1. Non-competition clause in the employment contract

The non-competition clause under labor law is an important consideration for many employees when terminating an employment relationship – especially if they work in a specialized industry or in a management position. The basic rule is: During the ongoing employment relationship, the employee is subject to a statutory non-competition clause . This means that they may not compete with their employer, in particular, they may not take up their own employment or work for a company that is in direct competition with their employer (analogous to Section 60 of the German Commercial Code).

However, this topic becomes particularly relevant with regard to the so-called post-contractual non-competition clause ( Section 110 of the German Trade Code ). According to the post-contractual non-competition clause, the employee may not compete with the employer for several months even after the employment relationship has ended. However, the post-contractual non-competition clause must be expressly stipulated in writing in the employment contract or in a separate agreement (Section 74 of the German Commercial Code). Without such a clause, there is generally no obligation to restrict oneself under competition law after the employment relationship has ended.

2. Karenzentschädigung Wettbewerbsverbot 

Die Karenzentschädigung ist eine zentrale Voraussetzung für die Wirksamkeit eines nachvertraglichen Wettbewerbsverbots. Ohne die Zusage einer angemessenen finanziellen Entschädigung ist die Vereinbarung in der Regel unwirksam. Die Höhe der Karenzentschädigung muss mindestens 50 Prozent der letzten vertragsmäßigen Leistungen des Arbeitnehmers betragen (§ 74 Abs. 2 HGB). Dazu zählen nicht nur das Fixgehalt, sondern auch etwaige Sachbezüge und variable Vergütungsbestandteile, sofern diese regelmäßig gewährt wurden.

Employees should consider whether the agreed compensation complies with legal requirements and whether the non-compete clause unreasonably restricts their professional development. In many cases, it is possible to opt out of the post-contractual non-compete clause by declaring it to the employer, but this is subject to a time limit and should be carefully considered.