Non-compete compensation calculator
Average wage of the last 12 months → the statutory monthly floor (30%, not below local minimum wage); if the agreed amount is lower the gap is filled automatically, along with the two-year cap and termination rules.
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应发口径，含奖金/津贴/补贴（与离职补偿 N 的基数同一算法）
法律规定最长 24 个月，超出部分无效
没约定≠协议无效：按法定 30% 补
查参保地人社局公布值（用于 30% 低于最低工资时兜底）
因单位原因满 3 个月未付，你可请求解除协议
竞业限制补偿怎么算：30% 从哪来、什么时候能解除
补偿是"离职后按月发"，不是离职时一笔。竞业限制是离职后的义务：你在约定期限内不得去竞争对手、不得自营同类业务；单位则按月向你支付经济补偿。《劳动合同法》第二十三条只要求"在竞业限制期限内按月给予经济补偿"，数额允许双方约定——约定高于法定标准的按约定，约定低于法定下限的按下限补。
没约定补偿 ≠ 协议无效，按 30% 补。司法解释（一）第三十六条：约定了竞业限制但没约定补偿的，劳动者履行了义务后，可以请求按离职前 12 个月平均工资的 30% 按月支付；30% 算出来低于劳动合同履行地最低工资标准的，按最低工资标准支付。这条是法定兜底，不是上限——实践中约定 30%~50% 的都常见。
期限最长 2 年，超出部分无效。《劳动合同法》第二十四条：竞业限制期限不得超过二年。协议写 3 年、5 年的，超过 24 个月的部分不受法律保护（24 个月内仍然有效，补偿照算）。
单位 3 个月不给钱，你可以请求解除。司法解释（一）第三十八条：因用人单位的原因连续三个月未支付经济补偿，你请求解除竞业限制约定的，法院应予支持——但注意是"请求解除"，建议书面催告留证，别直接默认协议作废就去竞对。
单位中途说不限了，要再补 3 个月。司法解释（一）第三十九条：竞业限制期限内用人单位请求解除协议的，劳动者可以请求额外支付 3 个月竞业限制经济补偿。
不是人人都受竞业限制约束。第二十四条把它限定在高级管理人员、高级技术人员和其他负有保密义务的人员。普通岗位被全员签竞业协议的，效力本身有争议；违约金的合理性仲裁也会审，显失公平可以请求调低。
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FAQ
It is valid, and you can claim the money. Article 36 of Judicial Interpretation (I) exists exactly for this: where a non-compete was agreed but compensation was not, after you perform your obligation you may demand monthly payments of 30% of your average wage over the 12 months before departure (not less than the local minimum wage). The employer cannot take the performance and shrug off the payment.
Usually not. Non-compete compensation answers to the post-departure restriction on taking a job and should be paid monthly starting from the departure date; courts and arbitration panels mostly reject folding it into wages paid during employment (local practice varies - the agreement terms and the ruling govern).
Hold on. Where the employer fails to pay for 3 full months for its own reasons, the right action is a written request to terminate the non-compete agreement, with evidence kept (Article 38 of Interpretation I); the obligation ends only once termination takes effect. Joining a competitor directly may instead trigger your own penalty clause.
When agreed damages are clearly excessive you may ask arbitration or the court to reduce them, referencing your income level, the compensation standard, the degree of fault and actual losses. Full awarding of sky-high figures is rare in practice - but do not gamble on reduction: negotiating the number before signing is the cheapest step of all.
The statutory scope is senior management, senior technical staff and other persons with confidentiality duties. Whether a post truly carries confidentiality duties depends on actual access to trade secrets; blanket non-competes for everyone leave room to contest validity - but if one is upheld, the obligation and the penalty are real, so weigh it before signing.
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