{"id":12241,"date":"2026-09-24T01:20:27","date_gmt":"2026-09-23T17:20:27","guid":{"rendered":"https:\/\/fdlaw.com.tw\/?p=12241"},"modified":"2026-09-24T15:05:34","modified_gmt":"2026-09-24T07:05:34","slug":"former-employee-trade-secret-defense","status":"publish","type":"post","link":"https:\/\/fdlaw.com.tw\/en\/blog\/former-employee-trade-secret-defense\/","title":{"rendered":"What should you do if a former manager or employee is sued by their company for infringing trade secrets? First, verify that the information is indeed a genuine trade secret."},"content":{"rendered":"<style>.fd-ts{font-family:inherit;color:#263445;line-height:1.9}.fd-ts *{box-sizing:border-box}.fd-ts h2{margin:38px 0 16px;padding:14px 18px;border-left:4px solid #a87828;background:#f6f3ed;color:#173250;font-size:25px;line-height:1.45}.fd-ts h3{margin:22px 0 8px;color:#173250;font-size:19px}.fd-ts p{margin:0 0 18px;font-size:17px;line-height:1.9}.fd-ts a{color:#145da0;text-decoration:underline;text-underline-offset:3px}.fd-lead{padding:26px 28px;margin-bottom:28px;border:1px solid #d8e3ee;border-radius:8px;background:linear-gradient(180deg,#f8fbff,#fff)}.fd-quote{margin:18px 0;padding:18px 20px;border-left:4px solid #8ba4be;background:#f7f9fb;font-weight:700}.fd-contactbox{margin:30px 0;padding:24px 26px;border:1px solid #d9c49c;border-radius:8px;background:#fffaf0}.fd-contactbox h2{margin:0 0 14px;padding:0;border:0;background:none}.fd-contact{display:flex;flex-wrap:wrap;gap:12px 24px;margin-top:12px}.fd-contact a{font-weight:700}.fd-faq{padding:18px 20px;border:1px solid #dbe3eb;border-radius:8px;background:#fbfcfe}@media(max-width:720px){.fd-lead,.fd-contactbox{padding:20px 18px}.fd-ts h2{font-size:22px}}<\/style>\n<article class=\"fd-ts\"><section class=\"fd-lead\"><p>The company suddenly sends a lawyer&#039;s letter accusing you of downloading client lists, technical documents, quotation materials, or source code before you left the company; even the police and investigation bureau have notified you to come in for questioning, demanding that you explain why the files appeared in your private email, USB, Google Drive, or on your new company&#039;s computer.<\/p><p>At this point, the most important thing is not simply to answer, &quot;These materials are what I use in my work.&quot;<\/p><p>Just because a company document says &quot;Confidential&quot; doesn&#039;t mean it&#039;s necessarily a criminal offense.<\/p><p>The real challenge in criminal cases involving trade secrets lies in dissecting several entirely different questions: Which piece of information is the company alleging? Is that information legally a trade secret? Did you have the right to obtain it at the time? Did you reproduce, retain, use, or provide it to any third party before or after leaving the company? And what was the purpose behind these actions?<\/p><p>If these issues are not separated, the case can easily be reduced to just the statement &quot;the employee took away company documents,&quot; but this is usually insufficient to make a proper legal judgment.<\/p><\/section>\n<h2>First, after being sued for trade secrets by a former company, the first thing to do is not to delete the information, but to document the timeline of events.<\/h2><p>If you have received a lawyer&#039;s letter, police notice, investigation bureau notice, search warrant, or district attorney&#039;s summons, the first thing you usually do is not to delete your phone, computer, emails, or cloud data yourself.<\/p><p>Instead, we should first clarify the timeline of events.<\/p><p>For example, when did you decide to leave the company, when did you download or send your files, why were these documents needed at the time, whether the company originally allowed remote work or the use of personal devices, whether there was a handover upon leaving, whether the company requested the deletion or return of documents, and whether you reopened, used, or transferred the relevant documents after joining a new company.<\/p><p>Trade secret cases rely heavily on digital evidence. File creation time, download records, USB usage records, email sending records, cloud logins, company server logs, files on new company equipment, and conversations between the parties via LINE, Teams, Slack, or email can all change the interpretation of a case.<\/p><p>Therefore, do not delete, modify, or erase information yourself out of fear of being investigated. What you really need to do is preserve the status quo and first let your lawyer understand which behavior the company is accusing you of. If a search process has already begun, you can first understand...<a href=\"https:\/\/fdlaw.com.tw\/en\/blog\/police-search\/\">Handling situations when a company or residence is searched by the police<\/a>.<\/p>\n<h2>Second, the company&#039;s statement that &quot;this is confidential information&quot; does not necessarily mean it is a trade secret under the law.<\/h2><p>This is a very important first line of defense in cases involving trade secrets.<\/p><p><a href=\"https:\/\/law.moea.gov.tw\/LawContent.aspx?id=FL011321\" target=\"_blank\" rel=\"noopener\">Article 2 of the Trade Secrets Law<\/a>Information requiring protection must simultaneously meet three conditions: confidentiality, actual or potential economic value due to confidentiality, and reasonable confidentiality measures taken by the owner.<\/p><p>Therefore, a former company cannot simply present a folder and say &quot;this belongs to the company&quot; and jump directly to criminal liability.<\/p><p>The questions that really need to be asked one by one are:<\/p><p>Is this information something that ordinary industry professionals can know or obtain?<\/p><p>Does its lack of transparency give it competitive economic value?<\/p><p>How does the company usually protect this information?<\/p><p>If employees can download these items freely and send them to their personal emails without any access restrictions, confidentiality markings, or any system for returning or deleting them, and the company only claims &quot;all of them are top secret&quot; afterward, then the trade secret requirements must be examined more carefully.<\/p><p><a href=\"https:\/\/judgment.judicial.gov.tw\/FJUD\/default.aspx\" target=\"_blank\" rel=\"noopener\">Court Practice<\/a>It is also believed that reasonable confidentiality measures do not require companies to be completely inaccessible, but companies should at least control access and use in a reasonable manner based on the nature of the information and their own human and financial resources; a confidentiality agreement alone is not sufficient to prove reasonable confidentiality measures if the specific information is not actually managed accordingly. Further references are available.<a href=\"https:\/\/fdlaw.com.tw\/en\/blog\/trade-secret\/\">Three major legal requirements for business secrets<\/a>.<\/p>\n<h2>3. Are customer lists, quotations, source codes, and technical documents all trade secrets?<\/h2><p>uncertain.<\/p><p>The phrase &quot;customer list&quot; is not a trade secret in itself.<\/p><p>If it&#039;s just the company name, phone number, and address, and all of this can be found on websites, in public databases, or in industry sources, the confidentiality might be relatively low.<\/p><p>However, if the customer list further includes non-public information compiled by the company over a long period of time, such as transaction records, purchasing habits, decision-makers, bottom prices, gross profit, demand preferences, credit terms, and purchasing cycles, the evaluation may be completely different.<\/p><p>The same applies to the quotation information.<\/p><p>A single publicly disclosed bid may not be secretive; however, if it includes cost structure, minimum winning bid, discount model, customer-specific pricing strategy, or undisclosed bidding conditions, it may have greater secretive and economic value.<\/p><p>As for technical information such as source code, process parameters, algorithms, design drawings, and R&amp;D results, if competitors can save a lot of R&amp;D costs and shorten development time after obtaining it, and the company does restrict access to and use of such information, it is usually more likely to become the core of trade secret disputes.<\/p><p>So the real question isn&#039;t:<\/p><p class=\"fd-quote\">&quot;Is this a company document?&quot;<\/p><p>Instead:<\/p><p class=\"fd-quote\">Does the specific information that the company is now alleging truly meet the three requirements for a trade secret?<\/p>\n<h2>4. If I have signed an NDA or a confidentiality agreement, does that mean I will definitely lose?<\/h2><p>no.<\/p><p>Confidentiality agreements, NDAs, employee handbooks, and severance agreements are certainly important evidence in cases, but the presence of confidentiality clauses does not automatically mean that all company information becomes trade secrets as defined by the Trade Secrets Act.<\/p><p>The company still needs to explain the confidentiality of the specific information, its economic value, and the actual confidentiality measures taken.<\/p><p>Conversely, one cannot assume that there is no trade secret liability simply because one did not sign an NDA.<\/p><p>The protection of trade secrets and contractual liability are at different levels. Whether there is a contract is one of the important facts; but ultimately, it still comes down to the information itself and the actual way it was obtained, used, and disclosed.<\/p>\n<h2>5. If someone had access to the information while in office, why might problems arise after they leave the company?<\/h2><p>The most confusing point for many defendants is:<\/p><p class=\"fd-quote\">&quot;These are the materials I use in my daily work, how can it be called stealing trade secrets?&quot;<\/p><p>This issue requires a distinction between &quot;having the right to access during employment&quot; and &quot;having the right to retain, maintain, and use the authority after leaving the company.&quot;<\/p><p><a href=\"https:\/\/law.moea.gov.tw\/LawContent.aspx?id=FL011321\" target=\"_blank\" rel=\"noopener\">Article 13-1 of the Trade Secrets Law<\/a>The penalties extend beyond simply punishing those who acquire trade secrets through theft, embezzlement, fraud, or unauthorized reproduction. Those who already possess or know of trade secrets may also face criminal liability if they reproduce, use, or disclose them without authorization or beyond the scope of their authorization. Furthermore, the provision also addresses the failure of holders to delete, destroy, or conceal trade secrets after being informed by the owner that they should be deleted or destroyed.<\/p><p>Therefore, the focus of a defense is often not just to prove:<\/p><p>&quot;I used to have the right to see it.&quot;<\/p><p>Instead, it further confirms:<\/p><p>Why was the data downloaded? When did the download occur? Was it permitted by company policy? Where did the data go after leaving the company system? Did you access, use, or provide it to your new company after leaving the company?<\/p>\n<h2>VI. Which behaviors carry particularly high risks in trade secret cases?<\/h2><p>In practice, if an employee downloads a large amount of materials that they rarely use, sends company files to their personal email, copies them to a USB drive, uploads them to a private cloud, renames them, or encrypts them before leaving the company, and these files are later discovered on a competitor&#039;s computer, the risk of such a case usually increases significantly.<\/p><p>However, even if there is the objective fact that &quot;the file was copied&quot;, it does not mean that all cases will constitute a crime.<\/p><p>It is still necessary to check whether the files are trade secrets, whether the employee obtained them beyond their authority, what the purpose of copying them was, whether they were actually used after leaving the company, whether they were provided to a new employer, and whether there was any intention to obtain illegal benefits for themselves or a third party or to harm the interests of the original company.<\/p><p><a href=\"https:\/\/judgment.judicial.gov.tw\/FJUD\/default.aspx\" target=\"_blank\" rel=\"noopener\">Recent Intellectual Property and Commercial Court Trade Secret Cases<\/a>In one case, the fact that the employee downloaded data to a portable hard drive and USB drive before leaving the company, did not delete it after leaving, and then read, copied, and used it on the equipment of the new company was used as an important basis for the judgment.<\/p><p>Therefore, such cases cannot be dismissed with a simple statement like &quot;I was just making a backup&quot; or &quot;I had no malicious intent.&quot; Instead, the digital records must correspond to the actual work context.<\/p>\n<h2>VII. Infringement of trade secrets may carry multiple criminal risks.<\/h2><p>according to<a href=\"https:\/\/law.moea.gov.tw\/LawContent.aspx?id=FL011321\" target=\"_blank\" rel=\"noopener\">Article 13-1 of the Trade Secrets Law<\/a>If an individual intends to obtain illegal benefits for themselves or a third party, or to harm the interests of the owner of the trade secret, and obtains the trade secret by improper means, or reproduces, uses, or discloses it without authorization or beyond the scope of authorization, they may face imprisonment for up to five years or detention, and may also be fined between NT$1 million and NT$10 million. Attempted offenses are also subject to penalties.<\/p><p>If there is further intent to use it in foreign countries, mainland China, Hong Kong, or Macau,<a href=\"https:\/\/law.moea.gov.tw\/LawContent.aspx?id=FL011321\" target=\"_blank\" rel=\"noopener\">Article 13 of 2<\/a>In addition, there are more severe penalties, with a statutory penalty of imprisonment for a term of not less than one year and not more than ten years, and a fine of not less than NT$3 million and not more than NT$50 million.<\/p><p>in addition,<a href=\"https:\/\/law.moea.gov.tw\/LawContent.aspx?id=FL011321\" target=\"_blank\" rel=\"noopener\">Article 13 of 3<\/a>The offenses stipulated in Article 13-1 must be brought to trial upon complaint.<\/p><p>This is why risk assessments are usually more thorough in cases involving multinational corporations, technology companies, foreign businesses, or former employees joining overseas competitors than in typical labor disputes.<\/p>\n<h2>8. After a company searches and seizes mobile phones or computers, the case will really focus on digital evidence.<\/h2><p>Trade secret criminal cases often involve searches and seizures.<\/p><p>Mobile phones, laptops, external hard drives, USB drives, email accounts, cloud accounts, and even work equipment from a new company can all become targets for forensic investigation.<\/p><p>At this point, what&#039;s really important is not just whether &quot;that file exists,&quot; but the entire digital timeline.<\/p><p>When were the files created?<\/p><p>When can I download it?<\/p><p>What was the last modified time?<\/p><p>Did you restart it after leaving the company?<\/p><p>Has it been sent out?<\/p><p>Did it appear on the new company&#039;s equipment?<\/p><p>Did the new company already have the same data or independent development results?<\/p><p>This evidence often directly influences the judgment between &quot;mere possession&quot;, &quot;normal retention during the work process&quot;, &quot;unauthorized reproduction&quot; and &quot;actual use and leakage&quot;.<\/p><p>If the case has entered the search process, you should not delete the contents of the device yourself; you should first retain the search warrant, the list of seized items, and related documents to confirm which devices the police or investigating authorities actually seized, and then assess the follow-up actions.<a href=\"https:\/\/fdlaw.com.tw\/en\/blog\/criminal-investigation\/\">District Prosecutor&#039;s Office Investigation and Investigation Court Procedures<\/a>.<\/p>\n<h2>9. Switching jobs to a competitor does not automatically constitute an infringement of trade secrets.<\/h2><p>Another easily confused issue is the difference between &quot;non-compete clauses&quot; and &quot;trade secrets&quot;.<\/p><p>The two are not the same thing.<\/p><p>An employee leaving a company to work for a competitor does not automatically constitute a trade secret crime.<\/p><p>Conversely, even without a valid non-compete clause, it does not mean that employees can arbitrarily reproduce, use, or disclose the trade secrets of their former company.<\/p><p>Non-compete clauses after leaving a job are subject to<a href=\"https:\/\/laws.mol.gov.tw\/FLAW\/FLAWDAT0201.aspx?beginpos=2&amp;id=FL014930\" target=\"_blank\" rel=\"noopener\">Article 9-1 of the Labor Standards Act<\/a>The restrictions require that the employer have a legitimate business interest that should be protected, that the employee&#039;s job allows access to trade secrets, that the period, area, professional activities, and employment targets of the restriction be reasonable, and that reasonable compensation be provided; the maximum period shall not exceed two years.<\/p><p>Therefore, the cases need to be asked separately:<\/p><p>&quot;Could you work for a competitor?&quot;<\/p><p>as well as<\/p><p>&quot;After you joined the competitor, did you use any of your former company&#039;s trade secrets?&quot;<\/p><p>These are two different legal issues. For relevant labor disputes and data disputes, please refer to [link\/reference needed].<a href=\"https:\/\/fdlaw.com.tw\/en\/blog\/non-competition\/\">Disputes involving former employees, non-compete agreements, and client lists<\/a>.<\/p>\n<h2>10. The true core of defense in trade secret criminal cases lies in breaking down the company&#039;s accusations into individual pieces of evidence.<\/h2><p>If I were in the defendant&#039;s position, I would usually break down the case into several levels.<\/p><p>The first step is to confirm which specific information the company claims constitutes a trade secret.<\/p><p>It&#039;s not about vague descriptions like &quot;the entire customer folder&quot; or &quot;all the company&#039;s technical data,&quot; but about being able to specifically know the information being claimed.<\/p><p>The second layer involves examining the secrecy, economic value, and reasonable confidentiality measures item by item.<\/p><p>The third layer involves examining the defendant&#039;s original position and authority. Which files were originally required for routine work? Did the company permit remote work, personal devices, or data downloads?<\/p><p>The fourth layer involves analyzing whether the alleged act was acquisition, reproduction, possession, use, or disclosure.<\/p><p>The fifth layer is to examine the subjective intent. Is there any intention to obtain illegal benefits for oneself or a third party, or to harm the interests of the original company?<\/p><p>The sixth level returns to digital forensics. Does the timeline of the company&#039;s allegations match the data from computers, emails, USB drives, the cloud, and the new company?<\/p><p>For cases involving major trade secrets, the Ministry of Justice also requires the complainant or victim to explain the content of the trade secrets and related matters through clarification, reflecting that such cases cannot be solved simply by saying &quot;the secret was stolen&quot;.<\/p>\n<h2>11. The defendant&#039;s trade secrets involve more than just criminal liability.<\/h2><p>In addition to filing a criminal complaint, the company may also take civil action simultaneously.<\/p><p><a href=\"https:\/\/law.moea.gov.tw\/LawContent.aspx?id=FL011321\" target=\"_blank\" rel=\"noopener\">Article 11 of the Trade Secrets Law<\/a>The regulations stipulate that when trade secrets are infringed, the victim may request the removal of the infringement; if there is a risk of infringement, the victim may also request prevention. Articles 12 and 13 regulate the methods for calculating damages and the amount of damages.<\/p><p>Therefore, a single case may simultaneously involve criminal investigation, civil claims, cessation of use of data, return or destruction of data, non-compete agreements, or other labor and commercial disputes.<\/p><p>If the new employer is also accused of obtaining or using the former company&#039;s trade secrets, the dispute could even escalate from an individual labor dispute into a commercial lawsuit between the two companies.<\/p><p>Therefore, the defendant cannot simply ask:<\/p><p>&quot;Will I be sentenced to prison?&quot;<\/p><p>They also need to assess together what the company wants to stop using, whether it will affect the new job, and whether the new employer might be involved in the lawsuit.<\/p>\n<h2>12. In what situations is it advisable to consult a lawyer before the first police questioning or investigative hearing?<\/h2><p>If you only receive a regular termination notice, not every case needs to go to court immediately.<\/p><p>However, if you have already received a formal lawyer&#039;s letter from your former company that clearly accuses you of infringing trade secrets; the police, investigation bureau, or prosecutor have notified you to come in for questioning; your mobile phone, computer, or hard drive has been searched and seized; your new employer has also been asked to provide information; and the company&#039;s accusations involve source code, processes, algorithms, large amounts of customer data, or cross-border use, the case is usually no longer suitable to be explained by yourself in just a few words.<\/p><p>Because the first statement is likely to directly address the most important points of contention later:<\/p><p>Why did you download it?<\/p><p>Do you know this is a secret?<\/p><p>Did you use it after you left the company?<\/p><p>Why are there new companies as well?<\/p><p>If these issues aren&#039;t properly documented with data, timelines, and digital evidence beforehand, reinterpreting them later will become much more difficult. For information on how companies typically preserve evidence and follow procedures, please refer to [link to relevant documentation\/reference].<a href=\"https:\/\/fdlaw.com.tw\/en\/blog\/trade-secret-2\/\">What the company did after discovering that a former employee had taken confidential information.<\/a>.<\/p>\n<section class=\"fd-contactbox\"><h2>If your company sues you for trade secrets after you leave, what should you prepare first?<\/h2><p>If you are a former manager, engineer, R&amp;D staff member, salesperson, or other employee who has received a lawyer&#039;s letter, police\/investigation bureau notice, or district prosecutor&#039;s office summons from your former company, and the case involves customer lists, quotations, source codes, technical documents, process data, or internal company information, you can prepare your employment contract, NDA, handover documents, company notice, relevant emails\/communications, equipment usage background, and the legal documents you have received.<\/p><p>Lawyers typically need to first determine which information the company claims constitutes a trade secret, and then reassess the case based on secrecy, economic value, reasonable confidentiality measures, original scope of authorization, actual use\/disclosure, and digital evidence.<\/p><p>FDLAW can provide<a href=\"https:\/\/fdlaw.com.tw\/en\/trade-secret-information-security\/\">Legal services for trade secret cases<\/a>, and by<a href=\"https:\/\/fdlaw.com.tw\/en\/corporate-criminal\/\">Corporate Criminal Lawyer<\/a>Assist in the assessment in accordance with case procedures.<\/p><div class=\"fd-contact\"><a href=\"tel:0277093611\">Telephone: 02-7709-3611<\/a><a href=\"https:\/\/line.me\/ti\/p\/@723pifhz\" target=\"_blank\" rel=\"noopener\">LINE: @fdlaw<\/a><\/div><\/section>\n<h2>Frequently Asked Questions<\/h2><section class=\"fd-faq\"><h3>Does leaving company information on one&#039;s own computer after leaving a former employee necessarily constitute a crime of trade secrets?<\/h3><p>Not necessarily. It&#039;s still necessary to first confirm whether the information meets the three requirements for a trade secret, whether the employee originally had the right to obtain it, and whether there was any unauthorized reproduction, use, disclosure, or refusal to delete after leaving the company, or any other actions or subjective intent required by law. Simply discovering the existence of the file is not a complete criminal legal judgment.<\/p><h3>Is a customer list always a trade secret?<\/h3><p>Not necessarily. Publicly available names, phone numbers, or company information may not be confidential; however, if the list contains non-public information such as the company&#039;s long-term investment in building its transaction history, purchasing habits, prices, decision-makers, and demand analysis, and the company has actual confidentiality measures in place, it may be protected under trade secrets laws.<\/p><h3>Does having a confidentiality agreement guarantee a successful lawsuit against the company?<\/h3><p>Not necessarily. A confidentiality agreement is important evidence, but it&#039;s still necessary to verify whether the specific information claimed by the company is confidential, has economic value, and is protected by reasonable safeguards, and whether the employee actually engaged in any misconduct. Conversely, the absence of a confidentiality agreement does not automatically mean that trade secrets can be used arbitrarily.<\/p><h3>Is sending company documents to a personal email address necessarily a crime?<\/h3><p>Not necessarily, but this is usually important digital evidence that needs to be explained. Further confirmation should be made regarding company policy, the purpose of the document, whether it was for work purposes, the nature of the document, the quantity sent, whether it was used or provided to a third party after leaving the company, and other objective records.<\/p><h3>Does leaving a job to work for a competitor constitute a violation of trade secrets?<\/h3><p>No. Non-compete agreements and trade secrets are different issues. Working for a competitor does not automatically constitute an infringement of trade secrets; the real issue is whether one has obtained, reproduced, used, or disclosed the former company&#039;s trade secrets.<\/p><h3>Do trade secret cases involve searching mobile phones and computers?<\/h3><p>Possibly. These types of cases often rely heavily on digital evidence. Cell phones, computers, external hard drives, USB drives, email, cloud storage, and other devices can all be the subject of searches, seizures, or forensic examinations, depending on the specific evidence and legal procedures.<\/p><h3>Can a case involving the theft of trade secrets be settled through reconciliation and withdrawal of charges?<\/h3><p>Article 13-3 of the Trade Secrets Act stipulates that offenses under Article 13-1 require a complaint to be prosecuted. Therefore, cases under Article 13-1 may indeed involve the issue of filing and withdrawing a complaint. However, whether a specific case involves other offenses, civil claims, or situations under Article 13-2 must be confirmed on a case-by-case basis.<\/p><\/section><\/article>","protected":false},"excerpt":{"rendered":"<p>\u516c\u53f8\u7a81\u7136\u5bc4\u4f86\u5f8b\u5e2b\u51fd\uff0c\u6307\u63a7\u4f60\u96e2\u8077\u524d\u4e0b\u8f09\u5ba2\u6236\u540d\u55ae\u3001\u6280\u8853\u6587\u4ef6\u3001\u5831\u50f9\u8cc7\u6599\u6216\u539f\u59cb\u78bc\uff1b\u751a\u81f3\u8b66\u5bdf\u3001\u8abf\u67e5\u5c40\u5df2\u7d93\u901a\u77e5\u5230\u6848\uff0c\u8981\u6c42\u8aaa [&hellip;]<\/p>","protected":false},"author":1,"featured_media":12244,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"qubely_global_settings":"","qubely_interactions":"","footnotes":""},"categories":[40],"tags":[486],"class_list":["post-12241","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-trade-secret-law","tag-486"],"blocksy_meta":[],"qubely_featured_image_url":{"full":["https:\/\/fdlaw.com.tw\/wp-content\/uploads\/2026\/09\/Gemini_Generated_Image_f3gat8f3gat8f3ga-scaled.jpeg",2560,1396,false],"landscape":["https:\/\/fdlaw.com.tw\/wp-content\/uploads\/2026\/09\/Gemini_Generated_Image_f3gat8f3gat8f3ga-1200x750.jpeg",1200,750,true],"portraits":["https:\/\/fdlaw.com.tw\/wp-content\/uploads\/2026\/09\/Gemini_Generated_Image_f3gat8f3gat8f3ga-540x320.jpeg",540,320,true],"thumbnail":["https:\/\/fdlaw.com.tw\/wp-content\/uploads\/2026\/09\/Gemini_Generated_Image_f3gat8f3gat8f3ga-150x150.jpeg",150,150,true],"medium":["https:\/\/fdlaw.com.tw\/wp-content\/uploads\/2026\/09\/Gemini_Generated_Image_f3gat8f3gat8f3ga-300x164.jpeg",300,164,true],"medium_large":["https:\/\/fdlaw.com.tw\/wp-content\/uploads\/2026\/09\/Gemini_Generated_Image_f3gat8f3gat8f3ga-768x419.jpeg",768,419,true],"large":["https:\/\/fdlaw.com.tw\/wp-content\/uploads\/2026\/09\/Gemini_Generated_Image_f3gat8f3gat8f3ga-1024x559.jpeg",1024,559,true],"1536x1536":["https:\/\/fdlaw.com.tw\/wp-content\/uploads\/2026\/09\/Gemini_Generated_Image_f3gat8f3gat8f3ga-1536x838.jpeg",1536,838,true],"2048x2048":["https:\/\/fdlaw.com.tw\/wp-content\/uploads\/2026\/09\/Gemini_Generated_Image_f3gat8f3gat8f3ga-2048x1117.jpeg",2048,1117,true],"trp-custom-language-flag":["https:\/\/fdlaw.com.tw\/wp-content\/uploads\/2026\/09\/Gemini_Generated_Image_f3gat8f3gat8f3ga-18x10.jpeg",18,10,true],"qubely_landscape":["https:\/\/fdlaw.com.tw\/wp-content\/uploads\/2026\/09\/Gemini_Generated_Image_f3gat8f3gat8f3ga-1200x750.jpeg",1200,750,true],"qubely_portrait":["https:\/\/fdlaw.com.tw\/wp-content\/uploads\/2026\/09\/Gemini_Generated_Image_f3gat8f3gat8f3ga-540x320.jpeg",540,320,true],"qubely_thumbnail":["https:\/\/fdlaw.com.tw\/wp-content\/uploads\/2026\/09\/Gemini_Generated_Image_f3gat8f3gat8f3ga-140x100.jpeg",140,100,true]},"qubely_author":{"display_name":"\u53f0\u5317\u5f8b\u5e2b\u63a8\u85a6","author_link":"https:\/\/fdlaw.com.tw\/en\/author\/admin\/"},"qubely_comment":0,"qubely_category":"<a href=\"https:\/\/fdlaw.com.tw\/en\/blog\/category\/trade-secret-law\/\" rel=\"category tag\">\u71df\u696d\u79d8\u5bc6\u6cd5<\/a>","qubely_excerpt":"\u516c\u53f8\u7a81\u7136\u5bc4\u4f86\u5f8b\u5e2b\u51fd\uff0c\u6307\u63a7\u4f60\u96e2\u8077\u524d\u4e0b\u8f09\u5ba2\u6236\u540d\u55ae\u3001\u6280\u8853\u6587\u4ef6\u3001\u5831\u50f9\u8cc7\u6599\u6216\u539f\u59cb\u78bc\uff1b\u751a\u81f3\u8b66\u5bdf\u3001\u8abf\u67e5\u5c40\u5df2\u7d93\u901a\u77e5\u5230\u6848\uff0c\u8981\u6c42\u8aaa&hellip;","_links":{"self":[{"href":"https:\/\/fdlaw.com.tw\/en\/wp-json\/wp\/v2\/posts\/12241","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/fdlaw.com.tw\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/fdlaw.com.tw\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/fdlaw.com.tw\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/fdlaw.com.tw\/en\/wp-json\/wp\/v2\/comments?post=12241"}],"version-history":[{"count":2,"href":"https:\/\/fdlaw.com.tw\/en\/wp-json\/wp\/v2\/posts\/12241\/revisions"}],"predecessor-version":[{"id":12254,"href":"https:\/\/fdlaw.com.tw\/en\/wp-json\/wp\/v2\/posts\/12241\/revisions\/12254"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/fdlaw.com.tw\/en\/wp-json\/wp\/v2\/media\/12244"}],"wp:attachment":[{"href":"https:\/\/fdlaw.com.tw\/en\/wp-json\/wp\/v2\/media?parent=12241"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/fdlaw.com.tw\/en\/wp-json\/wp\/v2\/categories?post=12241"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/fdlaw.com.tw\/en\/wp-json\/wp\/v2\/tags?post=12241"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}