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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
中华人民共和国劳动法
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.



 
中华人民共和国劳动合同法

(2007年6月29日第十届全国人民代表大会常务委员会第二十八次会议通过)


目  录
第一章 总  则
  第二章 劳动合同的订立
  第三章 劳动合同的履行和变更
  第四章 劳动合同的解除和终止
  第五章 特别规定
    第一节 集体合同
    第二节 劳务派遣
    第三节 非全日制用工
  第六章 监督检查
  第七章 法律责任
第八章 附  则


第一章 总  则
  第一条 为了完善劳动合同制度,明确劳动合同双方当事人的权利和义务,保护劳动者的合法权益,构建和发展和谐稳定的劳动关系,制定本法。

  第二条 中华人民共和国境内的企业、个体经济组织、民办非企业单位等组织(以下称用人单位)与劳动者建立劳动关系,订立、履行、变更、解除或者终止劳动合同,适用本法。
  国家机关、事业单位、社会团体和与其建立劳动关系的劳动者,订立、履行、变更、解除或者终止劳动合同,依照本法执行。

  第三条 订立劳动合同,应当遵循合法、公平、平等自愿、协商一致、诚实信用的原则。
  依法订立的劳动合同具有约束力,用人单位与劳动者应当履行劳动合同约定的义务。

  第四条 用人单位应当依法建立和完善劳动规章制度,保障劳动者享有劳动权利、履行劳动义务。
  用人单位在制定、修改或者决定有关劳动报酬、工作时间、休息休假、劳动安全卫生、保险福利、职工培训、劳动纪律以及劳动定额管理等直接涉及劳动者切身利益的规章制度或者重大事项时,应当经职工代表大会或者全体职工讨论,提出方案和意见,与工会或者职工代表平等协商确定。
  在规章制度和重大事项决定实施过程中,工会或者职工认为不适当的,有权向用人单位提出,通过协商予以修改完善。
  用人单位应当将直接涉及劳动者切身利益的规章制度和重大事项决定公示,或者告知劳动者。
  第五条 县级以上人民政府劳动行政部门会同工会和企业方面代表,建立健全协调劳动关系三方机制,共同研究解决有关劳动关系的重大问题。

  第六条 工会应当帮助、指导劳动者与用人单位依法订立和履行劳动合同,并与用人单位建立集体协商机制,维护劳动者的合法权益。

第二章 劳动合同的订立
  第七条 用人单位自用工之日起即与劳动者建立劳动关系。用人单位应当建立职工名册备查。
  第八条 用人单位招用劳动者时,应当如实告知劳动者工作内容、工作条件、工作地点、职业危害、安全生产状况、劳动报酬,以及劳动者要求了解的其他情况;用人单位有权了解劳动者与劳动合同直接相关的基本情况,劳动者应当如实说明。

  第九条 用人单位招用劳动者,不得扣押劳动者的居民身份证和其他证件,不得要求劳动者提供担保或者以其他名义向劳动者收取财物。

  第十条 建立劳动关系,应当订立书面劳动合同。
  已建立劳动关系,未同时订立书面劳动合同的,应当自用工之日起一个月内订立书面劳动合同。
  用人单位与劳动者在用工前订立劳动合同的,劳动关系自用工之日起建立。

  第十一条 用人单位未在用工的同时订立书面劳动合同,与劳动者约定的劳动报酬不明确的,新招用的劳动者的劳动报酬按照集体合同规定的标准执行;没有集体合同或者集体合同未规定的,实行同工同酬。

  第十二条 劳动合同分为固定期限劳动合同、无固定期限劳动合同和以完成一定工作任务为期限的劳动合同。

  第十三条 固定期限劳动合同,是指用人单位与劳动者约定合同终止时间的劳动合同。
  用人单位与劳动者协商一致,可以订立固定期限劳动合同。

  第十四条 无固定期限劳动合同,是指用人单位与劳动者约定无确定终止时间的劳动合同。
  用人单位与劳动者协商一致,可以订立无固定期限劳动合同。有下列情形之一,劳动者提出或者同意续订、订立劳动合同的,除劳动者提出订立固定期限劳动合同外,应当订立无固定期限劳动合同:
  (一)劳动者在该用人单位连续工作满十年的;
  (二)用人单位初次实行劳动合同制度或者国有企业改制重新订立劳动合同时,劳动者在该用人单位连续工作满十年且距法定退休年龄不足十年的;
  (三)连续订立二次固定期限劳动合同,且劳动者没有本法第三十九条和第四十条第一项、第二项规定的情形,续订劳动合同的。
用人单位自用工之日起满一年不与劳动者订立书面劳动合同的,视为用人单位与劳动者已订立无固定期限劳动合同。

  第十五条 以完成一定工作任务为期限的劳动合同,是指用人单位与劳动者约定以某项工作的完成为合同期限的劳动合同。
  用人单位与劳动者协商一致,可以订立以完成一定工作任务为期限的劳动合同。

  第十六条 劳动合同由用人单位与劳动者协商一致,并经用人单位与劳动者在劳动合同文本上签字或者盖章生效。
  劳动合同文本由用人单位和劳动者各执一份。

  第十七条 劳动合同应当具备以下条款:
  (一)用人单位的名称、住所和法定代表人或者主要负责人;
  (二)劳动者的姓名、住址和居民身份证或者其他有效身份证件号码;
  (三)劳动合同期限;
  (四)工作内容和工作地点;
  (五)工作时间和休息休假;
  (六)劳动报酬;
  (七)社会保险;
  (八)劳动保护、劳动条件和职业危害防护;
  (九)法律、法规规定应当纳入劳动合同的其他事项。
  劳动合同除前款规定的必备条款外,用人单位与劳动者可以约定试用期、培训、保守秘密、补充保险和福利待遇等其他事项。

  第十八条 劳动合同对劳动报酬和劳动条件等标准约定不明确,引发争议的,用人单位与劳动者可以重新协商;协商不成的,适用集体合同规定;没有集体合同或者集体合同未规定劳动报酬的,实行同工同酬;没有集体合同或者集体合同未规定劳动条件等标准的,适用国家有关规定。

  第十九条 劳动合同期限三个月以上不满一年的,试用期不得超过一个月;劳动合同期限一年以上不满三年的,试用期不得超过二个月;三年以上固定期限和无固定期限的劳动合同,试用期不得超过六个月。
  同一用人单位与同一劳动者只能约定一次试用期。
  以完成一定工作任务为期限的劳动合同或者劳动合同期限不满三个月的,不得约定试用期。
  试用期包含在劳动合同期限内。劳动合同仅约定试用期的,试用期不成立,该期限为劳动合同期限。

  第二十条 劳动者在试用期的工资不得低于本单位相同岗位最低档工资或者劳动合同约定工资的百分之八十,并不得低于用人单位所在地的最低工资标准。

  第二十一条 在试用期中,除劳动者有本法第三十九条和第四十条第一项、第二项规定的情形外,用人单位不得解除劳动合同。用人单位在试用期解除劳动合同的,应当向劳动者说明理由。

  第二十二条 用人单位为劳动者提供专项培训费用,对其进行专业技术培训的,可以与该劳动者订立协议,约定服务期。
  劳动者违反服务期约定的,应当按照约定向用人单位支付违约金。违约金的数额不得超过用人单位提供的培训费用。用人单位要求劳动者支付的违约金不得超过服务期尚未履行部分所应分摊的培训费用。
  用人单位与劳动者约定服务期的,不影响按照正常的工资调整机制提高劳动者在服务期期间的劳动报酬。

  第二十三条 用人单位与劳动者可以在劳动合同中约定保守用人单位的商业秘密和与知识产权相关的保密事项。
  对负有保密义务的劳动者,用人单位可以在劳动合同或者保密协议中与劳动者约定竞业限制条款,并约定在解除或者终止劳动合同后,在竞业限制期限内按月给予劳动者经济补偿。劳动者违反竞业限制约定的,应当按照约定向用人单位支付违约金。

  第二十四条 竞业限制的人员限于用人单位的高级管理人员、高级技术人员和其他负有保密义务的人员。竞业限制的范围、地域、期限由用人单位与劳动者约定,竞业限制的约定不得违反法律、法规的规定。
  在解除或者终止劳动合同后,前款规定的人员到与本单位生产或者经营同类产品、从事同类业务的有竞争关系的其他用人单位,或者自己开业生产或者经营同类产品、从事同类业务的竞业限制期限,不得超过二年。

  第二十五条 除本法第二十二条和第二十三条规定的情形外,用人单位不得与劳动者约定由劳动者承担违约金。

  第二十六条 下列劳动合同无效或者部分无效:
  (一)以欺诈、胁迫的手段或者乘人之危,使对方在违背真实意思的情况下订立或者变更劳动合同的;
  (二)用人单位免除自己的法定责任、排除劳动者权利的;
  (三)违反法律、行政法规强制性规定的。
  对劳动合同的无效或者部分无效有争议的,由劳动争议仲裁机构或者人民法院确认。

  第二十七条 劳动合同部分无效,不影响其他部分效力的,其他部分仍然有效。

  第二十八条 劳动合同被确认无效,劳动者已付出劳动的,用人单位应当向劳动者支付劳动报酬。劳动报酬的数额,参照本单位相同或者相近岗位劳动者的劳动报酬确定。

第三章 劳动合同的履行和变更
  第二十九条 用人单位与劳动者应当按照劳动合同的约定,全面履行各自的义务。

  第三十条 用人单位应当按照劳动合同约定和国家规定,向劳动者及时足额支付劳动报酬。
  用人单位拖欠或者未足额支付劳动报酬的,劳动者可以依法向当地人民法院申请支付令,人民法院应当依法发出支付令。

  第三十一条 用人单位应当严格执行劳动定额标准,不得强迫或者变相强迫劳动者加班。用人单位安排加班的,应当按照国家有关规定向劳动者支付加班费。

  第三十二条 劳动者拒绝用人单位管理人员违章指挥、强令冒险作业的,不视为违反劳动合同。
  劳动者对危害生命安全和身体健康的劳动条件,有权对用人单位提出批评、检举和控告。

  第三十三条 用人单位变更名称、法定代表人、主要负责人或者投资人等事项,不影响劳动合同的履行。

  第三十四条 用人单位发生合并或者分立等情况,原劳动合同继续有效,劳动合同由承继其权利和义务的用人单位继续履行。

  第三十五条 用人单位与劳动者协商一致,可以变更劳动合同约定的内容。变更劳动合同,应当采用书面形式。
  变更后的劳动合同文本由用人单位和劳动者各执一份。

第四章 劳动合同的解除和终止
  第三十六条 用人单位与劳动者协商一致,可以解除劳动合同。

  第三十七条 劳动者提前三十日以书面形式通知用人单位,可以解除劳动合同。劳动者在试用期内提前三日通知用人单位,可以解除劳动合同。

  第三十八条 用人单位有下列情形之一的,劳动者可以解除劳动合同:
  (一)未按照劳动合同约定提供劳动保护或者劳动条件的;
  (二)未及时足额支付劳动报酬的;
  (三)未依法为劳动者缴纳社会保险费的;
  (四)用人单位的规章制度违反法律、法规的规定,损害劳动者权益的;
  (五)因本法第二十六条第一款规定的情形致使劳动合同无效的;
  (六)法律、行政法规规定劳动者可以解除劳动合同的其他情形。
  用人单位以暴力、威胁或者非法限制人身自由的手段强迫劳动者劳动的,或者用人单位违章指挥、强令冒险作业危及劳动者人身安全的,劳动者可以立即解除劳动合同,不需事先告知用人单位。

  第三十九条 劳动者有下列情形之一的,用人单位可以解除劳动合同:
  (一)在试用期间被证明不符合录用条件的;
  (二)严重违反用人单位的规章制度的;
  (三)严重失职,营私舞弊,给用人单位造成重大损害的;
  (四)劳动者同时与其他用人单位建立劳动关系,对完成本单位的工作任务造成严重影响,或者经用人单位提出,拒不改正的;
  (五)因本法第二十六条第一款第一项规定的情形致使劳动合同无效的;
  (六)被依法追究刑事责任的。

  第四十条 有下列情形之一的,用人单位提前三十日以书面形式通知劳动者本人或者额外支付劳动者一个月工资后,可以解除劳动合同:
  (一)劳动者患病或者非因工负伤,在规定的医疗期满后不能从事原工作,也不能从事由用人单位另行安排的工作的;
  (二)劳动者不能胜任工作,经过培训或者调整工作岗位,仍不能胜任工作的;
  (三)劳动合同订立时所依据的客观情况发生重大变化,致使劳动合同无法履行,经用人单位与劳动者协商,未能就变更劳动合同内容达成协议的。

  第四十一条 有下列情形之一,需要裁减人员二十人以上或者裁减不足二十人但占企业职工总数百分之十以上的,用人单位提前三十日向工会或者全体职工说明情况,听取工会或者职工的意见后,裁减人员方案经向劳动行政部门报告,可以裁减人员:
  (一)依照企业破产法规定进行重整的;
  (二)生产经营发生严重困难的;
  (三)企业转产、重大技术革新或者经营方式调整,经变更劳动合同后,仍需裁减人员的;
  (四)其他因劳动合同订立时所依据的客观经济情况发生重大变化,致使劳动合同无法履行的。
  裁减人员时,应当优先留用下列人员:
  (一)与本单位订立较长期限的固定期限劳动合同的;
  (二)与本单位订立无固定期限劳动合同的;
  (三)家庭无其他就业人员,有需要扶养的老人或者未成年人的。
  用人单位依照本条第一款规定裁减人员,在六个月内重新招用人员的,应当通知被裁减的人员,并在同等条件下优先招用被裁减的人员。

  第四十二条 劳动者有下列情形之一的,用人单位不得依照本法第四十条、第四十一条的规定解除劳动合同:
  (一)从事接触职业病危害作业的劳动者未进行离岗前职业健康检查,或者疑似职业病病人在诊断或者医学观察期间的;
  (二)在本单位患职业病或者因工负伤并被确认丧失或者部分丧失劳动能力的;
  (三)患病或者非因工负伤,在规定的医疗期内的;
  (四)女职工在孕期、产期、哺乳期的;
  (五)在本单位连续工作满十五年,且距法定退休年龄不足五年的;
  (六)法律、行政法规规定的其他情形。

  第四十三条 用人单位单方解除劳动合同,应当事先将理由通知工会。用人单位违反法律、行政法规规定或者劳动合同约定的,工会有权要求用人单位纠正。用人单位应当研究工会的意见,并将处理结果书面通知工会。

  第四十四条 有下列情形之一的,劳动合同终止:
  (一)劳动合同期满的;
  (二)劳动者开始依法享受基本养老保险待遇的;
  (三)劳动者死亡,或者被人民法院宣告死亡或者宣告失踪的;
  (四)用人单位被依法宣告破产的;
  (五)用人单位被吊销营业执照、责令关闭、撤销或者用人单位决定提前解散的;
  (六)法律、行政法规规定的其他情形。

  第四十五条 劳动合同期满,有本法第四十二条规定情形之一的,劳动合同应当续延至相应的情形消失时终止。但是,本法第四十二条第二项规定丧失或者部分丧失劳动能力劳动者的劳动合同的终止,按照国家有关工伤保险的规定执行。

  第四十六条 有下列情形之一的,用人单位应当向劳动者支付经济补偿:
  (一)劳动者依照本法第三十八条规定解除劳动合同的;
  (二)用人单位依照本法第三十六条规定向劳动者提出解除劳动合同并与劳动者协商一致解除劳动合同的;
  (三)用人单位依照本法第四十条规定解除劳动合同的;
  (四)用人单位依照本法第四十一条第一款规定解除劳动合同的;
  (五)除用人单位维持或者提高劳动合同约定条件续订劳动合同,劳动者不同意续订的情形外,依照本法第四十四条第一项规定终止固定期限劳动合同的;
  (六)依照本法第四十四条第四项、第五项规定终止劳动合同的;
  (七)法律、行政法规规定的其他情形。

  第四十七条 经济补偿按劳动者在本单位工作的年限,每满一年支付一个月工资的标准向劳动者支付。六个月以上不满一年的,按一年计算;不满六个月的,向劳动者支付半个月工资的经济补偿。
  劳动者月工资高于用人单位所在直辖市、设区的市级人民政府公布的本地区上年度职工月平均工资三倍的,向其支付经济补偿的标准按职工月平均工资三倍的数额支付,向其支付经济补偿的年限最高不超过十二年。
  本条所称月工资是指劳动者在劳动合同解除或者终止前十二个月的平均工资。

  第四十八条 用人单位违反本法规定解除或者终止劳动合同,劳动者要求继续履行劳动合同的,用人单位应当继续履行;劳动者不要求继续履行劳动合同或者劳动合同已经不能继续履行的,用人单位应当依照本法第八十七条规定支付赔偿金。
  第四十九条 国家采取措施,建立健全劳动者社会保险关系跨地区转移接续制度。

  第五十条 用人单位应当在解除或者终止劳动合同时出具解除或者终止劳动合同的证明,并在十五日内为劳动者办理档案和社会保险关系转移手续。
  劳动者应当按照双方约定,办理工作交接。用人单位依照本法有关规定应当向劳动者支付经济补偿的,在办结工作交接时支付。
  用人单位对已经解除或者终止的劳动合同的文本,至少保存二年备查。

第五章 特别规定
第一节 集体合同
  第五十一条 企业职工一方与用人单位通过平等协商,可以就劳动报酬、工作时间、休息休假、劳动安全卫生、保险福利等事项订立集体合同。集体合同草案应当提交职工代表大会或者全体职工讨论通过。
  集体合同由工会代表企业职工一方与用人单位订立;尚未建立工会的用人单位,由上级工会指导劳动者推举的代表与用人单位订立。

  第五十二条 企业职工一方与用人单位可以订立劳动安全卫生、女职工权益保护、工资调整机制等专项集体合同。

  第五十三条 在县级以下区域内,建筑业、采矿业、餐饮服务业等行业可以由工会与企业方面代表订立行业性集体合同,或者订立区域性集体合同。

  第五十四条 集体合同订立后,应当报送劳动行政部门;劳动行政部门自收到集体合同文本之日起十五日内未提出异议的,集体合同即行生效。
  依法订立的集体合同对用人单位和劳动者具有约束力。行业性、区域性集体合同对当地本行业、本区域的用人单位和劳动者具有约束力。

  第五十五条 集体合同中劳动报酬和劳动条件等标准不得低于当地人民政府规定的最低标准;用人单位与劳动者订立的劳动合同中劳动报酬和劳动条件等标准不得低于集体合同规定的标准。

  第五十六条 用人单位违反集体合同,侵犯职工劳动权益的,工会可以依法要求用人单位承担责任;因履行集体合同发生争议,经协商解决不成的,工会可以依法申请仲裁、提起诉讼。

第二节 劳务派遣
  第五十七条 劳务派遣单位应当依照公司法的有关规定设立,注册资本不得少于五十万元。

  第五十八条 劳务派遣单位是本法所称用人单位,应当履行用人单位对劳动者的义务。劳务派遣单位与被派遣劳动者订立的劳动合同,除应当载明本法第十七条规定的事项外,还应当载明被派遣劳动者的用工单位以及派遣期限、工作岗位等情况。
  劳务派遣单位应当与被派遣劳动者订立二年以上的固定期限劳动合同,按月支付劳动报酬;被派遣劳动者在无工作期间,劳务派遣单位应当按照所在地人民政府规定的最低工资标准,向其按月支付报酬。

  第五十九条 劳务派遣单位派遣劳动者应当与接受以劳务派遣形式用工的单位(以下称用工单位)订立劳务派遣协议。劳务派遣协议应当约定派遣岗位和人员数量、派遣期限、劳动报酬和社会保险费的数额与支付方式以及违反协议的责任。
  用工单位应当根据工作岗位的实际需要与劳务派遣单位确定派遣期限,不得将连续用工期限分割订立数个短期劳务派遣协议。

  第六十条 劳务派遣单位应当将劳务派遣协议的内容告知被派遣劳动者。
  劳务派遣单位不得克扣用工单位按照劳务派遣协议支付给被派遣劳动者的劳动报酬。
  劳务派遣单位和用工单位不得向被派遣劳动者收取费用。

  第六十一条 劳务派遣单位跨地区派遣劳动者的,被派遣劳动者享有的劳动报酬和劳动条件,按照用工单位所在地的标准执行。

  第六十二条 用工单位应当履行下列义务:
  (一)执行国家劳动标准,提供相应的劳动条件和劳动保护;
  (二)告知被派遣劳动者的工作要求和劳动报酬;
  (三)支付加班费、绩效奖金,提供与工作岗位相关的福利待遇;
  (四)对在岗被派遣劳动者进行工作岗位所必需的培训;
  (五)连续用工的,实行正常的工资调整机制。
  用工单位不得将被派遣劳动者再派遣到其他用人单位。

第六十三条 被派遣劳动者享有与用工单位的劳动者同工同酬的权利。用工单位无同类岗位劳动者的,参照用工单位所在地相同或者相近岗位劳动者的劳动报酬确定。

  第六十四条 被派遣劳动者有权在劳务派遣单位或者用工单位依法参加或者组织工会,维护自身的合法权益。

  第六十五条 被派遣劳动者可以依照本法第三十六条、第三十八条的规定与劳务派遣单位解除劳动合同。
  被派遣劳动者有本法第三十九条和第四十条第一项、第二项规定情形的,用工单位可以将劳动者退回劳务派遣单位,劳务派遣单位依照本法有关规定,可以与劳动者解除劳动合同。

  第六十六条 劳务派遣一般在临时性、辅助性或者替代性的工作岗位上实施。

  第六十七条 用人单位不得设立劳务派遣单位向本单位或者所属单位派遣劳动者。

第三节 非全日制用工
  第六十八条 非全日制用工,是指以小时计酬为主,劳动者在同一用人单位一般平均每日工作时间不超过四小时,每周工作时间累计不超过二十四小时的用工形式。

  第六十九条 非全日制用工双方当事人可以订立口头协议。
  从事非全日制用工的劳动者可以与一个或者一个以上用人单位订立劳动合同;但是,后订立的劳动合同不得影响先订立的劳动合同的履行。

  第七十条 非全日制用工双方当事人不得约定试用期。

  第七十一条 非全日制用工双方当事人任何一方都可以随时通知对方终止用工。终止用工,用人单位不向劳动者支付经济补偿。

  第七十二条 非全日制用工小时计酬标准不得低于用人单位所在地人民政府规定的最低小时工资标准。
  非全日制用工劳动报酬结算支付周期最长不得超过十五日。

第六章 监督检查
  第七十三条 国务院劳动行政部门负责全国劳动合同制度实施的监督管理。
  县级以上地方人民政府劳动行政部门负责本行政区域内劳动合同制度实施的监督管理。
  县级以上各级人民政府劳动行政部门在劳动合同制度实施的监督管理工作中,应当听取工会、企业方面代表以及有关行业主管部门的意见。

  第七十四条 县级以上地方人民政府劳动行政部门依法对下列实施劳动合同制度的情况进行监督检查:
  (一)用人单位制定直接涉及劳动者切身利益的规章制度及其执行的情况;
  (二)用人单位与劳动者订立和解除劳动合同的情况;
  (三)劳务派遣单位和用工单位遵守劳务派遣有关规定的情况;
  (四)用人单位遵守国家关于劳动者工作时间和休息休假规定的情况;
  (五)用人单位支付劳动合同约定的劳动报酬和执行最低工资标准的情况;
  (六)用人单位参加各项社会保险和缴纳社会保险费的情况;
  (七)法律、法规规定的其他劳动监察事项。

  第七十五条 县级以上地方人民政府劳动行政部门实施监督检查时,有权查阅与劳动合同、集体合同有关的材料,有权对劳动场所进行实地检查,用人单位和劳动者都应当如实提供有关情况和材料。
  劳动行政部门的工作人员进行监督检查,应当出示证件,依法行使职权,文明执法。

  第七十六条 县级以上人民政府建设、卫生、安全生产监督管理等有关主管部门在各自职责范围内,对用人单位执行劳动合同制度的情况进行监督管理。

  第七十七条 劳动者合法权益受到侵害的,有权要求有关部门依法处理,或者依法申请仲裁、提起诉讼。

  第七十八条 工会依法维护劳动者的合法权益,对用人单位履行劳动合同、集体合同的情况进行监督。用人单位违反劳动法律、法规和劳动合同、集体合同的,工会有权提出意见或者要求纠正;劳动者申请仲裁、提起诉讼的,工会依法给予支持和帮助。

  第七十九条 任何组织或者个人对违反本法的行为都有权举报,县级以上人民政府劳动行政部门应当及时核实、处理,并对举报有功人员给予奖励。

第七章 法律责任
  第八十条 用人单位直接涉及劳动者切身利益的规章制度违反法律、法规规定的,由劳动行政部门责令改正,给予警告;给劳动者造成损害的,应当承担赔偿责任。

  第八十一条 用人单位提供的劳动合同文本未载明本法规定的劳动合同必备条款或者用人单位未将劳动合同文本交付劳动者的,由劳动行政部门责令改正;给劳动者造成损害的,应当承担赔偿责任。

  第八十二条 用人单位自用工之日起超过一个月不满一年未与劳动者订立书面劳动合同的,应当向劳动者每月支付二倍的工资。
  用人单位违反本法规定不与劳动者订立无固定期限劳动合同的,自应当订立无固定期限劳动合同之日起向劳动者每月支付二倍的工资。

  第八十三条 用人单位违反本法规定与劳动者约定试用期的,由劳动行政部门责令改正;违法约定的试用期已经履行的,由用人单位以劳动者试用期满月工资为标准,按已经履行的超过法定试用期的期间向劳动者支付赔偿金。

  第八十四条 用人单位违反本法规定,扣押劳动者居民身份证等证件的,由劳动行政部门责令限期退还劳动者本人,并依照有关法律规定给予处罚。
  用人单位违反本法规定,以担保或者其他名义向劳动者收取财物的,由劳动行政部门责令限期退还劳动者本人,并以每人五百元以上二千元以下的标准处以罚款;给劳动者造成损害的,应当承担赔偿责任。
  劳动者依法解除或者终止劳动合同,用人单位扣押劳动者档案或者其他物品的,依照前款规定处罚。

  第八十五条 用人单位有下列情形之一的,由劳动行政部门责令限期支付劳动报酬、加班费或者经济补偿;劳动报酬低于当地最低工资标准的,应当支付其差额部分;逾期不支付的,责令用人单位按应付金额百分之五十以上百分之一百以下的标准向劳动者加付赔偿金:
  (一)未按照劳动合同的约定或者国家规定及时足额支付劳动者劳动报酬的;
  (二)低于当地最低工资标准支付劳动者工资的;
  (三)安排加班不支付加班费的;
  (四)解除或者终止劳动合同,未依照本法规定向劳动者支付经济补偿的。

  第八十六条 劳动合同依照本法第二十六条规定被确认无效,给对方造成损害的,有过错的一方应当承担赔偿责任。

  第八十七条 用人单位违反本法规定解除或者终止劳动合同的,应当依照本法第四十七条规定的经济补偿标准的二倍向劳动者支付赔偿金。

  第八十八条 用人单位有下列情形之一的,依法给予行政处罚;构成犯罪的,依法追究刑事责任;给劳动者造成损害的,应当承担赔偿责任:
  (一)以暴力、威胁或者非法限制人身自由的手段强迫劳动的;
  (二)违章指挥或者强令冒险作业危及劳动者人身安全的;
  (三)侮辱、体罚、殴打、非法搜查或者拘禁劳动者的;
  (四)劳动条件恶劣、环境污染严重,给劳动者身心健康造成严重损害的。

  第八十九条 用人单位违反本法规定未向劳动者出具解除或者终止劳动合同的书面证明,由劳动行政部门责令改正;给劳动者造成损害的,应当承担赔偿责任。

  第九十条 劳动者违反本法规定解除劳动合同,或者违反劳动合同中约定的保密义务或者竞业限制,给用人单位造成损失的,应当承担赔偿责任。

  第九十一条 用人单位招用与其他用人单位尚未解除或者终止劳动合同的劳动者,给其他用人单位造成损失的,应当承担连带赔偿责任。

  第九十二条 劳务派遣单位违反本法规定的,由劳动行政部门和其他有关主管部门责令改正;情节严重的,以每人一千元以上五千元以下的标准处以罚款,并由工商行政管理部门吊销营业执照;给被派遣劳动者造成损害的,劳务派遣单位与用工单位承担连带赔偿责任。

  第九十三条 对不具备合法经营资格的用人单位的违法犯罪行为,依法追究法律责任;劳动者已经付出劳动的,该单位或者其出资人应当依照本法有关规定向劳动者支付劳动报酬、经济补偿、赔偿金;给劳动者造成损害的,应当承担赔偿责任。

  第九十四条 个人承包经营违反本法规定招用劳动者,给劳动者造成损害的,发包的组织与个人承包经营者承担连带赔偿责任。

  第九十五条 劳动行政部门和其他有关主管部门及其工作人员玩忽职守、不履行法定职责,或者违法行使职权,给劳动者或者用人单位造成损害的,应当承担赔偿责任;对直接负责的主管人员和其他直接责任人员,依法给予行政处分;构成犯罪的,依法追究刑事责任。

第八章 附  则
  第九十六条 事业单位与实行聘用制的工作人员订立、履行、变更、解除或者终止劳动合同,法律、行政法规或者国务院另有规定的,依照其规定;未作规定的,依照本法有关规定执行。

  第九十七条 本法施行前已依法订立且在本法施行之日存续的劳动合同,继续履行;本法第十四条第二款第三项规定连续订立固定期限劳动合同的次数,自本法施行后续订固定期限劳动合同时开始计算。
  本法施行前已建立劳动关系,尚未订立书面劳动合同的,应当自本法施行之日起一个月内订立。
  本法施行之日存续的劳动合同在本法施行后解除或者终止,依照本法第四十六条规定应当支付经济补偿的,经济补偿年限自本法施行之日起计算;本法施行前按照当时有关规定,用人单位应当向劳动者支付经济补偿的,按照当时有关规定执行。

  第九十八条 本法自2008年1月1日起施行。
 

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