Abstract

This research studies the non-competition clause in both Saudi Labor Law and the 1984 Sudanese Civil Transactions Law. The Saudi system relies on explicit legislative regulation that defines conditions for the validity of the non-competition clause in terms of duration, place, and type of work. The Sudanese law relies on general rules that allow the agreement on the clause within controls. The study concludes that the non-competition clause is valid only if there is balance between the employer's legitimate interest and the employee's freedom.

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