{"id":8912,"date":"2025-01-26T20:08:28","date_gmt":"2025-01-26T19:08:28","guid":{"rendered":"http:\/\/leipzig-recht.de\/?p=8912"},"modified":"2025-01-26T20:08:28","modified_gmt":"2025-01-26T19:08:28","slug":"weitergabe-von-geschaeftsgeheimnissen","status":"publish","type":"post","link":"https:\/\/leipzig-recht.de\/en\/weitergabe-von-geschaeftsgeheimnissen\/","title":{"rendered":"Disclosure of trade secrets"},"content":{"rendered":"<p style=\"text-align: justify;\">The Federal Labor Court ruled in its judgment of October 17, 2024 (Case No. 8 AZR 172\/23), published on January 8, 2025, that an injunction against the disclosure of trade secrets only exists if these are protected by appropriate confidentiality measures. An unrestricted and indefinite confidentiality clause in the employment contract is invalid. Employers should define and document protective measures, review contractual clauses, and offer training. An example of an effective confidentiality clause includes a time-limited obligation to maintain confidentiality after the end of the employment relationship, provided that the information continues to be considered trade secrets and is protected.<\/p>\n<p>&zwnj;<\/p>\n<p style=\"text-align: justify; line-height: 100%\"><small>You're in need of professional assistance concerning \"effective clauses in employment contracts\"?<br \/>Contact us!<br \/>For a free initial assessment of your concern, please call us at 0341-23 08 4988 or send a message to office@leipzig-recht.de.<\/small><\/p>","protected":false},"excerpt":{"rendered":"<p>Das Bundesarbeitsgericht hat in seinem am 8.1.2025 ver\u00f6ffentlichten Urteil vom 17. Oktober 2024 (Az. 8 AZR 172\/23) entschieden, dass ein Unterlassungsanspruch wegen der Weitergabe von Gesch\u00e4ftsgeheimnissen nur besteht, wenn diese durch angemessene Geheimhaltungsma\u00dfnahmen gesch\u00fctzt sind. Eine uneingeschr\u00e4nkte und zeitlich unbegrenzte Verschwiegenheitsklausel im Arbeitsvertrag ist unwirksam. Arbeitgeber sollten vielmehr Schutzma\u00dfnahmen definieren und dokumentieren sowie Vertragsklauseln \u00fcberpr\u00fcfen [&hellip;]<\/p>","protected":false},"author":3,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[95],"tags":[98,151,266,265],"class_list":["post-8912","post","type-post","status-publish","format-standard","hentry","category-arbeitsrecht","tag-arbeitsrecht","tag-arbeitsvertrag","tag-bundesarbeitsgericht","tag-geschaeftsgeheimnisse"],"_links":{"self":[{"href":"https:\/\/leipzig-recht.de\/en\/wp-json\/wp\/v2\/posts\/8912","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/leipzig-recht.de\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/leipzig-recht.de\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/leipzig-recht.de\/en\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/leipzig-recht.de\/en\/wp-json\/wp\/v2\/comments?post=8912"}],"version-history":[{"count":3,"href":"https:\/\/leipzig-recht.de\/en\/wp-json\/wp\/v2\/posts\/8912\/revisions"}],"predecessor-version":[{"id":8915,"href":"https:\/\/leipzig-recht.de\/en\/wp-json\/wp\/v2\/posts\/8912\/revisions\/8915"}],"wp:attachment":[{"href":"https:\/\/leipzig-recht.de\/en\/wp-json\/wp\/v2\/media?parent=8912"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/leipzig-recht.de\/en\/wp-json\/wp\/v2\/categories?post=8912"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/leipzig-recht.de\/en\/wp-json\/wp\/v2\/tags?post=8912"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}