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During the employment relationship, there is a statutory ban on competing activities, according to which an employee may not, without the permission of the employer, perform work for another person or otherwise engage in activities that would obviously harm the employer if contrary to good practice.
If the employer is aware of competing activities when signing the employment contract and the termination of such activities is not explicitly agreed, the employer is considered to have given permission to competing activities.
A new potential employer that is aware that an employee is bound by a non-competition obligation under the previous employment contract is liable, together with the employee, for damages incurred by the previous employer as a result of hiring an employee who is subject to a non-competition obligation.
