After signing a non-compete agreement, if the employer fails to pay compensation monthly, send a written notice; if payment still doesn’t come after 3 months, you may terminate the agreement. Workers who never handled any trade secrets can request that the clause be declared invalid.
A non-compete clause simply means you’re not allowed to work for a competitor for a certain period after leaving your job. This rule is there to protect you. The maximum duration is 2 years, and the employer must pay compensation every month. If the amount isn’t specified, it’s calculated as 30% of your average monthly wage over the previous 12 months, and it can’t be lower than the local minimum wage. If the employer fails to pay for 3 months due to its own reasons, you can ask to end the agreement. Starting in 2025, workers who never learned about or handled any trade secrets at their job can request that the non-compete clause be ruled invalid.
No cost involved. Keep the original non-compete agreement…
Non-compete clauses only apply to senior executives, highly skilled technicians, and anyone with a duty to kee…
No cost involved. Keep the original non-compete agreement and any proof that the employer didn’t make monthly payments after leaving the job.
Non-compete clauses only apply to senior executives, highly skilled technicians, and anyone with a duty to keep secrets. The maximum term is 2 years, and the employer must provide monthly financial compensation during that time. If the amount isn’t set, it’s 30% of your average monthly wage over the last 12 months, never lower than the local minimum wage. If the employer doesn’t pay for 3 months for reasons on its end, you can ask to cancel the clause. If the employer ends it voluntarily, it must pay an extra 3 months of compensation. From 2025, workers who never knew about or touched any trade secrets can ask to have the clause declared void. Any part of the clause that goes beyond what they actually knew about is also invalid. Official case example: A pharmaceutical firm sued its former CTO, Zheng, seeking 7.1 million yuan in damages. The court ruled that Zheng’s new employer’s products had no overlap with the original firm’s offerings, so the non-compete scope should be limited to what Zheng actually knew. The claim was dismissed in full (nationwide ruling).
全国人大常委会 (2012). 劳动合同法（2012 年修正，第二十三、二十四条）. https://yjglj.fushun.gov.cn/008/20260622/d846d3c2-df3d-4c4c-af16-898ede43e1ee.html（抚顺市应急管理局转载）；最高人民法院 (2020). 关于审理劳动争议案件适用法律问题的解释（一）（第三十六至四十条）. https://www.court.gov.cn/zixun/xiangqing/282121.html；最高人民法院 (2025). 关于审理劳动争议案件适用法律问题的解释（二）（法释〔2025〕12 号，第十三至十五条）. https://www.court.gov.cn/zixun/xiangqing/472691.html；最高人民法院 (2025). 劳动争议典型案例（案例四）. https://www.court.gov.cn/zixun/xiangqing/472681.html
Open source linkThis rule is there to protect you. On the flip side, if the agreement is valid and the employer pays as required, but you still go to work for a competitor, you’ll have to pay the agreed-upon penalty. Even after paying that, you might still be required to serve out the remaining non-compete period. Non-compete terms agreed upon while you’re still employed also count as valid, even if no extra payment is made by the employer.