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                Home Living in China Chinese Law Labour Law of the People's Republic of China
                Labour Law of the People's Republic of China
                Chinese Law
                Labour Law of the People's Republic of China
                中華人民共和國勞動法
                Adopted at the 28th Session of the Standing Committee of the 10th National People'S Congress of the People'S Republic of China on June 29, 2007 and shall enter into force as of January 1, 2008


                 
                Chapter I  General Provisions
                Chapter II  Formation of an Employment Contract
                Chapter III  Fulfillment and Change of an Employment Contract
                Chapter IV  Dissolution and Termination of an Employment Contract
                Chapter V  Special Provisions
                Section 1  Collective Contract
                Section 2  Worker Dispatch
                Section 3  Part-time Employment
                Chapter VI  Supervision and Inspection
                Chapter VII  Legal Liabilities
                Chapter VIII  Supplementary Provisions


                Chapter I General Rules

                Article 1 This Law is enacted and formulated in order to improve the labour contract system, specify the rights and obligations of both parties to the labour contracts, protect the legitimate rights and interests of the workers and construct and develop a harmonious and steady employment relationship.

                Article 2 The establishment of employment relationship between enterprises, individual economic organizations, non-enterprise private entities and other entities (hereinafter referred to as the employers) and the workers thereof, as well as the conclusion, performance, alteration, cancellation or termination of labour contracts shall be governed by this Law.
                This Law shall also apply to the state organs, public institutions, social organizations and workers bound up by labour contracts concerning the conclusion, performance, alteration, cancellation or termination of labour contracts.

                Article 3 The conclusion of a labour contract shall be subject to the principle of legitimacy, justice, equality, free will, reaching consensus by consultation and good faith.
                The labour contracts legally concluded shall have binding force. The obligations as agreed therein shall be observed by employers and workers.

                Article 4 Employers shall establish and perfect labour bylaws so as to ensure that workers can enjoy labour rights and perform labour obligations.
                Where employers constitute, modify or determine such bylaws or significant matters in direct relation to the real benefits of workers as the remuneration, working time, rest and vacation, work safety and health care, social insurance and welfare, job training, job discipline or quota management, the draft thereof shall be discussed at the workers?congress or by all the workers, which shall bring forward schemes and opinions. The aforesaid bylaws and significant matters shall be determined after equal consultation by employers and labour union or representatives of workers.
                During the process of the implementation of the aforesaid bylaws and significant matters, the labour union or the workers is/are entitled to require the employer to modify or improve them by consultations if it/they find them improper.
                The employers shall publicize the bylaws and significant matters in direct relation to the real benefits of the workers or inform the workers.

                Article 5 The labour administrative department of the people'S government above the county level shall, in collabouration with workers?congresses and the representatives from enterprises, establish and perfect a three-party mechanism for coordinating labour relationship and shall jointly research relevant major issues with respect to labour relationship.

                Article 6 The labour union shall assist and direct the workers to conclude and perform labour contracts with the employers and establish a collective negotiation mechanism with employers in order to safeguard the legitimate rights and interests of the workers.

                Chapter II Conclusion of labour Contracts

                Article 7 An employer establishes labour relationship with a worker as of the date of using the worker. It shall set up a roll of workers for reference.

                Article 8 When hiring the workers, the employer shall faithfully notify them of the job contents, conditions and place, occupational harm, work safety status, remuneration and other information as required by the workers. The employer is entitled to be aware of the basic information of the workers in direct relation to the labour contracts, and the workers shall provide such information authentically.

                Article 9 Where a worker is hired, the employer may not detain the identity card or other certificates thereof, nor may it require a guaranty or collect property from the worker under any other reason.

                Article 10 To establish a labour relationship, parties shall conclude a labour contract in written form.
                Where a labour relationship has already been established without concluding a labour contract in written form at the same time, parties shall conclude a labour contract in written form within one month as of the date of using the worker.
                Where a labour contract is concluded by an employer and a worker before the employment, the labour relationship is established as of the date of using the worker.

                Article 11 Where any employer fails to conclude a labour contract in written form without specific remuneration stipulated thereof when it starts to use a worker, the remuneration to the new worker shall be consistent with the provisions of the collective contract. If there is no collective contract or such stipulation in the collective contract, it shall follow the principle of equal pay for equal work.

                Article 12 labour contracts are classified into labour contracts with a fixed period, labour contracts without a fixed period and labour contracts with a period to complete the prescribed work.

                Article 13 labour contracts with a fixed period are the labour contracts in which the termination time of the contracts has been stipulated by the employers and workers.
                Employers and workers may conclude labour contracts with a fixed period upon consultation.

                Article 14 labour contracts without a fixed period are the labour contracts in which no certain termination time of the contract is stipulated by the employers and workers.
                Employers and workers may conclude labour contracts without a fixed period upon consensus by consultation. In the case of any of the following circumstances, if the worker proposes or agrees to renew or conclude a labour contract, a labour contract without a fixed period shall be concluded except that the worker proposes to conclude a labour contract with a fixed period:
                (1) The worker has worked for an uninterrupted term of 10 years for the employer;
                (2) The worker has worked for an uninterrupted term of 10 years for the employer and he reaches the age which is less than 10 years up to the statutory retirement age when the employer initially performs the labour contract system or when a restructuring state-owned enterprise re-concludes the labour contract; or
                (3) The labour contract is to be renewed after the labour contract with a fixed period has been concluded twice continuously, and the worker is not under any of the circumstances as prescribed in Article 39 and Subparagraphs (1) and (2) of Article 40 in this Law.
                In case any employer fails to sign a labour contract in written form with a worker after one year as of the date of using him, it shall be regarded that the employer and the worker has concluded a labour contract without a fixed period.

                Article 15 labour contracts with a period to complete the prescribed work are the labour contracts in which the period of the contract shall be stipulated upon the completion of the prescribed work by the employers and workers.
                Employers and workers may conclude labour contracts with a period to complete the prescribed work upon consensus by consultation.

                Article 16 A labour contract shall be concluded upon consensus by consultation of the employer and the employee, and it shall become effective upon the signatures or seals on the text of the labour contract by the employer and the worker.
                The employer and the worker shall hold one copy of the text of the labour contract respectively.

                Article 17 A labour contract shall contain the clauses as follows:
                (1) The employer'S name, residence and legal representative or major principal;
                (2) The worker'S name, residence and number of identity card or any other valid identity certificate;
                (3) The time limit for the labour contract;
                (4) The work contents and place;
                (5) The work time, rest and vocation;
                (6) The remunerations;
                (7) The social security;
                (8) The labour protection, work conditions and protection against and prevention of occupational harm; and
                (9) Other matters that shall be incorporated in the labour contract according to any law or regulation.
                Except for the essential clauses as specified in the preceding paragraph, the probation period, training, confidentiality, supplementary insurances, fringe benefit as well as other items may be stipulated in the labour contract by the employer and the worker upon consensus.

                Article 18 In the case of any dispute due to any unspecified remunerations, work conditions and other criterions in the labour contracts, employers and workers may have another negotiation. If there is no agreement upon the negotiations, the provisions of the collective contracts shall be observed. If there is no collective contract or no such stipulation relating to the remuneration, the principle of equal pay for equal work shall be followed. If there is no collective contract or such stipulation concerning the work conditions and other criterions in the collective contract, the relevant provisions of the state shall be abided by.

                Article 19 Where the term of a labour contract is above three months but less than one year, the probation period thereof shall not be more than one month. Where the term of a labour contract is above one year but less than three years, the probation period thereof shall be less than two months. With respect to a labour contract with a fixed period of above three years or without a fixed period, the probation period thereof shall not be in excess of six months.
                An employer can only stipulate one probation period with a same worker.
                No probation period may be stipulated in a labour contract with a period to complete the prescribed work or a labour contract with a fixed period of less than three months.
                The probation period shall be contained in the term of labour contracts. If only the probation period is stipulated in a labour contract, it shall be untenable and the said period shall be the term of the labour contract.

                Article 20 During the probation period, the salary of a worker shall not be lower than the minimum salary for the same post of the same employer or not lower than 80 percent of the wage as stipulated in the labour contract, nor may it be lower than the minimum wage of the locality where the entity is situated.

                Article 21 During the probation period, unless the worker is under any of the circumstances as prescribed in Article 39 and Subparagraphs (1) and (2) of Article 40 of this Law, the employer shall not terminate the labour contract. If the employer terminates the labour contract during the probation period, it shall make an explanation to the worker.

                Article 22 Where an employer pays special training expenses exclusively for a worker for special technical training, it may conclude an agreement with the worker concerning the service period.
                Where any worker is in violation of the service period stipulation, he shall pay the employer a penalty for breach of contract as stipulated. The amount of penalty for breach of contract shall not be in excess of the training fees as provided by the employer. The penalty for breach of contract that the worker pays as required by the employer shall be no more than the training expenses amortized in the service period unperformed.
                In the case of any stipulated service period between the employer and the worker, it shall not influence the increase of the remuneration of the worker during the service period under the normal wage adjustment mechanism.

                Article 23 Employers and workers may stipulate such issues as keeping confidential the business secrets and intellectual property rights of the employers in the labour contract.
                With respect to a worker who has the obligation of keeping secrets, the employer may stipulate non-competition clauses with the worker in the labour contract or in the confidentiality agreement and stipulate that economic compensations shall be given to the worker by month within the non-competition period after the labour contract is cancelled or terminated. Where the worker is in violation of the stipulation on non-competition, he shall pay a penalty for breach of contract to the employer.

                Article 24 The personnel under non-competition shall be limited to senior mangers, senior technicians and other personnel who have the obligation to keep secrets in the entity. The range, geographical scope and time limit for non-competition shall be stipulated by the employer and the worker. The stipulation relating to non-competition shall not violate any law or regulation.
                After the cancellation or termination of a labour contract, the period of non-competition for any of the persons referred to in the preceding paragraph to work for any other employer producing or engaging in products of the same category or conducting business of the same category as this employer shall not be more than two years.

                Article 25 Except for the circumstances as prescribed in Articles 22 and 23 of this Law, the employer shall not stipulate in the labour contract that the worker shall pay the penalty for breach of contract.

                Article 26 The following labour contracts are invalid or are partially invalid if:
                (1) Any party concludes or modifies, by way of deception or coercion or taking advantage of the other party'S difficulties, makes the other party to conclude or to make an amendment of a labour contract that is contrary to that party'S true will;
                (2) Any employer exempts its legal liability thereof or denies the worker'S rights; or
                (3) Any violation of mandatory provisions of laws or administrative regulations occurs.
                In the case of any dispute relating to the invalid or partially invalid labour contract, the labour dispute arbitration institution or the people'S court shall be responsible for the confirmation.

                Article 27 In case the invalidity of any part of a labour contract does not affect the validity of the other parts thereof, the other parts shall still remain valid.

                Article 28 Where a labour contract is confirmed as invalid, if the worker has already worked for the employer, the employer shall pay remunerations to the worker. The amount of remunerations shall be determined according to the remuneration to the workers taking up the same or similar posts of this entity by analogy.

                Chapter III Performance and Alteration of labour Contracts

                Article 29 Employers and workers shall fully perform their obligations respectively in accordance with the stipulations in the labour contracts.

                Article 30 An employer shall pay the workers thereof the full amount of remunerations in a timely manner in accordance with the contractual stipulations and the provisions of the state.
                In case any employer postpones or fails to pay the full amount of remunerations, workers may apply to the local people'S court for an order of payment and the people'S court shall issue an order of payment according to law.

                Article 31 Employers shall strictly perform the criterion on labour quota, and may not force any worker to work overtime or do so in a disguised form. As for the employer that arranges overtime work, it shall pay the worker for the overtime work in accordance with the relevant provisions of the state.

                Article 32 Where any worker refuses to perform dangerous operations due to the illicit command or forcibly order of the manager of the employer, he may not be deemed to be in violation of the labour contract.
                Workers are entitled to criticize, expose to the authorities or bring a lawsuit against the employer if the employer'S work conditions may endanger their life safety and health.

                Article 33 Alterations of the name, legal representative, key principal or investor of any employer may not influence the performance of the labour contracts.

                Article 34 In the case of merger or split-up of the employer, the original labour contracts thereof shall still remain valid. Such labour contracts shall be performed by the employer succeeding to the rights and obligations of the aforesaid employer.

                Article 35 Employers and workers may alter the contents as stipulated in the labour contract upon consensus by consultation. The alterations to the labour contracts shall be made in written form.
                The employer and the worker shall hold one copy of the altered labour contract respectively.

                Chapter IV Cancellation and Termination of labour Contracts

                Article 36 An employer and a worker may cancel the labour contract upon consensus by consultation.

                Article 37 A worker may cancel the labour contract if he informs the employer in written form 30 days in advance. During the probation period, a worker may cancel the labour contract if he informs the employer three days in advance.

                Article 38 In the case of any of the following circumstances occurring to an employer, a worker may cancel the labour contract:
                (1) It fails to provide labour protection or work conditions as stipulated in the labour contract;
                (2) It fails to pay the full amount of remunerations in a timely manner;
                (3) It fails to pay social security premiums for the workers according to law;
                (4) The bylaws thereof are inconsistent with any law or regulation and damage the rights and interests of the workers;
                (5) A labour contract is invalid due to the circumstance referred to in Paragraph 1 of Article 26 of this Law; or
                (6) Any other circumstance as prescribed by law or administrative regulation under which the labour contract may be cancelled.
                Where any worker is forced to work by violence, threat or illegally limiting his personal freedom, or is forced to perform dangerous operations which may endanger his personal safety under illicitly commands or forces of the employer, the worker may immediately cancel the labour contract without informing the employer in advance.

                Article 39 In the case of any of the following circumstances occurring to a worker, the employer may cancel the labour contract:
                (1) He has been proved not to satisfy the recruitment requirements during the probation period;
                (2) He is in serious violation of the bylaws of the employer;
                (3) He causes any severe damages to the employer due to his grave negligence to duties or seeking private benefits;
                (4) He establishes a labour relationship with other employers at the same time and may seriously influence his completion of the work in this entity, or he refuses to make a correction after the employer has pointed it out;
                (5) The labour contract is invalidated due to the circumstance referred to in Subparagraph (1), Paragraph 1, Article 26 of this Law; or
                (6) He is subject to criminal liabilities according to law.

                Article 40 In the case of any of the following circumstances, the employer may cancel the labour contract after it notifies the worker himself in written form 30 days in advance or after it pays the worker an extra month'S salary:
                (1) The worker falls ill or is injured for a non-work-related reason, and is not able to bear the original post after the expiration of the medical treatment period as prescribed, nor can he assume any other position as arranged by the employer;
                (2) The worker is incapable of doing his job and remains so upon training or upon adjustment to his post; or
                (3) The objective circumstance on which the conclusion of the labour contract is based has changed significantly, which results in that the labour contract is unable to be performed and no agreement concerning the modification of contents of the labour contract is reached after consultation between the employer and the worker.

                Article 41 In the case of any of the following circumstances, if the employer needs to cut down above 20 workers, or if it needs to cut down less than 20 workers but the number accounts for 10 percent or above of the total number of the workers, the employer shall make an explanation to the labour union or to all workers 30 days in advance. After it has solicited the opinions of the labour union or the workers, it may have the reduction after reporting the plan to the labour administrative department:

                (1) It is under revitalization in accordance with the Enterprise Bankruptcy Law;
                (2) Serious problems in production and business operation occur;
                (3) The enterprise has changed products, made significant technological renovation or adjusted the form of business operation, and still needs to have reduction after the labour contracts are altered; or
                (4) The objective economic circumstance, on which the labour contract is based, has altered significantly and it is unable to perform the labour contract.

                Priority shall be given to the following workers when the employer has a reduction:
                (1) Those who have concluded labour contracts with a long fixed period;
                (2) Those who have concluded labour contracts without a fixed period; and
                (3) Those whose family has no other workers and have seniors or minors to support.
                If any employer that cuts down the number of workers according to Paragraph 1 of this Article intends to hire new workers within six months after the reduction, it shall inform the workers cut down and shall give priority to the workers cut down under equal conditions.

                Article 42 In the case of any of the following circumstances occurring to a worker, the employer may not cancel the labour contract in accordance with Articles 40 and 41 of this Law:
                (1) Any worker who conducts operations exposing him to occupational disease hazards has not gone through an occupational health check before leaving his post, or is suspected of having an occupational disease and is under diagnoses or medical observation;
                (2) Any worker who has occupational disease or was injured at work has lost or partially lost his capacity to work as confirmed during his employment with the employer;
                (3) Any worker is suffering from illness or is injured not at work, and the period of medical treatment as prescribed therefore has not expired;
                (4) Any female worker is in her pregnancy, confinement or lactation period;
                (5) Any worker has been working for the employer for more than 15 years continuously and it is less than five years away from his legal retirement age;
                (6) Other circumstances as prescribed by laws or administrative regulations.

                Article 43 Any employer that cancels a labour contract unilaterally shall notify the labour union with relevant explanations in advance. In case the employer is in violation of any law, administrative regulation or stipulation of the labour contract, the labour union is entitled to require the employer to make a correction. The employer shall take the opinions of the labour union into account and notify the labour union concerning the relevant results in written form.

                Article 44 In the case of any of the following circumstances, labour contracts shall be terminated:
                (1) The term of the labour contract expires;
                (2) The worker has begun to enjoy the basic endowment insurance treatment;
                (3) The worker is deceased, or is dead or missing as announced by the people'S court;
                (4) The employer is announced bankrupt according to law;
                (5) The employer is revoked of business license thereof, ordered to close down, discharged, or it determines to dismiss before the schedule;
                (6) Other circumstances as prescribed in laws or administrative regulations occur.

                Article 45 Where a labour contract expires, if it is under any of the circumstances as prescribed in Article 42 of this Law, the term of labour contract shall be correspondingly extended to the time when the relevant circumstance disappears. However, the issues concerning termination of the labour contract of a worker who has lost or partially lost his capacity to work as prescribed in Subparagraph (2) of Article 42 of this Law shall be handled under the relevant provisions regarding occupational injury insurance.

                Article 46 In the case of any of the following circumstances, employers shall make an economic compensation to the workers:
                (1) Any worker cancels the labour contract according to Article 38 of this Law;
                (2) Any employer intends to cancel the labour contract with the worker according to Article 36 of this Law and reaches consensus with the worker by consultation;
                (3) The employer cancels the labour contract pursuant to Article 40 of this Law;
                (4) The employer cancels the labour contract subject to the Paragraph 1 of Article 41 of this Law;
                (5) The labour contract is a contract with a fixed period, which is terminated in accordance with Paragraph 1 of Article 44 of this Law, except that the worker disagrees to renew the contract even though the conditions offered by the employer are the same as or better than those stipulated in the current contract;
                (6) The labour contract is terminated in accordance with Subparagraphs (4) and (5) of Article 44 of this Law; or
                (7) Other circumstances as prescribed by laws and administrative regulations.

                Article 47 The economic compensation shall be paid to workers according to the number of years he has worked for the employer by the rate of one month'S salary for each full year he worked. Any period of above six months but less than one year shall be deemed as one year. The economic compensations that are paid to a worker for any period of less than six months shall be half of his monthly salary.
                If the monthly salary of a worker is more than three times higher than the average monthly salary of workers as announced in the previous year by the people'S government at the municipal level directly under the Central Government or at the level of districted city where the entity is situated, the rate for the economic compensations paid to him shall be three times the average monthly salary of workers and the period subject to compensation may not exceed 12 years.
                Monthly salary as mentioned in this Article means the average monthly salary of the worker for the 12 months before cancellation or termination of the labour contract thereof.

                Article 48 In the case of any employer cancels or terminates a labour contract that violates this Law, if any worker requests for continual performance of the contract, the employer shall do so as required. If the worker does not request so or continual performance of the labour contract is impossible, the employer shall pay damages to the worker in accordance with Article 87 of this Law.

                Article 49 The state shall adopt relevant measures to establish and perfect a system which ensures that the workers?social security relationship can be transferred from one region to another and can be continued in other regions.

                Article 50 When canceling or terminating a labour contract, the employer shall issue a certification for the cancellation or termination of the labour contract simultaneously and shall complete the procedures for the transfer of the worker'S archives and social security relationship within 15 days.
                The worker shall go through the procedures for the handover of his work as stipulated between both parties. In case the employer shall pay an economic compensation to the worker as required by relevant provisions of this Law, it shall make a payment upon completion of the procedures for the handover of the work.
                The text of the cancelled or terminated labour contracts shall be preserved by the employer for at least two years for reference.

                Chapter V Special Rules

                Section 1 Collective Contracts

                Article 51 The enterprise workers, as one party, may conclude a collective contract with the employer in terms of remuneration, working hours, rest and vacation, work safety and healthy care, social insurance and welfare, etc. upon equal consultation. The draft of the collective contract shall be presented to workers?congress or all the workers for discussion and approval.
                A collective contract shall be concluded between the labour union that is on behalf of the enterprise workers and the employer. In case of any employer that may not have a labour union yet, the contract shall be concluded between the employer and the representatives as chosen by the workers upon the guidance of the labour union at the next higher level.

                Article 52 The enterprise workers, as one party, may conclude specialized collective contracts with the employer with respect to the work safety and sanitation, protection of the rights and interests of female workers, the salary adjustment mechanism, etc.

                Article 53 In regions of county level or below, the labour unions may conclude industrial or regional collective contracts with the representatives of enterprises in such industries as construction, mining, catering services, etc.

                Article 54 After the conclusion of a collective contract, it shall be submitted to the labour administrative department. Where the labour administrative department raises no objection within 15 days as of the receipt of the collective contract, the collective contract shall become effective.

                A collective contract that has been concluded according to law is binding upon both the employers and the workers. An industrial or regional collective contract is binding upon both the employers and workers in the industry or in the region.

                Article 55 Such standards as remunerations, working conditions, etc. as prescribed in a collective contract shall not be lower than the minimum standards as prescribed by the local people'S government. The standards such as remunerations, working conditions, etc. as prescribed in the labour contract between an employer and a worker shall not be lower than those as prescribed in the collective contract.

                Article 56 In case an employer breaches the collective contract and infringes upon the labour rights and interests of the workers, the labour union may demand the employer to bear the liability according to law. Where any dispute arises from the performance of the collective contract and no agreement is reached upon consultation, the labour union may apply for arbitration or bring a lawsuit according to law.

                Section 2 labour Dispatch

                Article 57 labour dispatch service providers shall be established as prescribed by the Company Law and have registered capital of no less than 500,000 yuan.

                Article 58 labour dispatch service providers are employers as mentioned in this Law and shall perform obligations toward workers. The labour contract between a labour dispatch service provider and a worker to be dispatched shall specify the issues as prescribed in Article 17 of this Law, and shall also indicate issues such as the entity to which the worker will be dispatched, the dispatched term, post, etc.
                The labour contract between the labour dispatch service provider and the dispatched workers shall be a labour contract with a fixed term of more than two years, and the remunerations thereof shall be paid by the labour dispatch service provider on a monthly basis. During periods when there is no work for the workers, relevant remunerations shall be paid to such workers by the labour dispatch service provider on a monthly basis at the minimum salary as prescribed by the people'S government of the region where the labour dispatch service provider is situated.

                Article 59 When dispatching workers, a labour dispatch service provider shall conclude a labour dispatch agreement with the entity that accepts the workers in a labour dispatch manner (hereinafter referred to as the accepting entity). Relevant issues shall be stipulated in the dispatch agreement regarding the posts for dispatched workers, the number of dispatched workers, the term of dispatch, the amount and payment of remunerations and social security premiums, and the liability for breach of agreement.
                An accepting entity shall determine the term of dispatch with the labour service dispatch provider in light of the actual requirements of the posts, and shall not divide a continuous term of labour use into a couple of short-term dispatch agreements.

                Article 60 A labour dispatch service provider shall notify the dispatched workers concerning the content of the dispatch agreements.
                No labour dispatch service provider may withhold any remuneration that is paid to the workers by the accepting entity under the dispatch agreement.
                No labour dispatch service provider or accepting entity may charge any fee against any dispatched workers.

                Article 61 Where a labour dispatch service provider designates a worker to an accepting entity in another region, the worker'S remuneration and working conditions shall be subject to relevant standards of the location where the accepting entity is situated.

                Article 62 The following obligations shall be performed by an accepting entity:
                (1) Carrying out labour standards of the state and providing relevant working conditions and labour protection;
                (2) Informing the dispatched workers of job requirements and labour remuneration;
                (3) Paying overtime remunerations and performance bonuses and providing benefits relevant to the post;
                (4) Providing the dispatched workers who assume the posts with corresponding training as required; and
                (5) Adopting a normal salary adjustment system in the case of continuous placement.

                No accepting entity may reassign the dispatched workers to any other employer.

                Article 63 The dispatched workers shall enjoy the right to obtain the same pay as that received by workers of the accepting entity for the equal work. In case there is no worker in the same post in the accepting entity, the remunerations thereof shall be determined by referring to the payment in the place where the accepting entity is situated to workers at the same or a similar post.

                Article 64 The dispatched workers are entitled to join the labour union or to organize such unions in the labour dispatch service provider or in the accepting entity according to law, in order to safeguard their lawful rights and interests.

                Article 65 A dispatched worker may cancel the labour contract with the labour dispatch service provider as prescribed in Articles 36 and 38 of this Law.

                Where a dispatched worker is under any of the circumstances as mentioned in Article 39 and Subparagraphs (1) and (2) of Article 40, the accepting entity may return the worker back to the labour dispatch service provider, and the labour dispatch service provider may cancel the labour contract thereof as prescribed in this Law.

                Article 66 The dispatched workers shall assume the temporary, assistant or substitute posts in general.

                Article 67 No accepting entity may establish a labour dispatch service provider to dispatch workers to itself or its subordinates.

                Section 3 Non-Full-Time labour

                Article 68 Non-full-time labour refers to a form of labour for which the remuneration is generally calculated on hourly basis, the average working hours of a worker per day shall not be more than four hours and the cumulative working hours per week for the same employer shall not be more than 24 hours.

                Article 69 Both parties related to non-full-time labour may conclude an oral agreement.
                Any worker that conducts non-full-time labour may conclude labour contracts with one employer or more, but no labour contract concluded later may influence the performance of the labour contract concluded previously.

                Article 70 No probation period may be stipulated for non-full-time labour by both parties.

                Article 71 Either of the parties related to non-full-time labour may notify the other party to terminate the labour at any time. When terminating any non-full-time labour, the employer shall pay no economic compensation to the worker.

                Article 72 The standards for the remuneration for non-full-time labour on hourly basis shall be no less than the minimum hourly salary rates as prescribed by the people'S government of the region where the employer is situated.

                The period of remuneration settlement and payment for non-full-time labour shall not be more than 15 days.

                Chapter VI Supervison and Inspection

                Article 73 The labour administrative department of the State Council shall have the responsibility of the surveillance and inspection on the implementation of the labour contracts system all over the country.
                The labour administrative departments of the local people'S governments at or above the county level shall have the responsibility of surveillance and inspection on the implementation of the labour contracts system within their administrative areas respectively.
                During the surveillance and inspection on the implementation of the labour contracts system, the labour competent authorities of the people'S governments at or above the county level shall consult the labour unions, enterprise representatives and relevant industrial competent authorities.

                Article 74 The labour administrative departments of the local people'S governments at or above the county level shall perform surveillance and inspection on the following implementation of the labour contract system according to laws:
                (1) The employers?constitution of bylaws and regulations in direct relation to the interests of workers, and the implementation conditions thereof;
                (2) The conclusion and cancellation of labour contracts by employers and workers;
                (3) The abidance by relevant regulations concerning labour dispatch by labour dispatch service providers and the accepting entities;
                (4) The employers?abidance by provisions of the state regarding working hours, rest and vacation of the workers;
                (5) The employers?payment for remuneration as specified in the labour contracts and abidance by the minimum salary standards;
                (6) The employers?participation in the social insurance and payment for social insurance premiums; and
                (7) Other labour surveillance issues as prescribed by relevant laws and regulations.

                Article 75 When conducting the surveillance and inspection, the labour administrative department of the people'S government at or above the county level is entitled to consult relevant materials with respect to the labour contracts and collective contracts and it has the rights to carry out spot inspections on the work places. The employers and workers shall provide relevant information and materials faithfully.
                When performing an inspection, the functionaries of the labour administrative department shall show the certificates, exercise their powers according to laws and enforce the law in a courteous way.

                Article 76 The relevant competent authorities of construction, sanitary, work safety surveillance and administration, etc. of the people'S governments at or above the county level shall surveil and administer the employers?implementation of the labour contracts system under their respective responsibilities.

                Article 77 With respect to any worker whose lawful rights and interests is infringed, he is entitled to require the relevant department to deal with the case, or apply for an arbitration or bring a lawsuit according to law.

                Article 78 A labour union shall maintain the workers?legitimate rights and interests in accordance with relevant law and surveil the employer'S performance of the labour contracts and collective contracts. In the case of any violation of any law or regulation or any breach of labour contract or collective contract by any employer, the labour union has the rights to bring forward opinions and require this employer to make a correction. Where the worker applies for arbitration or brings a lawsuit, the labour union shall support and assist him according to law.

                Article 79 Any organization or individual has the right to report any violations of this Law. The labour competent authorities of the people'S governments at or above the county level shall timely verify and handle such violations and shall grant awards to the person worthy of merit in reporting the violations.

                Chapter VII Legal Liabilities

                Article 80 In case an employer'S bylaws in direct relation to the workers?interests are inconsistent with any law or regulation, it shall be order to make a correction by the labour administration department and shall be given a warning. If any damage occurs to the workers by the aforesaid bylaws, the employer shall assume the liability for compensation.

                Article 81 If a labour contract provided by an employer fails to specify any of the mandatory clauses as requires to be contained in such contracts by this Law or if an employer fails to deliver the document of the labour contract to the worker, it shall be ordered to make a correction by the labour administration department. If any damage occurs to the worker, the employer shall assume the liability for compensation.

                Article 82 If an employer fails to conclude a labour contract in written form with a worker in more than one month but less than one year after the date of starting to use him, it shall pay the worker double amount of his salary every month.
                If an employer fails to conclude a labour contract without a fixed period with a worker against this Law, it shall pay the worker double amount of his salary every month, starting from the date on which a labour contract without a fixed period should have been concluded.

                Article 83 If any employer stipulates the probation period with any worker in violations of this Law, it shall be ordered to make a correction by the labour administration department. If the illegally stipulated probation has been performed, the worker shall be paid compensation by the employer in light of the time worked on probation beyond the statutory probation period, at the rate of the worker'S monthly salary after probation.

                Article 84 Where an employer violates this Law due to detaining any worker'S identity card or other certificates, it shall be ordered by the labour administrative department to return the aforesaid certificates to the worker within a time limit and shall be punished according to law.
                Where an employer is in violation of this Law due to collecting property from workers in form of guaranty or in any other excuse, it shall be ordered by the labour administrative department to return the aforesaid property to the workers within a time limit and shall be imposed upon a fine of no less than 500 yuan but not more than 2,000 yuan for each person. If any damage occurs to the workers, the employer shall bear the liability for compensation.
                In the case of any lawful cancellation or termination of the labour contract by a worker, if the employer retains the archives or other articles of the worker, it shall be punished under the provisions of the preceding paragraph.

                Article 85 In the case of any of the following circumstances occurring to any employer, it shall be ordered by the labour administrative department to pay the remunerations, overtime remunerations or economic compensations within a time limit. If the remuneration is lower than the local minimum salary, the employer shall pay the shortfall. If payment is not made within the time limit, the employer shall be ordered to pay an extra compensation to the worker at a rate of not less than 50 percent and not more than 100 percent of the payable amount:

                (1) It fails to timely pay a worker full remunerations as stipulated in the labour contract or prescribed by the state;
                (2) It pays a worker the salary that is lower than the local minimum salary;
                (3) It arranges overtime work but does not pay overtime remunerations; or
                (4) It cancels or terminates a labour contract without paying the worker the economic compensation in accordance with this Law.

                Article 86 Where a labour contract has been confirmed as invalid in accordance with Article 26 of this Law, if any damage occurs to the other party, the party at fault shall be liable for compensation.

                Article 87 Where any employer cancels or terminates the labour contract in violation of this Law, a compensation shall be paid to the worker at the rate of twice of the economic compensations as prescribed in Article 47 of this Law.

                Article 88 In the case of any of the following circumstances, an employer shall be given an administrative punishment. If any crime is constituted, it shall be investigated for criminal liabilities. If any damage occurs to the worker, the employer shall bear the liability for compensation:

                (1) Forcing the worker to work by way of violence, threat or illegal limitation of personal freedom;
                (2) Illegally directing or ordering any worker to conduct dangerous operations that may imperil the worker'S personal safety;
                (3) Affronting, physically punishing, beating, illegally searching or detaining any worker; or
                (4) Providing bad working conditions or a seriously polluted environment, leading to severe damages to the physical or mental health of workers.

                Article 89 Where any employer is in violation of this Law because of failing to issue a certificate in written form for the cancellation or termination of a labour contract to a worker, the labour administrative department shall order it to make a correction. If any damage occurs to the worker, it shall bear the liability for compensation.

                Article 90 With respect to any worker cancels the labour contract in violation of this Law, or is in violation of relevant stipulations of the labour contract concerning the confidentiality obligation or non-competition, he shall bear the liability for compensation if any loss occurs to the employer.

                Article 91 Where any employer hires a worker that has not cancelled or terminated a labour contract with other employer, if any loss occurs to the former employer, the new employer shall bear joint liability of compensation.

                Article 92 In case any labour dispatch service provider is in violation of this Law, the labour administrative department and other relevant competent authorities shall order it to make a correction. In the case of any severe circumstances, it shall be imposed a fine of not less than 1,000 but not more than 5,000 per person and its business license shall be revoked by the administrative department for industry and commerce. If any damage occurs to the dispatched workers, the labour dispatch service provider and the accepting entity shall be jointly liable for compensation.

                Article 93 In the case of any committed violation or crime by an employer without lawful business operation qualifications, it shall be investigated for legal liabilities. If the workers have already worked for the employer, the employer or its capital contributors shall pay the workers remunerations, economic compensations or indemnities as prescribed in this Law. If any damage occurs to the worker, they shall bear the liability for compensation.

                Article 94 In case any worker is hired by an individual as a business operation contractor in violation of this Law, if any damage occurs to the worker, the contract-letting organization and the individual business operation contractor shall bear joint liability for compensation.

                Article 95 Where the labour administrative department, other relevant administrative department, or any of the personnel thereof neglects its/his duties, fails perform the statutory duties or exercises its/his powers in violation of law, if any damage occurs to the worker or the employer, it/he shall bear the liability for compensation. The directly liable principal and other directly liable persons shall be given an administrative sanction. In the case of any constituted crime, they shall be investigated for criminal liabilities.

                Chapter VIII Supplementary Rules

                Article 96 With respect to any conclusion, performance, alteration, cancellation or termination of labour contract between a public institution and a worker under the labour system, it shall be subject to this Law, except that it is otherwise prescribed by any law, administrative regulation or by the State Council.

                Article 97 With respect to any labour contract that has been concluded before the implementation of this Law and continues to exist on the implementation date of this Law, it shall be kept on performing. According to Subparagraph (3) of the Paragraph 2 of Article 14 of this Law, the number of consecutive times on which a labour contract with a fixed period is concluded shall be calculated from the first renewal of such contract after the implementation of this Law.
                If a labour relationship has been established before the implementation of this Law without concluding a labour contract in written form, the aforesaid contract shall be concluded within one month as of the date on which this Law comes into force.
                Where a labour contract that exists on the implementation date of this Law is cancelled or terminated after the implementation of this Law, if any economic compensation shall be paid to the worker under Article 46 of this Law, the number of years for which the economic compensation is payable shall be calculated from the implementation date of this Law. If an employer shall pay economic compensation to a worker under relevant effective regulations before the implementation of this Law, it shall be handled subject to the relevant effective regulations at that time.

                Article 98 This Law shall enter into force as of January 1, 2008.



                 
                中華人民共和國勞動合同法

                (2007年6月29日第十屆全國人民代表大會常務委員會第二十八次會議通過)


                目  錄
                第一章 總  則
                  第二章 勞動合同的訂立
                  第三章 勞動合同的履行和變更
                  第四章 勞動合同的解除和終止
                  第五章 特別規定
                    第一節 集體合同
                    第二節 勞務派遣
                    第三節 非全日制用工
                  第六章 監督檢查
                  第七章 法律責任
                第八章 附  則


                第一章 總  則
                  第一條 為了完善勞動合同制度,明確勞動合同雙方當事人的權利和義務,保護勞動者的合法權益,構建和發展和諧穩定的勞動關系,制定本法。

                  第二條 中華人民共和國境內的企業、個體經濟組織、民辦非企業單位等組織(以下稱用人單位)與勞動者建立勞動關系,訂立、履行、變更、解除或者終止勞動合同,適用本法。
                  國家機關、事業單位、社會團體和與其建立勞動關系的勞動者,訂立、履行、變更、解除或者終止勞動合同,依照本法執行。

                  第三條 訂立勞動合同,應當遵循合法、公平、平等自愿、協商一致、誠實信用的原則。
                  依法訂立的勞動合同具有約束力,用人單位與勞動者應當履行勞動合同約定的義務。

                  第四條 用人單位應當依法建立和完善勞動規章制度,保障勞動者享有勞動權利、履行勞動義務。
                  用人單位在制定、修改或者決定有關勞動報酬、工作時間、休息休假、勞動安全衛生、保險福利、職工培訓、勞動紀律以及勞動定額管理等直接涉及勞動者切身利益的規章制度或者重大事項時,應當經職工代表大會或者全體職工討論,提出方案和意見,與工會或者職工代表平等協商確定。
                  在規章制度和重大事項決定實施過程中,工會或者職工認為不適當的,有權向用人單位提出,通過協商予以修改完善。
                  用人單位應當將直接涉及勞動者切身利益的規章制度和重大事項決定公示,或者告知勞動者。
                  第五條 縣級以上人民政府勞動行政部門會同工會和企業方面代表,建立健全協調勞動關系三方機制,共同研究解決有關勞動關系的重大問題。

                  第六條 工會應當幫助、指導勞動者與用人單位依法訂立和履行勞動合同,并與用人單位建立集體協商機制,維護勞動者的合法權益。

                第二章 勞動合同的訂立
                  第七條 用人單位自用工之日起即與勞動者建立勞動關系。用人單位應當建立職工名冊備查。
                  第八條 用人單位招用勞動者時,應當如實告知勞動者工作內容、工作條件、工作地點、職業危害、安全生產狀況、勞動報酬,以及勞動者要求了解的其他情況;用人單位有權了解勞動者與勞動合同直接相關的基本情況,勞動者應當如實說明。

                  第九條 用人單位招用勞動者,不得扣押勞動者的居民身份證和其他證件,不得要求勞動者提供擔?;蛘咭云渌x向勞動者收取財物。

                  第十條 建立勞動關系,應當訂立書面勞動合同。
                  已建立勞動關系,未同時訂立書面勞動合同的,應當自用工之日起一個月內訂立書面勞動合同。
                  用人單位與勞動者在用工前訂立勞動合同的,勞動關系自用工之日起建立。

                  第十一條 用人單位未在用工的同時訂立書面勞動合同,與勞動者約定的勞動報酬不明確的,新招用的勞動者的勞動報酬按照集體合同規定的標準執行;沒有集體合同或者集體合同未規定的,實行同工同酬。

                  第十二條 勞動合同分為固定期限勞動合同、無固定期限勞動合同和以完成一定工作任務為期限的勞動合同。

                  第十三條 固定期限勞動合同,是指用人單位與勞動者約定合同終止時間的勞動合同。
                  用人單位與勞動者協商一致,可以訂立固定期限勞動合同。

                  第十四條 無固定期限勞動合同,是指用人單位與勞動者約定無確定終止時間的勞動合同。
                  用人單位與勞動者協商一致,可以訂立無固定期限勞動合同。有下列情形之一,勞動者提出或者同意續訂、訂立勞動合同的,除勞動者提出訂立固定期限勞動合同外,應當訂立無固定期限勞動合同:
                 ?。ㄒ唬﹦趧诱咴谠撚萌藛挝贿B續工作滿十年的;
                 ?。ǘ┯萌藛挝怀醮螌嵭袆趧雍贤贫然蛘邍衅髽I改制重新訂立勞動合同時,勞動者在該用人單位連續工作滿十年且距法定退休年齡不足十年的;
                 ?。ㄈ┻B續訂立二次固定期限勞動合同,且勞動者沒有本法第三十九條和第四十條第一項、第二項規定的情形,續訂勞動合同的。
                用人單位自用工之日起滿一年不與勞動者訂立書面勞動合同的,視為用人單位與勞動者已訂立無固定期限勞動合同。

                  第十五條 以完成一定工作任務為期限的勞動合同,是指用人單位與勞動者約定以某項工作的完成為合同期限的勞動合同。
                  用人單位與勞動者協商一致,可以訂立以完成一定工作任務為期限的勞動合同。

                  第十六條 勞動合同由用人單位與勞動者協商一致,并經用人單位與勞動者在勞動合同文本上簽字或者蓋章生效。
                  勞動合同文本由用人單位和勞動者各執一份。

                  第十七條 勞動合同應當具備以下條款:
                 ?。ㄒ唬┯萌藛挝坏拿Q、住所和法定代表人或者主要負責人;
                 ?。ǘ﹦趧诱叩男彰?、住址和居民身份證或者其他有效身份證件號碼;
                 ?。ㄈ﹦趧雍贤谙?;
                 ?。ㄋ模┕ぷ鲀热莺凸ぷ鞯攸c;
                 ?。ㄎ澹┕ぷ鲿r間和休息休假;
                 ?。﹦趧訄蟪?;
                 ?。ㄆ撸┥鐣kU;
                 ?。ò耍﹦趧颖Wo、勞動條件和職業危害防護;
                 ?。ň牛┓?、法規規定應當納入勞動合同的其他事項。
                  勞動合同除前款規定的必備條款外,用人單位與勞動者可以約定試用期、培訓、保守秘密、補充保險和福利待遇等其他事項。

                  第十八條 勞動合同對勞動報酬和勞動條件等標準約定不明確,引發爭議的,用人單位與勞動者可以重新協商;協商不成的,適用集體合同規定;沒有集體合同或者集體合同未規定勞動報酬的,實行同工同酬;沒有集體合同或者集體合同未規定勞動條件等標準的,適用國家有關規定。

                  第十九條 勞動合同期限三個月以上不滿一年的,試用期不得超過一個月;勞動合同期限一年以上不滿三年的,試用期不得超過二個月;三年以上固定期限和無固定期限的勞動合同,試用期不得超過六個月。
                  同一用人單位與同一勞動者只能約定一次試用期。
                  以完成一定工作任務為期限的勞動合同或者勞動合同期限不滿三個月的,不得約定試用期。
                  試用期包含在勞動合同期限內。勞動合同僅約定試用期的,試用期不成立,該期限為勞動合同期限。

                  第二十條 勞動者在試用期的工資不得低于本單位相同崗位最低檔工資或者勞動合同約定工資的百分之八十,并不得低于用人單位所在地的最低工資標準。

                  第二十一條 在試用期中,除勞動者有本法第三十九條和第四十條第一項、第二項規定的情形外,用人單位不得解除勞動合同。用人單位在試用期解除勞動合同的,應當向勞動者說明理由。

                  第二十二條 用人單位為勞動者提供專項培訓費用,對其進行專業技術培訓的,可以與該勞動者訂立協議,約定服務期。
                  勞動者違反服務期約定的,應當按照約定向用人單位支付違約金。違約金的數額不得超過用人單位提供的培訓費用。用人單位要求勞動者支付的違約金不得超過服務期尚未履行部分所應分攤的培訓費用。
                  用人單位與勞動者約定服務期的,不影響按照正常的工資調整機制提高勞動者在服務期期間的勞動報酬。

                  第二十三條 用人單位與勞動者可以在勞動合同中約定保守用人單位的商業秘密和與知識產權相關的保密事項。
                  對負有保密義務的勞動者,用人單位可以在勞動合同或者保密協議中與勞動者約定競業限制條款,并約定在解除或者終止勞動合同后,在競業限制期限內按月給予勞動者經濟補償。勞動者違反競業限制約定的,應當按照約定向用人單位支付違約金。

                  第二十四條 競業限制的人員限于用人單位的高級管理人員、高級技術人員和其他負有保密義務的人員。競業限制的范圍、地域、期限由用人單位與勞動者約定,競業限制的約定不得違反法律、法規的規定。
                  在解除或者終止勞動合同后,前款規定的人員到與本單位生產或者經營同類產品、從事同類業務的有競爭關系的其他用人單位,或者自己開業生產或者經營同類產品、從事同類業務的競業限制期限,不得超過二年。

                  第二十五條 除本法第二十二條和第二十三條規定的情形外,用人單位不得與勞動者約定由勞動者承擔違約金。

                  第二十六條 下列勞動合同無效或者部分無效:
                 ?。ㄒ唬┮云墼p、脅迫的手段或者乘人之危,使對方在違背真實意思的情況下訂立或者變更勞動合同的;
                 ?。ǘ┯萌藛挝幻獬约旱姆ǘㄘ熑?、排除勞動者權利的;
                 ?。ㄈ┻`反法律、行政法規強制性規定的。
                  對勞動合同的無效或者部分無效有爭議的,由勞動爭議仲裁機構或者人民法院確認。

                  第二十七條 勞動合同部分無效,不影響其他部分效力的,其他部分仍然有效。

                  第二十八條 勞動合同被確認無效,勞動者已付出勞動的,用人單位應當向勞動者支付勞動報酬。勞動報酬的數額,參照本單位相同或者相近崗位勞動者的勞動報酬確定。

                第三章 勞動合同的履行和變更
                  第二十九條 用人單位與勞動者應當按照勞動合同的約定,全面履行各自的義務。

                  第三十條 用人單位應當按照勞動合同約定和國家規定,向勞動者及時足額支付勞動報酬。
                  用人單位拖欠或者未足額支付勞動報酬的,勞動者可以依法向當地人民法院申請支付令,人民法院應當依法發出支付令。

                  第三十一條 用人單位應當嚴格執行勞動定額標準,不得強迫或者變相強迫勞動者加班。用人單位安排加班的,應當按照國家有關規定向勞動者支付加班費。

                  第三十二條 勞動者拒絕用人單位管理人員違章指揮、強令冒險作業的,不視為違反勞動合同。
                  勞動者對危害生命安全和身體健康的勞動條件,有權對用人單位提出批評、檢舉和控告。

                  第三十三條 用人單位變更名稱、法定代表人、主要負責人或者投資人等事項,不影響勞動合同的履行。

                  第三十四條 用人單位發生合并或者分立等情況,原勞動合同繼續有效,勞動合同由承繼其權利和義務的用人單位繼續履行。

                  第三十五條 用人單位與勞動者協商一致,可以變更勞動合同約定的內容。變更勞動合同,應當采用書面形式。
                  變更后的勞動合同文本由用人單位和勞動者各執一份。

                第四章 勞動合同的解除和終止
                  第三十六條 用人單位與勞動者協商一致,可以解除勞動合同。

                  第三十七條 勞動者提前三十日以書面形式通知用人單位,可以解除勞動合同。勞動者在試用期內提前三日通知用人單位,可以解除勞動合同。

                  第三十八條 用人單位有下列情形之一的,勞動者可以解除勞動合同:
                 ?。ㄒ唬┪窗凑談趧雍贤s定提供勞動保護或者勞動條件的;
                 ?。ǘ┪醇皶r足額支付勞動報酬的;
                 ?。ㄈ┪匆婪閯趧诱呃U納社會保險費的;
                 ?。ㄋ模┯萌藛挝坏囊幷轮贫冗`反法律、法規的規定,損害勞動者權益的;
                 ?。ㄎ澹┮虮痉ǖ诙鶙l第一款規定的情形致使勞動合同無效的;
                 ?。┓?、行政法規規定勞動者可以解除勞動合同的其他情形。
                  用人單位以暴力、威脅或者非法限制人身自由的手段強迫勞動者勞動的,或者用人單位違章指揮、強令冒險作業危及勞動者人身安全的,勞動者可以立即解除勞動合同,不需事先告知用人單位。

                  第三十九條 勞動者有下列情形之一的,用人單位可以解除勞動合同:
                 ?。ㄒ唬┰谠囉闷陂g被證明不符合錄用條件的;
                 ?。ǘ﹪乐剡`反用人單位的規章制度的;
                 ?。ㄈ﹪乐厥?,營私舞弊,給用人單位造成重大損害的;
                 ?。ㄋ模﹦趧诱咄瑫r與其他用人單位建立勞動關系,對完成本單位的工作任務造成嚴重影響,或者經用人單位提出,拒不改正的;
                 ?。ㄎ澹┮虮痉ǖ诙鶙l第一款第一項規定的情形致使勞動合同無效的;
                 ?。┍灰婪ㄗ肪啃淌仑熑蔚?。

                  第四十條 有下列情形之一的,用人單位提前三十日以書面形式通知勞動者本人或者額外支付勞動者一個月工資后,可以解除勞動合同:
                 ?。ㄒ唬﹦趧诱呋疾』蛘叻且蚬へ搨?,在規定的醫療期滿后不能從事原工作,也不能從事由用人單位另行安排的工作的;
                 ?。ǘ﹦趧诱卟荒軇偃喂ぷ?,經過培訓或者調整工作崗位,仍不能勝任工作的;
                 ?。ㄈ﹦趧雍贤喠r所依據的客觀情況發生重大變化,致使勞動合同無法履行,經用人單位與勞動者協商,未能就變更勞動合同內容達成協議的。

                  第四十一條 有下列情形之一,需要裁減人員二十人以上或者裁減不足二十人但占企業職工總數百分之十以上的,用人單位提前三十日向工會或者全體職工說明情況,聽取工會或者職工的意見后,裁減人員方案經向勞動行政部門報告,可以裁減人員:
                 ?。ㄒ唬┮勒掌髽I破產法規定進行重整的;
                 ?。ǘ┥a經營發生嚴重困難的;
                 ?。ㄈ┢髽I轉產、重大技術革新或者經營方式調整,經變更勞動合同后,仍需裁減人員的;
                 ?。ㄋ模┢渌騽趧雍贤喠r所依據的客觀經濟情況發生重大變化,致使勞動合同無法履行的。
                  裁減人員時,應當優先留用下列人員:
                 ?。ㄒ唬┡c本單位訂立較長期限的固定期限勞動合同的;
                 ?。ǘ┡c本單位訂立無固定期限勞動合同的;
                 ?。ㄈ┘彝o其他就業人員,有需要扶養的老人或者未成年人的。
                  用人單位依照本條第一款規定裁減人員,在六個月內重新招用人員的,應當通知被裁減的人員,并在同等條件下優先招用被裁減的人員。

                  第四十二條 勞動者有下列情形之一的,用人單位不得依照本法第四十條、第四十一條的規定解除勞動合同:
                 ?。ㄒ唬氖陆佑|職業病危害作業的勞動者未進行離崗前職業健康檢查,或者疑似職業病病人在診斷或者醫學觀察期間的;
                 ?。ǘ┰诒締挝换悸殬I病或者因工負傷并被確認喪失或者部分喪失勞動能力的;
                 ?。ㄈ┗疾』蛘叻且蚬へ搨?,在規定的醫療期內的;
                 ?。ㄋ模┡毠ぴ谠衅?、產期、哺乳期的;
                 ?。ㄎ澹┰诒締挝贿B續工作滿十五年,且距法定退休年齡不足五年的;
                 ?。┓?、行政法規規定的其他情形。

                  第四十三條 用人單位單方解除勞動合同,應當事先將理由通知工會。用人單位違反法律、行政法規規定或者勞動合同約定的,工會有權要求用人單位糾正。用人單位應當研究工會的意見,并將處理結果書面通知工會。

                  第四十四條 有下列情形之一的,勞動合同終止:
                 ?。ㄒ唬﹦趧雍贤跐M的;
                 ?。ǘ﹦趧诱唛_始依法享受基本養老保險待遇的;
                 ?。ㄈ﹦趧诱咚劳?,或者被人民法院宣告死亡或者宣告失蹤的;
                 ?。ㄋ模┯萌藛挝槐灰婪ㄐ嫫飘a的;
                 ?。ㄎ澹┯萌藛挝槐坏蹁N營業執照、責令關閉、撤銷或者用人單位決定提前解散的;
                 ?。┓?、行政法規規定的其他情形。

                  第四十五條 勞動合同期滿,有本法第四十二條規定情形之一的,勞動合同應當續延至相應的情形消失時終止。但是,本法第四十二條第二項規定喪失或者部分喪失勞動能力勞動者的勞動合同的終止,按照國家有關工傷保險的規定執行。

                  第四十六條 有下列情形之一的,用人單位應當向勞動者支付經濟補償:
                 ?。ㄒ唬﹦趧诱咭勒毡痉ǖ谌藯l規定解除勞動合同的;
                 ?。ǘ┯萌藛挝灰勒毡痉ǖ谌鶙l規定向勞動者提出解除勞動合同并與勞動者協商一致解除勞動合同的;
                 ?。ㄈ┯萌藛挝灰勒毡痉ǖ谒氖畻l規定解除勞動合同的;
                 ?。ㄋ模┯萌藛挝灰勒毡痉ǖ谒氖粭l第一款規定解除勞動合同的;
                 ?。ㄎ澹┏萌藛挝痪S持或者提高勞動合同約定條件續訂勞動合同,勞動者不同意續訂的情形外,依照本法第四十四條第一項規定終止固定期限勞動合同的;
                 ?。┮勒毡痉ǖ谒氖臈l第四項、第五項規定終止勞動合同的;
                 ?。ㄆ撸┓?、行政法規規定的其他情形。

                  第四十七條 經濟補償按勞動者在本單位工作的年限,每滿一年支付一個月工資的標準向勞動者支付。六個月以上不滿一年的,按一年計算;不滿六個月的,向勞動者支付半個月工資的經濟補償。
                  勞動者月工資高于用人單位所在直轄市、設區的市級人民政府公布的本地區上年度職工月平均工資三倍的,向其支付經濟補償的標準按職工月平均工資三倍的數額支付,向其支付經濟補償的年限最高不超過十二年。
                  本條所稱月工資是指勞動者在勞動合同解除或者終止前十二個月的平均工資。

                  第四十八條 用人單位違反本法規定解除或者終止勞動合同,勞動者要求繼續履行勞動合同的,用人單位應當繼續履行;勞動者不要求繼續履行勞動合同或者勞動合同已經不能繼續履行的,用人單位應當依照本法第八十七條規定支付賠償金。
                  第四十九條 國家采取措施,建立健全勞動者社會保險關系跨地區轉移接續制度。

                  第五十條 用人單位應當在解除或者終止勞動合同時出具解除或者終止勞動合同的證明,并在十五日內為勞動者辦理檔案和社會保險關系轉移手續。
                  勞動者應當按照雙方約定,辦理工作交接。用人單位依照本法有關規定應當向勞動者支付經濟補償的,在辦結工作交接時支付。
                  用人單位對已經解除或者終止的勞動合同的文本,至少保存二年備查。

                第五章 特別規定
                第一節 集體合同
                  第五十一條 企業職工一方與用人單位通過平等協商,可以就勞動報酬、工作時間、休息休假、勞動安全衛生、保險福利等事項訂立集體合同。集體合同草案應當提交職工代表大會或者全體職工討論通過。
                  集體合同由工會代表企業職工一方與用人單位訂立;尚未建立工會的用人單位,由上級工會指導勞動者推舉的代表與用人單位訂立。

                  第五十二條 企業職工一方與用人單位可以訂立勞動安全衛生、女職工權益保護、工資調整機制等專項集體合同。

                  第五十三條 在縣級以下區域內,建筑業、采礦業、餐飲服務業等行業可以由工會與企業方面代表訂立行業性集體合同,或者訂立區域性集體合同。

                  第五十四條 集體合同訂立后,應當報送勞動行政部門;勞動行政部門自收到集體合同文本之日起十五日內未提出異議的,集體合同即行生效。
                  依法訂立的集體合同對用人單位和勞動者具有約束力。行業性、區域性集體合同對當地本行業、本區域的用人單位和勞動者具有約束力。

                  第五十五條 集體合同中勞動報酬和勞動條件等標準不得低于當地人民政府規定的最低標準;用人單位與勞動者訂立的勞動合同中勞動報酬和勞動條件等標準不得低于集體合同規定的標準。

                  第五十六條 用人單位違反集體合同,侵犯職工勞動權益的,工會可以依法要求用人單位承擔責任;因履行集體合同發生爭議,經協商解決不成的,工會可以依法申請仲裁、提起訴訟。

                第二節 勞務派遣
                  第五十七條 勞務派遣單位應當依照公司法的有關規定設立,注冊資本不得少于五十萬元。

                  第五十八條 勞務派遣單位是本法所稱用人單位,應當履行用人單位對勞動者的義務。勞務派遣單位與被派遣勞動者訂立的勞動合同,除應當載明本法第十七條規定的事項外,還應當載明被派遣勞動者的用工單位以及派遣期限、工作崗位等情況。
                  勞務派遣單位應當與被派遣勞動者訂立二年以上的固定期限勞動合同,按月支付勞動報酬;被派遣勞動者在無工作期間,勞務派遣單位應當按照所在地人民政府規定的最低工資標準,向其按月支付報酬。

                  第五十九條 勞務派遣單位派遣勞動者應當與接受以勞務派遣形式用工的單位(以下稱用工單位)訂立勞務派遣協議。勞務派遣協議應當約定派遣崗位和人員數量、派遣期限、勞動報酬和社會保險費的數額與支付方式以及違反協議的責任。
                  用工單位應當根據工作崗位的實際需要與勞務派遣單位確定派遣期限,不得將連續用工期限分割訂立數個短期勞務派遣協議。

                  第六十條 勞務派遣單位應當將勞務派遣協議的內容告知被派遣勞動者。
                  勞務派遣單位不得克扣用工單位按照勞務派遣協議支付給被派遣勞動者的勞動報酬。
                  勞務派遣單位和用工單位不得向被派遣勞動者收取費用。

                  第六十一條 勞務派遣單位跨地區派遣勞動者的,被派遣勞動者享有的勞動報酬和勞動條件,按照用工單位所在地的標準執行。

                  第六十二條 用工單位應當履行下列義務:
                 ?。ㄒ唬﹫绦袊覄趧訕藴?,提供相應的勞動條件和勞動保護;
                 ?。ǘ└嬷慌汕矂趧诱叩墓ぷ饕蠛蛣趧訄蟪?;
                 ?。ㄈ┲Ц都影噘M、績效獎金,提供與工作崗位相關的福利待遇;
                 ?。ㄋ模υ趰彵慌汕矂趧诱哌M行工作崗位所必需的培訓;
                 ?。ㄎ澹┻B續用工的,實行正常的工資調整機制。
                  用工單位不得將被派遣勞動者再派遣到其他用人單位。

                第六十三條 被派遣勞動者享有與用工單位的勞動者同工同酬的權利。用工單位無同類崗位勞動者的,參照用工單位所在地相同或者相近崗位勞動者的勞動報酬確定。

                  第六十四條 被派遣勞動者有權在勞務派遣單位或者用工單位依法參加或者組織工會,維護自身的合法權益。

                  第六十五條 被派遣勞動者可以依照本法第三十六條、第三十八條的規定與勞務派遣單位解除勞動合同。
                  被派遣勞動者有本法第三十九條和第四十條第一項、第二項規定情形的,用工單位可以將勞動者退回勞務派遣單位,勞務派遣單位依照本法有關規定,可以與勞動者解除勞動合同。

                  第六十六條 勞務派遣一般在臨時性、輔助性或者替代性的工作崗位上實施。

                  第六十七條 用人單位不得設立勞務派遣單位向本單位或者所屬單位派遣勞動者。

                第三節 非全日制用工
                  第六十八條 非全日制用工,是指以小時計酬為主,勞動者在同一用人單位一般平均每日工作時間不超過四小時,每周工作時間累計不超過二十四小時的用工形式。

                  第六十九條 非全日制用工雙方當事人可以訂立口頭協議。
                  從事非全日制用工的勞動者可以與一個或者一個以上用人單位訂立勞動合同;但是,后訂立的勞動合同不得影響先訂立的勞動合同的履行。

                  第七十條 非全日制用工雙方當事人不得約定試用期。

                  第七十一條 非全日制用工雙方當事人任何一方都可以隨時通知對方終止用工。終止用工,用人單位不向勞動者支付經濟補償。

                  第七十二條 非全日制用工小時計酬標準不得低于用人單位所在地人民政府規定的最低小時工資標準。
                  非全日制用工勞動報酬結算支付周期最長不得超過十五日。

                第六章 監督檢查
                  第七十三條 國務院勞動行政部門負責全國勞動合同制度實施的監督管理。
                  縣級以上地方人民政府勞動行政部門負責本行政區域內勞動合同制度實施的監督管理。
                  縣級以上各級人民政府勞動行政部門在勞動合同制度實施的監督管理工作中,應當聽取工會、企業方面代表以及有關行業主管部門的意見。

                  第七十四條 縣級以上地方人民政府勞動行政部門依法對下列實施勞動合同制度的情況進行監督檢查:
                 ?。ㄒ唬┯萌藛挝恢贫ㄖ苯由婕皠趧诱咔猩砝娴囊幷轮贫燃捌鋱绦械那闆r;
                 ?。ǘ┯萌藛挝慌c勞動者訂立和解除勞動合同的情況;
                 ?。ㄈ﹦趧张汕矄挝缓陀霉挝蛔袷貏趧张汕灿嘘P規定的情況;
                 ?。ㄋ模┯萌藛挝蛔袷貒谊P于勞動者工作時間和休息休假規定的情況;
                 ?。ㄎ澹┯萌藛挝恢Ц秳趧雍贤s定的勞動報酬和執行最低工資標準的情況;
                 ?。┯萌藛挝粎⒓痈黜椛鐣kU和繳納社會保險費的情況;
                 ?。ㄆ撸┓?、法規規定的其他勞動監察事項。

                  第七十五條 縣級以上地方人民政府勞動行政部門實施監督檢查時,有權查閱與勞動合同、集體合同有關的材料,有權對勞動場所進行實地檢查,用人單位和勞動者都應當如實提供有關情況和材料。
                  勞動行政部門的工作人員進行監督檢查,應當出示證件,依法行使職權,文明執法。

                  第七十六條 縣級以上人民政府建設、衛生、安全生產監督管理等有關主管部門在各自職責范圍內,對用人單位執行勞動合同制度的情況進行監督管理。

                  第七十七條 勞動者合法權益受到侵害的,有權要求有關部門依法處理,或者依法申請仲裁、提起訴訟。

                  第七十八條 工會依法維護勞動者的合法權益,對用人單位履行勞動合同、集體合同的情況進行監督。用人單位違反勞動法律、法規和勞動合同、集體合同的,工會有權提出意見或者要求糾正;勞動者申請仲裁、提起訴訟的,工會依法給予支持和幫助。

                  第七十九條 任何組織或者個人對違反本法的行為都有權舉報,縣級以上人民政府勞動行政部門應當及時核實、處理,并對舉報有功人員給予獎勵。

                第七章 法律責任
                  第八十條 用人單位直接涉及勞動者切身利益的規章制度違反法律、法規規定的,由勞動行政部門責令改正,給予警告;給勞動者造成損害的,應當承擔賠償責任。

                  第八十一條 用人單位提供的勞動合同文本未載明本法規定的勞動合同必備條款或者用人單位未將勞動合同文本交付勞動者的,由勞動行政部門責令改正;給勞動者造成損害的,應當承擔賠償責任。

                  第八十二條 用人單位自用工之日起超過一個月不滿一年未與勞動者訂立書面勞動合同的,應當向勞動者每月支付二倍的工資。
                  用人單位違反本法規定不與勞動者訂立無固定期限勞動合同的,自應當訂立無固定期限勞動合同之日起向勞動者每月支付二倍的工資。

                  第八十三條 用人單位違反本法規定與勞動者約定試用期的,由勞動行政部門責令改正;違法約定的試用期已經履行的,由用人單位以勞動者試用期滿月工資為標準,按已經履行的超過法定試用期的期間向勞動者支付賠償金。

                  第八十四條 用人單位違反本法規定,扣押勞動者居民身份證等證件的,由勞動行政部門責令限期退還勞動者本人,并依照有關法律規定給予處罰。
                  用人單位違反本法規定,以擔?;蛘咂渌x向勞動者收取財物的,由勞動行政部門責令限期退還勞動者本人,并以每人五百元以上二千元以下的標準處以罰款;給勞動者造成損害的,應當承擔賠償責任。
                  勞動者依法解除或者終止勞動合同,用人單位扣押勞動者檔案或者其他物品的,依照前款規定處罰。

                  第八十五條 用人單位有下列情形之一的,由勞動行政部門責令限期支付勞動報酬、加班費或者經濟補償;勞動報酬低于當地最低工資標準的,應當支付其差額部分;逾期不支付的,責令用人單位按應付金額百分之五十以上百分之一百以下的標準向勞動者加付賠償金:
                 ?。ㄒ唬┪窗凑談趧雍贤募s定或者國家規定及時足額支付勞動者勞動報酬的;
                 ?。ǘ┑陀诋數刈畹凸べY標準支付勞動者工資的;
                 ?。ㄈ┌才偶影嗖恢Ц都影噘M的;
                 ?。ㄋ模┙獬蛘呓K止勞動合同,未依照本法規定向勞動者支付經濟補償的。

                  第八十六條 勞動合同依照本法第二十六條規定被確認無效,給對方造成損害的,有過錯的一方應當承擔賠償責任。

                  第八十七條 用人單位違反本法規定解除或者終止勞動合同的,應當依照本法第四十七條規定的經濟補償標準的二倍向勞動者支付賠償金。

                  第八十八條 用人單位有下列情形之一的,依法給予行政處罰;構成犯罪的,依法追究刑事責任;給勞動者造成損害的,應當承擔賠償責任:
                 ?。ㄒ唬┮员┝?、威脅或者非法限制人身自由的手段強迫勞動的;
                 ?。ǘ┻`章指揮或者強令冒險作業危及勞動者人身安全的;
                 ?。ㄈ┪耆?、體罰、毆打、非法搜查或者拘禁勞動者的;
                 ?。ㄋ模﹦趧訔l件惡劣、環境污染嚴重,給勞動者身心健康造成嚴重損害的。

                  第八十九條 用人單位違反本法規定未向勞動者出具解除或者終止勞動合同的書面證明,由勞動行政部門責令改正;給勞動者造成損害的,應當承擔賠償責任。

                  第九十條 勞動者違反本法規定解除勞動合同,或者違反勞動合同中約定的保密義務或者競業限制,給用人單位造成損失的,應當承擔賠償責任。

                  第九十一條 用人單位招用與其他用人單位尚未解除或者終止勞動合同的勞動者,給其他用人單位造成損失的,應當承擔連帶賠償責任。

                  第九十二條 勞務派遣單位違反本法規定的,由勞動行政部門和其他有關主管部門責令改正;情節嚴重的,以每人一千元以上五千元以下的標準處以罰款,并由工商行政管理部門吊銷營業執照;給被派遣勞動者造成損害的,勞務派遣單位與用工單位承擔連帶賠償責任。

                  第九十三條 對不具備合法經營資格的用人單位的違法犯罪行為,依法追究法律責任;勞動者已經付出勞動的,該單位或者其出資人應當依照本法有關規定向勞動者支付勞動報酬、經濟補償、賠償金;給勞動者造成損害的,應當承擔賠償責任。

                  第九十四條 個人承包經營違反本法規定招用勞動者,給勞動者造成損害的,發包的組織與個人承包經營者承擔連帶賠償責任。

                  第九十五條 勞動行政部門和其他有關主管部門及其工作人員玩忽職守、不履行法定職責,或者違法行使職權,給勞動者或者用人單位造成損害的,應當承擔賠償責任;對直接負責的主管人員和其他直接責任人員,依法給予行政處分;構成犯罪的,依法追究刑事責任。

                第八章 附  則
                  第九十六條 事業單位與實行聘用制的工作人員訂立、履行、變更、解除或者終止勞動合同,法律、行政法規或者國務院另有規定的,依照其規定;未作規定的,依照本法有關規定執行。

                  第九十七條 本法施行前已依法訂立且在本法施行之日存續的勞動合同,繼續履行;本法第十四條第二款第三項規定連續訂立固定期限勞動合同的次數,自本法施行后續訂固定期限勞動合同時開始計算。
                  本法施行前已建立勞動關系,尚未訂立書面勞動合同的,應當自本法施行之日起一個月內訂立。
                  本法施行之日存續的勞動合同在本法施行后解除或者終止,依照本法第四十六條規定應當支付經濟補償的,經濟補償年限自本法施行之日起計算;本法施行前按照當時有關規定,用人單位應當向勞動者支付經濟補償的,按照當時有關規定執行。

                  第九十八條 本法自2008年1月1日起施行。
                 

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