Key points (Articles 13–15):

1. If the employee never knew of, or had access to, the employer's trade secrets or IP-related confidential matters, the courts shall support the employee's claim that the non-compete clause does not take effect against them (Art. 13).

2. Where the scope, territory or duration of a non-compete goes beyond what is proportionate to the secrets the employee actually had access to, the excessive part is invalid (Art. 14).

3. If an employee breaches a valid non-compete, the employer may recover the compensation already paid and claim the agreed penalty (Art. 15).

(Practical notes: rank-and-file staff — e.g. language teachers, customer service, ordinary technicians — who never touched trade secrets can argue the clause simply does not bind them, even if it is printed in the contract. Monthly non-compete compensation after departure remains a precondition. Read the scope and penalty figures before signing; have a lawyer review if in doubt.)

要点归纳（第十三条至第十五条）：

一、劳动者未知悉、未接触用人单位的商业秘密和与知识产权相关的保密事项的，劳动者请求确认竞业限制条款不生效的，人民法院依法予以支持（第十三条）。

二、竞业限制的范围、地域、期限等与劳动者知悉、接触的商业秘密不相适应，劳动者请求确认超出合理比例部分无效的，依法予以支持（第十四条）。

三、劳动者违反有效的竞业限制约定，用人单位请求返还已支付的经济补偿并支付违约金的，依法予以支持（第十五条）。

（实务提示：普通岗位员工——如外教、客服、一般技术人员——若从未接触商业秘密，即使合同里写了竞业限制条款，也可以主张条款对自己不生效；离职后用人单位按月支付经济补偿是竞业限制生效的前提之一。签约前看清竞业范围与违约金数额，必要时咨询律师。）