Can an employer require a worker to keep information relating to the employer confidential after the termination of employment?
Employment & Labour Law
Yes. The common law protects confidential information. Employers also frequently require their employees to expressly agree to protect their confidential information under the employment agreement.
Employers can and commonly do require workers to sign detailed confidentiality agreements prohibiting disclosure during or after the termination of employment. In addition, in May 2016, former President Obama signed into law the Defend Trade Secrets Act (DTSA) providing companies, for the first time, a federal private action for misappropriation of trade secrets. Although there were already similar state remedies in place, given the uncertainty of protection from one state to another the DTSA significantly enhances protection of trade secrets across multiple jurisdictions. The DTSA does not preempt state trade secret laws, and state courts and state law remain an option for victims of trade secret misappropriation. With its federal forum and federal remedy, the DTSA, will over time create a nationwide body of law and provide a degree of predictability for company litigants. Remedies under the DTSA include civil seizure, an injunction, and an award of monetary damages. The court may award damages (i) for actual loss caused by misappropriation of the trade secret, (ii) for any unjust enrichment caused by misappropriation of the trade secret, and (iii) measured by a reasonable royalty for the unauthorized disclosure or use of the trade secret.
Yes, they can.
The Labour Law does not specifically regulate non-disclosure agreements within the scope of the employment relationship but such agreements are deemed valid according to the precedents of Court of Cassation of Turkey provided that they are reasonably limited in time. The length of such period is to be assessed by the Court on a case-by-case basis taking into consideration the importance of the role and responsibility of the employee along with the access of the employee to confidential and important information of the enterprise.
Yes, it is possible to execute a clause/document through which the employees agree to keep confidential the information after the termination of employment.
According to art. 321a para. 4 of the Swiss Code of Obligations the employee must – after termination of employment – not exploit or reveal any confidential information obtained while in the employer's service such as manufacturing or trade secrets insofar as this is required to safeguard the employer's legitimate interests.
Within certain limits, the parties are furthermore free to intensify this statutory duty of confidentiality.
Yes. To avoid any doubt, employers should stipulate in their work rules, and ideally in a separate agreement with each employee, that the employees owe a confidentiality obligation not only during employment but also after the termination of employment. Also, employers are recommended to provide a clear definition of confidential information in the work rules or the agreement, in order to provide guidance to the employees and help uphold the enforceability of the confidentiality provision in case there is a breach.
An employer can require an employee to keep information related to the employer confidential after the termination of employment by:
- providing a non-disclosure agreement in an employment contract; or
- mutually making a non-disclosure agreement separately from an employment contract with an employee.
However, a non-disclosure agreement is subject to Unfair Contract Terms Act. A non-disclosure agreement may be deemed to be an unfair contract term if the court consider that such agreement causes excessive restriction of rights, freedom and burden to an employee (e.g. agreement with unlimited binding period). A non-disclosure agreement which is deemed to be an unfair contract term shall only be enforceable to the extent that they are fair and reasonable according to the circumstances.
Yes, non-disclosure and confidentiality clauses are enforceable even after termination of employment under Indian law.
An employer can require a worker to keep information relating to the employer confidential after the termination of employment in case it is stipulated in the employment agreement or in the code of conduct. It is convenient to provide a complete definition of confidential information in the employment agreement or code, in order to provide guidance to the employees and defend the enforceability of the clause in case there is a breach.
There are no limitations on confidentiality under the Labour Law.
The worker is obliged to keep the information related to the employer confidential after the termination of employment, if such information falls into the scope of trade secrets as defined in the Anti-Unfair Competition Law of the PRC (utilized technical and business information which is unknown by the public; may create business interests or profit for its legal owners; and is maintained secrecy by its legal owners).
However, in practice, many employers choose to enter into a confidential agreement/clause with his employees, making clear the definition and scope of the company’s ‘trade secrets’ and the confidentiality duty of the employees to reduce the potential legal risks.
Information relating to the employer’s business is protected by the Act on the Protection of Trade Secrets. The Act defines a trade secret as information concerning the business or industrial relations of a person conducting business or industrial activities, which that person wants to keep secret and that the divulgation of it is likely to cause damage as regards competition. An employee who wilfully or through negligence exploits or reveals an employer’s trade secret of which the employee has been informed of during the course of the employment under such circumstances that the employee understood, or ought to have understood, that the employee was not allowed to reveal it, shall compensate the damage caused by the action. This applies only after termination of an employment if special reasons are at hand, e.g., if the employee immediately starts working for a competitor and uses trade secrets belonging to the former employer in the new employment.
Further, an employer may require the employee to enter in to an agreement of confidentiality. This may be included in the employment agreement as a provision or as a separate agreement.
Yes. The general principles of contract law under the Korean Civil Code will govern and apply to confidentiality covenant.
If certain information falls within category of trade secret under the Korean law, use or disclosure of such trade secret is regulated by the applicable law. “Trade secrets” are defined as information that meets the following conditions: (i) information that is useful for any production and sales methods and other business activities; (ii) information that is confidential (i.e., not in the public domain); (iii) information that has independent economic value; and (iv) considerable efforts have been made to maintain confidentiality. The requirement of (iv) may be satisfied, for example, if employees are under an obligation to keep trade secrets confidential or there is proper management of records and customer relationships to protect such trade secrets.
Confidentiality covenants are admitted under French law. Based on existing case law, the only potential matter for discussion relates to the necessity to limit the duty in time.
As defined in Sec. 20 of the Data Protection Act (2000) confidentiality agreements could relate to certain confidential information (as agreed by the employer and the employee) gained by the employee during the course of employment. Such information may be broader than the information that would otherwise be protected under an implied term or in equity. Under Austrian law the protection of trade secrets and confidential information is, in principle, regulated by the Austrian Act against Unfair Competition and the Austrian Criminal Code. Confidentiality clauses generally remain in force whilst the information protected remains confidential. This means that the clause may apply during employment and potentially long after the employment relationship ends.
Yes. At common law, as a general rule, an employee may leave employment and lawfully compete against his or her employer (unless the employee is a fiduciary or is bound by a non-competition agreement), but the employee may not take or use against the employer any of the employer’s trade secrets, confidential information or customer lists, whether during or after employment.
Further, employment agreements often contain covenants with respect to the employer’s confidential information and intellectual property that apply post-employment. Separate confidentiality agreements may also be entered into between the employer and employee which serve the same purpose.
The worker has a statutory duty to keep confidential any secret information relating to the production, to the business as well as to personal and confidential matters of which he/she has obtained knowledge during the performance of his employment. This duty continues to apply after the termination of the employment relationship.
According to section 2105 of the Italian Civil Code each employee – whatever is his/her job title or category – must «nor divulge information pertaining to the organization and method of production of the enterprise, nor use it in such a manner as may be prejudicial to the enterprise». Therefore, the confidentiality obligation automatically follows the employment relationship.
For post-termination period, the parties might enter into a confidentiality agreement. However, it would be advisable to duly specific all the information that should be kept confidential as a too general clause might render the agreement difficult to enforce.
An employment contract may contain provisions imposing on the employee to keep confidential any information relating to employer, during and after the termination of the employment relationship.
Yes, employees are obliged not to disclose any confidential information after termination of the employment relationship. Covered by this obligation are trade and business secrets and also confidential information which the employer has marked as confidential for the company’s interest.
The FLL provides that any waiver of employee’s rights is null. However, it is relatively common to find negotiations when terminating an employee, where the parties agree on an amount below the amount resulting from the mandatory severance. While an employee’s statement waiving his/her right to severance would be unenforceable, in practice, the parties will enter into a mutual agreement to terminate the employment, agreeing on a lump-sum amount that is not referred to as severance, but as an “extraordinary compensation” or “gratification”. Normally, the aforementioned concept is a portion of what would otherwise be full severance under the FLL.
The agreement reached between employer and employee, in order to be binding, must be personally ratified before the Conciliation and Arbitration Labour Board.
Yes, it is possible and legal to enter into a confidentiality agreement with an employee after termination of employment. The violation of this type of agreement may give rise to a claim for damages against the former employee or even a criminal action. It is important to establish in detail the information that will be considered confidential, as not everything may be regarded as confidential under Mexican law.
As a general rule, the employee has a statutory obligation to keep the employer's trade and business secrets confidential only during the term of employment. If the employee has obtained such information unlawfully, the prohibition continues after termination of the employment.
Employer may require a worker to keep information relating to employer's trade and business secrets confidential also after the termination of employment. The parties may agree that the confidentiality obligation remains in force also after the termination of employment. However, the agreement shall not restrict the employee's fundamental right to work and the freedom to engage in commercial activity too excessively.