“挖角” 过程中的主观恶性不同，以及员工是否负有竞业禁止义务等因素，导 致在不同案件中，法院对其行为是否属于正当竞争有不同的看法。 本文通过对用人单位恶意“挖角”行为的正当性分析，认为其应 当适用 《反不正当竞争法》，且符合 《反不正当竞争法》一般条款适 用的要件。然而，通过上述分析也看出我国 《反不正当竞争法》存在 对许多新型的不正当竞争行为规定不足、一般条款的适用没有引导性 规范等缺陷。建议对 《反不正当竞争法》进行修订，以规则的形式对 用人单位恶意 “挖角”行为做出规范，同时也进一步完善 《反不正当 竞争法》一般条款的适用条件。 关键词：反不正当竞争法 用人单位“挖角”一般条款 正当性 万方数据 The analysis of the “recruit talents from other corporations behavior in Anti-Unfair Competition Law ABSTRACT With the development of market economy, fair competition, the idea of their own jobs more deeply in peoples minds, and labor mobility in the market is more and more frequently, thus leading to the head-hunting, “recruit talents from other corporations behavior become frequent. In most cases, this behavior is the result of poaching independent choice of a market economy and legitimate competition. However, in practice, the employer subjective vicious different in the poaching in the process, as well as whether employees bear the non-compete obligation and other factors, resulting in a different case, the Court whether their actions are legitimate competition have different views. Based on the employer malicious “recruit talents from other corporations” behavior of the legitimacy of analysis, it should apply Anti-Unfair Competition Law, and in accordance with the general terms Anti-Unfair Competition Law applicable requirement. However, by the above analysis also see the presence of many new acts of unfair competition provis