Mr. Chen signed an employment contract and a Confidentiality Agreement with Company A on January 26, 2015. According to the Confidentiality Agreement, the information about an employee’s remuneration and benefits was confidential and should not be directly or indirectly disclosed to any third party or any irrelevant employees of Company A. In January 2016, Mr. Chen was reported to have discussed remuneration information with other employees and disclosed the remuneration information of other employees through on-line chat tools. Company A thought Mr. Chen’s behavior had breached the Confidentiality Agreement and adversely influenced the normal business operations of the company, so it sent a notice to Mr. Chen to terminate his employment contract as of January 15, 2016. Eventually, the case was brought to the court. The judges opined that the Confidentiality Agreement was concluded based on the real intention of both parties, and its content was valid without contravention of any law and regulation, so Mr. Chen should perform his confidentiality obligation and should not disclose the remuneration information. As a result, Company A’s termination of Mr. Chen’s employment was determined to be justified. In view of the above, in the judicial practice, the non-disclosure of a remuneration information clause agreed based on both parties’ real intention shall be valid, and the employee violating such clause shall assume corresponding responsibilities.