Order of the President of the People's Republic of ina
(No. 65)
The Labor Contract Law of the People's Republic of ina, whi was adopted at the 28th Session of the Standing mittee of the Tenth National People's Congress of the People's Republic of ina on June 29, 2007, is hereby promulgated and shall e into force as of January 1, 2021.
President of the People's Republic of ina Hu Jintao
June 29, 2007
Labor Contract Law of the People's Republic of ina
(Adopted at the 28th Session of Standing mittee of the Tenth National People's Congress of the People's Republic of ina on June 29, 2007)
Contents
apter I General Provisions
apter II Formation of Labor Contracts
apter III Fulfillment and ange of Labor Contracts
apter IV Dissolution and Termination of Labor Contracts
apter V Special Provisions
Section 1 Collective Contract
Section 2 Worker Dispat
Section 3 Part-time Employment
apter VI Servision and Inspection
apter VII Legal Liabilities
apter VIII Splementary Provisions
第六十五〕
?劳动合同法?已由第十届全国人民常务会第二十八次会议于2007年6月29日通过现予公布自2008年1月1日起施行。
胡
2007年6月29日
劳动合同法
2007年6月29日第十届全国人民常务会第二十八次会议通过〕
目 录
第一章 总那么
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 监视检查
第七章 法律责任
第八章 附那么
apter I General Provisions
第一章 总那么
Article 1 This Law is formulated for the purposes of improving the labor contractual system, clarifying the rights and obligations of both parties of labor contracts, protecting the legitimate rights and interests of employees, and establishing and developing a harmonious and stable employment relationship.
第一条 立法宗旨】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开展和谐稳定的劳动关系制定本法。
Article 2 This Law shall apply to the establishment of employment relationship between employees and enterprises, individual economic organizations, private non-enterprise entities, or other organizations (hereafter referred to as employers), and to the formation, fulfillment, ange, dissolution, or termination of labor contracts.
The state organs, public institutions, social organizations, and their employees among them there is an employment relationship shall observe this Law in the formation, fulfillment, ange, dissolution, or termination of their labor contracts.
第二条 适用范围】境内的企业、个体经济组织、民办非企业等组织以下称用人〕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。
、事业、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按照本法执行。
Article 3 The principle of lawfulness, fairness, equality, free will, negotiation for agreement and good faith shall be observed in the formation of a labor contract.
A labor contract concluded according to the law shall have a binding force. The employer and the employee shall perform the obligations as stipulated in the labor contract.
第三条 根本原那么】订立劳动合同应当遵循合法、公平、平等自愿、协商一致、老实信誉的原那么。
依法订立的劳动合同具有约束力用人与劳动者应当履行劳动合同约定的义务。
Article 4 An employer shall establish a sound system of employment rules so as to ensure that its employees enjoy the labor rights and perform the employment obligations.
Where an employer formulates, amends or decides rules or important events concerning the remuneration, working time, break, vacation, work safety and sanitation, insurance and welfare, training of employees, labor discipline, or management of production quota, whi are directly related to the interests of the employees, su rules or important events shall be discussed at the meeting of employees' representatives or the general meeting of all employees, and the employer shall also put forward proposals and opinions to the employees and negotiate with the labor union or the employees' representatives on a equal basis to rea agreements on these rules or events.
During the process of execution of a rule or decision about an important event, if the labor union or the employees deems it improper, they may require the employer to amend or improve it through negotiations.
The employer shall make an announcement of the rules and important events whi are directly related to the interests of the employees or inform the employees of these rules or events.
第四条 规章制度】用人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。
用人在制定、修改或者有关劳动报酬、工作时间、休息休假、劳动平安卫生、福利、职工培训、劳动纪律以及劳动定额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或者全体职工讨提出方案和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施行过程中工会或者职工认为不适当的有权向用人提出通过协商予以修改完善。
用人应当将直接涉及劳动者切身利益的规章制度和重大事项或者告知劳动者。
Article 5 The labor administrative department of the people's government at the county level or above shall, together with the labor union and the representatives of the enterprise, establish a sound three-party meani to coordinate employment relationship and shall jointly seek to solve the major problems related to employment relations.
第五条 协调劳动关系三方机制】级以上人民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。
Article 6 The labor union shall assist and direct the employees when they conclude with the employers and fulfill labor contracts and establish a collective negotiation meani with the employers so as to maintain the lawful rights and interests of the employees.
第六条 集体协商机制】工会应当帮助、指导劳动者与用人依法订立和履行劳动合同并与用人建立集体协商机制维护劳动者的合法权益。
apter II Formation of Labor Contracts
第二章 劳动合同的订立
Article 7 An employer establishes an employment relationship with an employee from the date when the employer puts the employee to work. The employer shall prepare a roster of employees for inspection.
第七条 劳动关系的建立】用人自用工之日起即与劳动者建立劳动关系。用人应当建立职工备查。
Article 8 When an employer hires an employee, it shall faithfully inform him of the work contents, conditions and location, occational harm, work safety state, remuneration, and other information whi the employee requires to be informed. The employer has the right to know the basic information of the employer whi is directly related to the labor contract and the employee shall faithfully provide su information.
第八条 用人的告知义务和劳动者的说明义务】用人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、平安消费状况、劳动报酬以及劳动者要求理解的其他情况；用人有权理解劳动者与劳动合同直接相关的根本情况劳动者应当如实说明。
Article 9 When an employer hires an employee, it shall not detain his identity card or other certificates, nor require him to provide a guaranty or collect money or property from him under any other excuse.
第九条 用人不得扣押劳动者证件和要求提供担保】用人招用劳动者不得扣押劳动者的居民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。
Article 10 A written labor contract shall be concluded in the establishment of an employment relationship.
Where an employment relationship has already been established with an employee but no written labor contract has been entered simultaneously, a written labor contract shall be concluded within one month from the date when the employee begins to work.
Where an employer and an employee conclude a labor contract prior to the employment, the employment relationship is established from the date when the employee begins to work.
第十条 订立书面劳动合同】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。
Article 11 Where an employer fails to conclude a written labor contract when the employer put his employee to work, if the remuneration stipulated between the employer and the employee is not clear, the remuneration to the new employee shall conform to the provisions of the collective contract. If there is no collective contract or if there is no su stipulation in the collective contract, the principle of equal pay for equal work shall be observed.
第十一条 未订立书面劳动合同时劳动报酬不明确的解决】用人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执行；没有集体合同或者集体合同未规定的实行同工同酬。
Article 12 Labor contracts are classified into fix-term labor contracts, labor contracts without a fixed term, and the labor contracts that set the pletion of specific tasks as the term to end contracts.
第十二条 劳动合同的种类】劳动合同分为固定限劳动合同、无固定限劳动合同和以完成一定工作任务为限的劳动合同。
Article 13 A fixed-term labor contract refers to a labor contract in whi the employer and the employee stipulate the time of termination of the contract.
The employer and the employee may conclude a fixed-term labor contract on negotiation.
第十三条 固定限劳动合同】固定限劳动合同是指用人与劳动者约定合同终止时间的劳动合同。
用人与劳动者协商一致可以订立固定限劳动合同。
Article 14 A labor contract without a fixed term refers to a labor contract in whi the employer and the employee stipulate no certain time to end the contract.
An employer and an employee may, through negotiations, conclude a labor contract without a fixed term. Under any of the following circumstances, if the employee proposes or agrees to renew or conclude a labor contract, a labor contract without a fixed term shall be concluded unless the employee proposes to conclude a fixed-term labor contract:
1. The employee has already worked for the employer for 10 full years consecutively;
2. When the employer initially adopts the labor contract system or when a state-owned enterprise re-concludes the labor contract due to restructuring, the employee has already worked for this employer for 10 full years consecutively and he attains to the age whi is less than 10 years to the statutory retirement age; or
3. The labor contract is to be renewed after two fixed-term labor contracts have been concluded consecutively, and the employee is not under any of the circumstances as mentioned in Article 39 and Paragraphs (1) and (2) of Article 40 of this Law.
If the employer fails to sign a written labor contract with an employee after the lapse of one full year from the date when the employee begins to work, it shall be deemed that the employer and the employee have concluded a labor contract without a fixed term.
第十四条 无固定限劳动合同】无固定限劳动合同是指用人与劳动者约定无确定终止时间的劳动合同。
用人与劳动者协商一致可以订立无固定限劳动合同。有以下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限劳动合同外应当订立无固定限劳动合同：
一〕劳动者在该用人连续工作满十年的；
二〕用人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连续工作满十年且距法定退休年龄缺乏十年的；
三〕连续订立二次固定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与劳动者已订立无固定限劳动合同。
Article 15 A labor contract that sets the pletion of a specific task as the term to end the contract refers to the labor contract in whi the employer and the employee stipulate that the time period of the contract shall be based on the pletion of a specific task.
An employer and an employee may, on negotiation, conclude a labor contract that sets the pletion of a specific task to end the contract.
第十五条 以完成一定工作任务为限的劳动合同】以完成一定工作任务为限的劳动合同是指用人与劳动者约定以某项工作的完成为合同限的劳动合同。
用人与劳动者协商一致可以订立以完成一定工作任务为限的劳动合同。
Article 16 A labor contract shall be agreed with by the employer and the employee and shall e into effect after the employer and the employee affix their signatures or seals to the labor contract.
The employer and the employee shall ea hold one copy of the labor contract.
第十六条 劳动合同的生效】劳动合同由用人与劳动者协商一致并经用人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和劳动者各执一份。
Article 17 A labor contract shall include the following clauses:
1. The employer's name, domicile, legal representative, or major person-in-arge;
2. The employee's name, domicile, identity card number, or other valid identity certificate number;
3. The time limit for the labor contract;
4. The job descriptions and work locations;
5. The work hours, break time, and vocations;
6. The remunerations;
7. The social security;
8. The employment protection, work conditions, and protection against and prevention of occational harm; and
9. Other items that shall be included in the labor contract under any laws or regulations.
Apart from the essential clauses as prescribed in the preceding paragraph, the employer and the employee may, in the labor contract, stipulate the probation time period, training, confidentiality, splementary insurances, welfares and benefits, and other items.
第十七条 劳动合同的内容】劳动合同应当具备以下条款：
一〕用人的名称、住所和法定代表人或者主要负责人；
二〕劳动者的、住址和居民或者其他有效件码；
三〕劳动合同限；
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；
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与劳动者可以约定试用、培训、保守机、补充和福利待遇等其他事项。
Article 18 If remunerations, work conditions, and other criterions are not expressly stipulated in a labor contract and a dispute is triggered, the employer and the employee may re-negotiate the contract. If no agreement is reaed through negotiations, the provisions of the collective contract shall be followed. If there is no collective contract or if there is no su stipulation about the remuneration, the principle of equal pay for equal work shall be observed. If there is no collective contract or if there is no su stipulation about the work conditions and other criterions in the collective contract, the relevant provisions of the state shall be followed.
第十八条 劳动合同对劳动报酬和劳动条件约定不明确的解决】劳动合同对劳动报酬和劳动条件等约定不明确引发争议的用人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的适用有关规定。
Article 19 If the term of a labor contract is not less than 3 months but less than 1 year, the probation period shall not exceed one month. If the term of a labor contract is not less than one year but less than 3 years, the probation period shall not exceed 2 months. For a labor contract with a fixed term of 3 years or more or without a fixed term, the probation term shall not exceed 6 months.
An employer can only impose one probation time period on an employee.
For a labor contract that sets the pletion of a specific task as the term to end the contract or with a fixed term of less than 3 months, no probation period may be stipulated.
The probation period shall be included in the term of a labor contract. If a labor contract only provides the term of probation, the probation shall be null and void and the term of the probation shall be treated as the term of the labor contract.
第十九条 试用】劳动合同限三个月以上不满一年的试用不得超过一个月；劳动合同限一年以上不满三年的试用不得超过二个月；三年以上固定限和无固定限的劳动合同试用不得超过六个月。
同一用人与同一劳动者只能约定一次试用。
以完成一定工作任务为限的劳动合同或者劳动合同限不满三个月的不得约定试用。
试用包含在劳动合同限内。劳动合同仅约定试用的试用不成立该限为劳动合同限。
Article 20 The wage of an employee during the probation period shall not be lower than the minimum wage for the same position of the same employer or lower than 80 of the wage stipulated in the labor contract, nor may it be lower than the minimum wage of the locality where the employer is located.
第二十条 试用工资】劳动者在试用的工资不得低于本一样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所在地的最低工资。
Article 21 During the probation period, except when the employee is under any of the circumstances as described in Article 39 and Article 40 (i) and (ii), the employer shall not dissolve the labor contract. If an employer dissolves a labor contract during the probation period, it shall make an explanation.
第二十一条 试用内解除劳动合同】在试用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不得解除劳动合同。用人在试用解除劳动合同的应当向劳动者说明理由。
Article 22 Where an employer pays special training expenses for the special tenical training of his employees, the employer may enter an agreement with his employees to specify their service time period.
If an employee violates the stipulation regarding the service time period, he shall pay the employer a penalty for brea of contract. The amount of penalty for brea of contract shall not exceed the training fees provided by the employer. The penalty for brea of a contract in whi the employer requires the employee to pay shall not exceed the training expenses attributable to the service time period that is unfulfilled.
The service time period stipulated by the employer and the employee does not affect the promotion of the remuneration of the employee during the probation period under the normal wage adjustment meani.
第二十二条 效劳】用人为劳动者提供专项培训费用对其进展专业技术培训的可以与该劳动者订立协议约定效劳。
劳动者违犯效劳约定的应当按照约定向用人支付违约金。违约金的数额不得超过用人提供的培训费用。用人要求劳动者支付的违约金不得超过效劳尚未履行部分所应分摊的培训费用。
用人与劳动者约定效劳的不影响按照正常的工资调整机制进步劳动者在效劳间的劳动报酬。
Article 23 An employer may enter an agreement with his employees in the labor contract to require his employees to keep the business secrets and intellectual property of the employer confidential.
For an employee who has the obligation of keeping confidential, the employer and the employee may stipulate non-petition clauses in the labor contract or in the confidentiality agreement and e to an agreement that, when the labor contract is dissolved or terminated, the employee shall be given economic pensations within the non-petition period. If the employee violates the stipulation of non-petition, it shall pay the employer a penalty for breaing the contract.
第二十三条 义务和竞业限制】用人与劳动者可以在劳动合同中约定保守用人的商业机和与相关的事项。
对负有义务的劳动者用人可以在劳动合同或者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限内按月给予劳动者经济补偿。劳动者违犯竞业限制约定的应当按照约定向用人支付违约金。
Article 24 The persons who should be subject to non-petition shall be limited to the senior mangers, senior tenicians, and the other employees, who have the obligation to keep secrets, of employers. The scope, geographical range and time limit for non-petition shall be stipulated by the employer and the employee. The stipulation on non-petition shall not be contrary to any laws or regulations.
After the dissolution or termination of a labor contract, the non-petition period for any of the persons as mentioned in the preceding paragraph to work in any other employer producing or engaging in products of the same category or engaging in business of the same category as this employer shall not exceed two years.
第二十四条 竞业限制的范围和限】竞业限制的人员限于用人的高级理人员、高级技术人员和其他负有义务的人员。竞业限制的范围、地域、限由用人与劳动者约定竞业限制的约定不得违犯法律、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消费或者经营同类、从事同类业务的有竞争关系的其他用人或者自己开业消费或者经营同类、从事同类业务的竞业限制限不得超过二年。
Article 25 Except for the circumstances as prescribed in Articles 22 and 23 of this Law, the employer shall not stipulate with the employee that the employee shall pay the penalty for breaing contract.
第二十五条 违约金】除本法第二十二条和第二十三条规定的情形外用人不得与劳动者约定由劳动者承担违约金。
Article 26 The following labor contracts are invalid or are partially invalid if:
1. a party employs the means of deception or coercion or takes advantage of the other party's difficulties to force the other party to conclude a labor contract or to make an amendment to a labor contract, whi is contrary to his will;
2. an employer disclaims its legal liability or denies the employee's rights; or
3. the mandatory provisions of laws or administrative regulations are violated.
If there is any dispute over the invalidating or partially invalidating of a labor contract, the dispute shall be settled by the labor dispute arbitration institution or by the people's court.
第二十六条 劳动合同的无效】以下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犯意思的情况下订立或者变更劳动合同的；
二〕用人免除自己的法定责任、排除劳动者权利的；
三〕违犯法律、行政法规强迫性规定的。
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确认。
Article 27 The invalidity of any part of a labor contract does not affect the validity of the other parts of the contract. The other parts shall still remain valid.
第二十七条 劳动合同部分无效】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。
Article 28 If a labor contract has been confirmed to be invalid, the employer shall pay remunerations to his employees who have labored for the employer. The amount of remunerations shall be determined by analogy to the remuneration to the employees taking the same or similar positions of the employer .
第二十八条 劳动合同无效后劳动报酬的支付】劳动合同被确认无效劳动者已付出劳动的用人应当向劳动者支付劳动报酬。劳动报酬的数额参照本一样或者相近岗位劳动者的劳动报酬确定。
apter III Fulfillment and ange of Labor Contracts
第三章 劳动合同的履行和变更
Article 29 An employer and an employee shall, according to the stipulations of the labor contract, fully perform their respective obligations.
第二十九条 劳动合同的履行】用人与劳动者应当按照劳动合同的约定全面履行各自的义务。
Article 30 An employer shall, under the contractual stipulations and the provisions of the state, timely pay its employees the full amount of remunerations.
Where an employer defers paying or fails to pay the full amount of remunerations, the employees may apply to the local people's court for an order of payment. The people's court shall issue an order of payment according to the law.
第三十条 劳动报酬】用人应当按照劳动合同约定和规定向劳动者及时足额支付劳动报酬。
用人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申请支付人民应当依法发出支付。
Article 31 An employer shall strictly execute the criterion on production quota, it shall not force any of its employees to work overtime or make any of his employees to do so in a disguised form. If an employer arranges overtime work, it shall pay its employee for the overtime work according to the relevant provisions of the state.
第三十一条 加班】用人应当严格执行劳动定额不得强迫或者变相强迫劳动者加班。用人安排加班的应当按照有关规定向劳动者支付加班费。
Article 32 If an employee refuses to perform the dangerous operations ordered by the manager of his employer who violates the safety regulations or forces the employee to risk his life, the employee shall not be deemed to have violated the labor contract.
An employee may criticize, expose to the authorities, or arge against the employer if the work conditions may endanger his life and health.
第三十二条 劳动者回绝违章指挥、强冒险作业】劳动者回绝用人理人员违章指挥、强冒险作业的不视为违犯劳动合同。
劳动者对危害生命平安和身体安康的劳动条件有权对用人提出批评、检举和控告。
Article 33 An employer's ange of its name, legal representative, key person-in-arge, or investor shall not affect the fulfillment of the labor contracts.
第三十三条 用人名称、法定代表人等的变更】用人变更名称、法定代表人、主要负责人或者人等事项不影响劳动合同的履行。
Article 34 In case of merger or split the original labor contracts of the employer still remain valid. Su labor contracts shall be performed by the new employer who succeeds the rights and obligations of the aforesaid employer.
第三十四条 用人合并或者分立】用人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继续履行。
Article 35 An employer and an employee may modify the contents stipulated in the labor contract if they so agree on negotiations. The modifications to the labor contract shall be made in writing.
The employer and the employee shall ea hold one copy of the modified labor contract.
第三十五条 劳动合同的变更】用人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和劳动者各执一份。
apter IV Dissolution and Termination of Labor Contracts
第四章 劳动合同的解除和终止
Article 36 An employer and an employee may dissolve the labor contract if they so agree on negotiations.
第三十六条 协商解除劳动合同】用人与劳动者协商一致可以解除劳动合同。
Article 37 An employee may dissolve the labor contract if he notifies in writing the employer 30 days in advance. During the probation period, an employee may dissolve the labor contract if he notifies the employer 3 days in advance.
第三十七条 劳动者提早解除劳动合同】劳动者提早三以书面形式用人可以解除劳动合同。劳动者在试用内提早用人可以解除劳动合同。
Article 38 Where an employer is under any of the following circumstances, its employees may dissolve the labor contract:
1. It fails to provide labor protection or work conditions as stipulated in the labor contract;
2. It fails to timely pay the full amount of remunerations;
3. It fails to pay social security premiums for the employees;
4. The rules and procedures set by the employer are contrary to any law or regulation and impair the rights and interests of the employees;
5. The labor contract is invalidated due to the circumstance as mentioned in Article 26 (1) of this Law; or
6. Any other circumstances prescribed by other laws or administrative regulations that authorize employees to dissolve labor contracts.
If an employer forces any employee to work by the means of violence, threat, or illegally restraining personal freedom, or an employer violates the safety regulations to order or forces any employee to perform dangerous operations that endanger the employee's personal life, the employee may immediately dissolve the labor contract without notifying the employer in advance.
第三十八条 劳动者单方解除劳动合同】用人有以下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费的；
四〕用人的规章制度违犯法律、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。
用人以、威胁或者限制人身的手段强迫劳动者劳动的或者用人违章指挥、强冒险作业危及劳动者人身平安的劳动者可以立即解除劳动合同不需事先告知用人。
Article 39 Where an employee is under any of the following circumstances, his employer may dissolve the labor contract:
1. It is proved that the employee does not meet the recruitment conditions during the probation period;
2. The employee seriously violates the rules and procedures set by the employer;
3. The employee causes any severe damage to the employer because he seriously neglects his duties or seeks private benefits;
4. The employee simultaneously enters an employment relationship with other employers and thus seriously affects his pletion of the tasks of the employer, or the employee refuses to make the ratification after his employer points out the problem;
5. The labor contract is invalidated due to the circumstance as mentioned in Item (1), paragraph 1, Article 26 of this Law; or
6. The employee is under investigation for criminal liabilities according to law.
第三十九条 用人单方解除劳动合同过失性辞退〕】劳动者有以下情形之一的用人可以解除劳动合同：
一〕在试用间被证明不符合录用条件的；
二〕严重违犯用人的规章制度的；
三〕严重渎职营私舞弊给用人造成重大损害的；
四〕劳动者同时与其他用人建立劳动关系对完本钱的工作任务造成严重影响或者经用人提出拒不改正的；
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。
Article 40 Under any of the following circumstances, the employer may dissolve the labor contract if it notifies the employee in writing 30 days in advance or after it pays the employee an extra month's wages:
1. The employee is sick or is injured for a non-work-related reason and cannot resume his original position after the expiration of the prescribed time period for medical treatment, nor can he assume any other position arranged by the employer;
2. The employee is inpetent to his position or is still so after training or anging his position; or
3. The objective situation, on whi the conclusion of the labor contract is based, has anged considerably, the labor contract is unable to be performed and no agreement on anging the contents of the labor contract is reaed after negotiations between the employer and the employee.
第四十条 无过失性辞退】有以下情形之一的用人提早三以书面形式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满后不能从事原工作也不能从事由用人另行安排的工作的；
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〕劳动合同订立时所根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与劳动者协商未能就变更劳动合同内容达成协议的。
Article 41 Under any of the following circumstances, if it is necessary to lay off 20 or more employees, or if it is necessary to lay off less than 20 employees but the layoff accounts for 10 of the total number of the employees, the employer shall, 30 days in advance, make an explanation to the labor union or to all its employees. After it has solicited the opinions from the labor union or of the employees, it may lay off the number of employees on reporting the employee reduction plan to the labor administrative department:
1. It is under revitalization according to the Enterprise Bankrtcy Law;
2. It encounters serious difficulties in production and business operation;
3. The enterprise anges products, makes important tenological renovation, or adjusts the methods of its business operation, and it is still necessary to lay off the number of employees after anging the labor contract; or
4. The objective economic situation, on whi the labor contract is based, has anged considerably and the employer is unable to perform the labor contract.
The following employees shall be given a priority to be kept when the employer cuts down the number of employees:
1. Those who have concluded a fixed-term labor contract with a long time period
2. Those who have concluded a labor contract without fixed term; and
3. Those whose family has no other employee and has the aged or minors to sport.
If the employer intends to hire new employees within 6 months after it cuts down the number of employees according to the first paragraph of this Article, it shall notify the employees cut down and shall, in the equal conditions, give a priority to the employees cut down.
第四十一条 经济性裁员】有以下情形之一需要裁减人员二十人以上或者裁减缺乏二十人但占企业职工总数百分之十以上的用人提早三向工会或者全体职工说明情况听取工会或者职工的后裁减人员方案经向劳动行政部门可以裁减人员：
一〕按照企业破产法规定进展重整的；
二〕消费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根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以下人员：
一〕与本订立较长限的固定限劳动合同的；
二〕与本订立无固定限劳动合同的；
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。
用人按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被裁减的人员并在同等条件下优先招用被裁减的人员。
Article 42 An employer shall not dissolve the labor contract under Articles 40 and 41 of this Law if any of its employee:
1. is engaging in operations exposing him to occational disease hazards and has not undergone an occational health eck- before he leaves his position, or is suspected of having an occational disease and is under diagnosis or medical observation;
2. has been confirmed as having lost or partially lost his capacity to work due to an occational disease or a work-related injury during his employment with the employer ;
3. has contracted an illness or sustained a non-work-related injury and the proscribed time period of medical treatment has not expired;
4. is a female who is in her pregnancy, confinement, or nursing period;
5. has been working for the employer continuously for not less than 15 years and is less than 5 years away from his legal retirement age; or
6. finds himself in other circumstances under whi an employer shall not dissolve the labor contract as proscribed in laws or administrative regulations
第四十二条 用人不得解除劳动合同的情形】劳动者有以下情形之一的用人不得按照本法第四十条、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展离岗前职业安康检查或者疑似职业病病人在诊断或者医学观察间的；
二〕在本患职业病或者因工负伤并被确认丧失或者部分丧失劳动才能的；
三〕患病或者非因工负伤在规定的医疗内的；
四〕职工在、产、哺乳的；
五〕在本连续工作满十五年且距法定退休年龄缺乏五年的；
六〕法律、行政法规规定的其他情形。
Article 43 Where an employer unilaterally dissolves a labor contract, it shall notify the labor union of the reasons in advance. If the employer violates any laws, administrative regulation, or stipulations of the labor contract, the labor union has the power to require the employer to make ratification. The employer shall consider the opinions of the labor union and notify the labor union of the relevant result in writing.
第四十三条 工会在劳动合同解除中的监视作用】用人单方解除劳动合同应当事先将理由工会。用人违犯法律、行政法规规定或者劳动合同约定的工会有权要求用人纠正。用人应当研究工会的并将处理结果书面工会。
Article 44 A labor contract may be terminated under any of the following circumstances:
1. the term of a labor contract has expired;
2. the employee has begun to enjoy the basic benefits of his pension;
3. the employee is deceased, or is declared dead or missing by the people's court;
4. the employer is declared bankrt;
5. the employer's business license is revoked or the employer is ordered to close down its business or to dissolve its business entity, or the employer makes a decision to liquidate its business ahead of the sedule; or
6. other circumstances proscribed by other laws or administrative regulations.
第四十四条 劳动合同的终止】有以下情形之一的劳动合同终止：
一〕劳动合同满的；
二〕劳动者开始依法享受根本养老待遇的；
三〕劳动者亡或者被人民宣告亡或者宣告失踪的；
四〕用人被依法宣告破产的；
五〕用人被撤消营业执照、责关闭、撤销或者用人提早解散的；
六〕法律、行政法规规定的其他情形。
Article 45 If a labor contract expires and it is under any of the circumstances as described in Article 42 of this Law, the term of labor contract shall be extended until the disappearance of the relevant circumstance. However, the matters relating to the termination of the labor contract of an employee who has lost or partially lost his capacity to work as prescribed in Article 42 (ii) of this Law shall be handled according to the pertinent provisions on work-related injury insurance.
第四十五条 劳动合同的逾终止】劳动合同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才能劳动者的劳动合同的终止按照有关工伤的规定执行。
Article 46 The employer shall, under any of the following circumstances, pay the employee an economic pensation:
1. The employee dissolves the labor contract in pursuance of Article 38 of this Law;
2. The employer proposes to dissolve the labor contract, and it reaes an agreement with the employee on the dissolution through negotiations;
3. The employer dissolves the labor contract according to Article 40 of this Law;
4. The employer dissolves the labor contract according to the first Paragraph of Article 41 of this Law; or
5.The termination of a fixed-term labor contract according to Article 44 (i) of this Law unless the employee refuses 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 labor contract is terminated according to Article 44 (iv) and (v) of this Law; or
7. Other circumstances as proscribed in other laws and administrative regulations.
第四十六条 经济补偿】有以下情形之一的用人应当向劳动者支付经济补偿：
一〕劳动者按照本法第三十八条规定解除劳动合同的；
二〕用人按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〕用人按照本法第四十条规定解除劳动合同的；
四〕用人按照本法第四十一条第一款规定解除劳动合同的；
五〕除用人维持或者进步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按照本法第四十四条第一项规定终止固定限劳动合同的；
六〕按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。
Article 47 An employee shall be given an economic pensation based on the number of years he has worked for the employer and at the rate of one month's wage for ea full year he worked. Any period of not less than six months but less than one year shall be counted as one year. The economic pensations payable to an employee for any period of less than six months shall be one-half of his monthly wages.
If the monthly wage of an employee is higher than three times the average monthly wage of employees declared by the people's government at the level of municipality directly under the central government or at the level of a districted city where the employer is located, the rate for the economic pensations to be paid to him shall be three times the average monthly wage of employees and shall be for no more than 12 years of his work.
The term of “monthly wage〞 mentioned in this Article refers to the employee's average monthly wage for the 12 months prior to the dissolution or termination of his labor contract.
第四十七条 经济补偿的计算】经济补偿按劳动者在本工作的年限每满一年支付一个月工资的向劳动者支付。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所在直辖、设区的级人民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。
Article 48 If an employer dissolves or terminates a labor contract in violation of this Law but the employee demands the continuous fulfillment of the contract, the employer shall do so. If the employee does not demand the continuous fulfillment of the contract or if the continuous fulfillment of the labor contract is impossible, the employer shall pay pensation to the employee according to Article 87 of this Law.
第四十八条 解除或者终止劳动合同的法律后果】用人违犯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应当按照本法第八十七条规定支付赔偿金。
Article 49 The State shall take measures to establish and improve a prehensive system to ensure that the employees' social security relationship can be transferred from one region to another and can be continued after the transfer.
第四十九条 社会关系跨地区转移接续】采取措施建立健全劳动者社会关系跨地区转移接续制度。
Article 50 At the time of dissolution or termination of a labor contract, the employer shall issue a document to prove the dissolution or termination of the labor contract and plete, within 15 days, the procedures for the transfer of the employee's personal file and social security relationship.
The employee shall plete the procedures for the handover of his work as agreed on between both parties. If relevant provisions of this Law require the employer to pay an economic pensation, it shall make a payment on pletion of the procedures for the handover of the employee's work.
The employer shall preserve the labor contracts, whi have been dissolved or terminated, for not less than two years for reference purposes.
第五十条 劳动合同解除或者终止后双方的义务】用人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内为劳动者和社会关系转移手续。
劳动者应当按照双方约定工作交接。用人按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。
apter V Special Provisions
第五章 特别规定
Section 1 Collective Contracts
第一节 集体合同
Article 51 The employees of an enterprise may get together as a party to negotiate with their employer to conclude a collective contract on the matters of remuneration, working hours, breaks, vacations, work safety and hygiene, insurance, benefits, etc. The draft of the collective contract shall be presented to the general assembly of employees or all the employees for discussion and approval.
A collective contract may be concluded by the labor union on behalf of the employees of enterprise with the employer. If the enterprise does not have a labor union yet, the contract may be concluded between the employer and the representatives osen by the employees under the guidance of the labor union at the next higher level.
第五十一条 集体合同的订立和内容】企业职工一方与用人通过平等协商可以就劳动报酬、工作时间、休息休假、劳动平安卫生、福利等事项订立集体合同。集体合同草案应当提交职工或者全体职工讨通过。
集体合同由工会代表企业职工一方与用人订立；尚未建立工会的用人由上级工会指导劳动者推举的代表与用人订立。
Article 52 The employees of an enterprise as a party may negotiate with the employer to enter specialized collective contracts regarding the issues of the work safety and hygiene, protection of the rights and interests of female employees, the wage adjustment meani, etc.
第五十二条 专项集体合同】企业职工一方与用人可以订立劳动平安卫生、职工权益保护、工资调整机制等专项集体合同。
Article 53 Industrial or regional collective contracts may be concluded between the labor unions and the representatives of enterprises in industries su as construction, mining, catering services, etc. in the regions at or below the county level.
第五十三条 行业性集体合同、区域性集体合同】在级以下区域内建筑业、采矿业、餐饮效劳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。
Article 54 After a collective contract has been concluded, it shall be submitted to the labor administrative department. The collective contract shall bee effective after the lapse of 15 days from the date of receipt thereof by the labor administrative department, unless the said department raises any objections to the contract.
A collective contract that has been concluded according to law is binding on both the employer and the employees. An industrial or regional collective contract is binding on both the employers and employees in the local industry or the region.
第五十四条 集体合同的报送和生效】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、本区域的用人和劳动者具有约束力。
Article 55 The standards for remunerations, working conditions, etc. as stipulated in a collective contract shall not be lower than the minimum criterions as prescribed by the local people's government. The standards for remunerations, working conditions, etc. as stipulated in the labor contract between an employer and an employee shall not be lower than those as specified in the collective contract.
第五十五条 集体合同中劳动报酬、劳动条件等】集体合同中劳动报酬和劳动条件等不得低于当地人民规定的最低；用人与劳动者订立的劳动合同中劳动报酬和劳动条件等不得低于集体合同规定的。
Article 56 If an employer's brea of the collective contract infringes on the labor rights and interests of the employees, the labor union may, according to law, require the employer to bear the liability. If a dispute arising from the performance of the collective contract is not resolved after negotiations, the labor union may apply for arbitration or lodge a lawsuit in pursuance of law.
第五十六条 集体合同纠纷和法律救济】用人违犯集体合同进犯职工劳动权益的工会可以依法要求用人承担责任；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。
Section 2 Worker Dispat Service
第二节 劳务派遣
Article 57 A worker dispat service provider shall be established according to the pany Law and have a registered capital of not less than RMB 500,000 yuan.
第五十七条 劳务派遣的设立】劳务派遣应当按照公的有关规定设立注册资本不得少于五十万元。
Article 58 Worker dispat service providers are employers as mentioned in this Law and shall perform an employer's obligations for its employees. The labor contract between a worker dispat service provider and a worker to be dispated shall, in addition to the matters specified in Article 17 of this law, specify su matters as the entity to whi the worker will be dispated, the term of dispat, positions, etc.
The labor contracts between a worker dispat service provider and the workers to be dispated shall be fixed-term labor contract with a term of not less than two years. The worker dispat service provider shall pay the remunerations on a monthly basis. During the time period when there is no work for the workers, the worker dispat service provider shall pensate the workers on monthly basis at the minimum wage prescribed by the people's government of the place where the worker dispat service provider is located.
第五十八条 劳务派遣、用工及劳动者的权利义务】劳务派遣是本法所称用人应当履行用人对劳动者的义务。劳务派遣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以及派遣限、工作岗位等情况。
劳务派遣应当与被派遣劳动者订立二年以上的固定限劳动合同按月支付劳动报酬；被派遣劳动者在无工作间劳务派遣应当按照所在地人民规定的最低工资向其按月支付报酬。
Article 59 To dispat workers, a worker dispat service provider shall enter into dispat agreements with the entity that accepts the workers under the dispat arrangement (hereinafter referred to as the “accepting entity〞). The dispat agreements shall stipulate the positions to whi the workers are dispated, the number of persons to be dispated, the term of dispat, the amounts and terms of payments of remunerations and social security premiums, and the liability for brea of agreement.
An accepting entity shall decide with the worker service dispat provider on the term of dispat based on the actual requirements of the positions, and it shall not diember a continuous term of labor use into two or more short-term dispat agreements.
第五十九条 劳务派遣协议】劳务派遣派遣劳动者应当与承受以劳务派遣形式用工的以下称用工〕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、派遣限、劳动报酬和社会费的数额与支付方式以及违犯协议的责任。
用工应当根据工作岗位的实际需要与劳务派遣确定派遣限不得将连续用工限分割订立数个短劳务派遣协议。
Article 60 A worker dispat service provider shall inform the workers dispated of the content of the dispat agreements.
No worker dispat service provider may skimp any remuneration that an accepting entity pays to the workers according to the dispat agreement.
No worker dispat service provider or accepting entity may arge any fee against any dispated worker.
第六十条 劳务派遣的告知义务】劳务派遣应当将劳务派遣协议的内容告知被派遣劳动者。
劳务派遣不得克扣用工按照劳务派遣协议支付给被派遣劳动者的劳动报酬。
劳务派遣和用工不得向被派遣劳动者收取费用。
Article 61 If a worker dispat service provider assigns a worker to an accepting entity in another region, the worker's remuneration and work conditions shall be in line with the relevant standards of the place where the accepting entity is located.
第六十一条 跨地区派遣劳动者的劳动报酬、劳动条件】劳务派遣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所在地的执行。
Article 62 An accepting entity shall perform the following obligations:
1. To implement state labor standards and provide the corresponding working conditions and labor protection;
2. To municate the job requirements and labor pensations for the dispated workers;
3. To pay overtime remunerations and performance bonuses and provide benefits relevant to the position;
4. To provide the dispated employees who assume the positions with required training; and
5. To implement a normal wage adjustment system in the case of continuous dispat.
No accepting entity may in turn dispat the workers to any other employer.
第六十二条 用工的义务】用工应当履行以下义务：
一〕执行劳动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展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。
用工不得将被派遣劳动者再派遣到其他用人。
Article 63 The workers dispated shall have the right to receive the same pay as that received by employees of the accepting entity for the same work. If an accepting entity has no employee in the same position, the remunerations shall be determined with reference to that paid in the place where the accepting entity is located to employees at the same or a similar position.
第六十三条 被派遣劳动者同工同酬】被派遣劳动者享有与用工的劳动者同工同酬的权利。用工无同类岗位劳动者的参照用工所在地一样或者相近岗位劳动者的劳动报酬确定。
Article The workers dispated have the right to join the labor union of the worker dispat service provider or of the accepting entity or to organize su unions, so as to protect their own lawful rights and interests.
第六十四条 被派遣劳动者参加或者组织工会】被派遣劳动者有权在劳务派遣或者用工依法参加或者组织工会维护自身的合法权益。
Article 65 A worker dispated may, according to Articles 36 and 38 of this Law, dissolve the labor contract between him and the worker dispat service provider.
Where a worker dispated is under any of the circumstances as mentioned in Article 39 and Article 40 (i) and (ii), the accepting entity may return the worker to the worker dispat service provider, the worker dispat service provider may dissolve the labor contract with the worker.
第六十五条 劳务派遣中解除劳动合同】被派遣劳动者可以按照本法第三十六条、第三十八条的规定与劳务派遣解除劳动合同。
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可以将劳动者退回劳务派遣劳务派遣按照本法有关规定可以与劳动者解除劳动合同。
Article 66 The worker dispat services shall normally be used for orary, auxiliary, or substituting positions.
第六十六条 劳务派遣的适用岗位】劳务派遣一般在临时性、辅助性或者替代性的工作岗位上施行。
Article 67 No accepting entity may establish any worker dispat service to dispat the workers to itself and to its subsidiaries.
第六十七条 用人不得自设劳务派遣】用人不得设立劳务派遣向本或者所属派遣劳动者。
Section 3 Part-time Employments
第三节 非全日制用工
Article 68 The “part-time employment〞 is a form of labor in whi the remuneration is mainly calculated on hourly basis, the average working hours of a worker per day shall not exceed 4 hours, and the aggregate working hours per week for the same employer shall not exceed 24 hours.
第六十八条 非全日制用工的概念】非全日制用工是指以小时计酬为主劳动者在同一用人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。
Article 69 Both parties to a part-time employment may rea an oral agreement.
A worker who engages in part-time employment may conclude a labor contract with one or more employers, but a labor contract concluded subsequently may not prejudice the performance of a labor contract previously concluded.
第六十九条 非全日制用工的劳动合同】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。
Article 70 No probation period may be stipulated by both parties for a part-time employment.
第七十条 非全日制用工不得约定试用】非全日制用工双方当事人不得约定试用。
Article 71 Either of the parties to part-time employment may inform the other party of the termination of labor at any time. on the termination of a part-time employment, the employer will pay no economic pensation to the employee.
第七十一条 非全日制用工的终止用工】非全日制用工双方当事人任何一方都可以随时对方终止用工。终止用工用人不向劳动者支付经济补偿。
Article 72 The criterions for the calculation of part-time employment on hourly basis shall not be lower than the minimum hourly wage prescribed by the people's government of the place where the employer is located.
The um remuneration settlement and payment cycle for part-time employment shall not exceed 15 days.
第七十二条 非全日制用工的劳动报酬】非全日制用工小时计酬不得低于用人所在地人民规定的最低小时工资。
非全日制用工劳动报酬结算支付周最长不得超过十。
apter VI Servision and Inspection
第六章 监视检查
Article 73 The labor administrative department of the State Council shall be responsible for the servision and inspection of the implementation of the system of labor contracts throughout the country.
The labor administrative department of the local people's governments at the county level and above shall be responsible for the servision and inspection of the implementation of the system of labor contracts within their respective administrative areas.
During the servision and inspection of the implementation of the system of labor contracts, the labor administrative departments of the people's governments at the county level and above shall solicit the opinions of the labor unions, enterprise representatives and relevant industrial administrative departments.
第七十三条 劳动合同制度的监视理体制】劳动行政部门负责全国劳动合同制度施行的监视理。
级以上地方人民劳动行政部门负责本行政区域内劳动合同制度施行的监视理。
级以上各级人民劳动行政部门在劳动合同制度施行的监视理工作中应当听取工会、企业方面代表以及有关行业主部门的。
Article 74 The labor administrative department of the local people's government at the county level or above shall exercise servision and inspection in respect of the implementation of the system of labor contracts:
1. The employers' formulation of rules and regulations directly related to the interests of workers, and the implementation thereof;
2. The formation and dissolution of labor contracts by employers and workers;
3. The pliance with relevant regulations on dispat by worker dispat service providers and the accepting entities;
4.The employers' pliance with provisions of the state on workers' working hours, breaks and vacations;
5. The employers' payment for remuneration as specified in the labor contracts and pliance with the minimum wage criterions;
6. The employers' participation in the social security and the payment for social security premiums; and
7. Other labor servision matters as prescribed by laws and regulations.
第七十四条 劳动行政部门监视检查事项】级以上地方人民劳动行政部门依法对以下施行劳动合同制度的情况进展监视检查：
一〕用人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〕用人与劳动者订立和解除劳动合同的情况；
三〕劳务派遣和用工遵守劳务派遣有关规定的情况；
四〕用人遵守劳动者工作时间和休息休假规定的情况；
五〕用人支付劳动合同约定的劳动报酬和执行最低工资的情况；
六〕用人参加各项社会和缴纳社会费的情况；
七〕法律、法规规定的其他劳动事项。
Article 75 During the servision and inspection process, the labor administrative department of the people's government at the county level or above has the power to consult the materials relevant to the labor contracts and collective contracts and to conduct on-the-spot inspections to the work places. The employers and employees shall faithfully provide pertinent information and materials.
When the functionaries of the labor administrative department conduct an inspection, they shall show their badges, exercise their duties and powers pursuant to laws and enforce the law in a well-disciplined manner.
第七十五条 监视检查措施和依法行政、文明执法】级以上地方人民劳动行政部门施行监视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展实地检查用人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展监视检查应当出示证件依法行使职权文明执法。
Article 76 The relevant administrative departments of construction, health, work safety servision and administration, etc. of the people's governments at the county level and above shall, with the scope of their respective functions, servise and administer the employers' implementation of the system of labor contracts.
第七十六条 其他有关主部门的监视理】级以上人民建立、卫生、平安消费监视理等有关主部门在各自职责范围内对用人执行劳动合同制度的情况进展监视理。
Article 77 For any employer whose lawful rights and interests are impaired, he may require the relevant department to deal with the case, apply for an arbitration, or lodge a lawsuit.
第七十七条 工会监视检查的权利】劳动者合法权益受到损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。
Article 78 A labor union shall protect the employees' legitimate rights and interests and servise the employer's fulfillment of the labor contracts and collective contracts. If the employer violates any law or regulation or breaes any labor contract or collective contract, the labor union may put forward its opinions and require the employer to make ratification. If the employee applies for arbitration or lodges a lawsuit, the labor union shall sport and help him in pursuance of law.
第七十八条 劳动者权利救济途径】工会依法维护劳动者的合法权益对用人履行劳动合同、集体合同的情况进展监视。用人违犯劳动法律、法规和劳动合同、集体合同的工会有权提出或者要求纠正；劳动者申请仲裁、提起诉讼的工会依法给予支持和帮助。
Article 79 Any organization or individual may report the violations of this law. The labor administrative departments of the people's governments at the county level and above shall timely verify and deal with su violations and shall grant awards to the meritorious persons who report the violations.
第七十九条 对行为的举报】任何组织或者个人对违犯本法的行为都有权举报级以上人民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。
apter VII Legal Liabilities
第七章 法律责任
Article 80 If the rules and procedure of an employer directly related to the employees' interests is contrary to any laws or regulations, the labor administration department shall order the employer to make ratification and give it a warning. If the rules and procedures cause any damage to the employees, the employer shall bear the liability for pensation.
第八十条 规章制度的法律责任】用人直接涉及劳动者切身利益的规章制度违犯法律、法规规定的由劳动行政部门责改正给予警告；给劳动者造成损害的应当承担赔偿责任。
Article 81 If the text of a labor contract provided by an employer does not include the mandatory clauses required by this Law or if an employer fails to deliver a copy of the labor contract to its employee, the labor administration department shall order the employer to make ratification. If any damage is caused to the employee, the employer shall bear the liability for pensation.
第八十一条 缺乏必备条款、不提供劳动合同文本的法律责任】用人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未将劳动合同文本交付劳动者的由劳动行政部门责改正；给劳动者造成损害的应当承担赔偿责任。
Article 82 If an employer fails to conclude a written labor contract with an employee after the lapse of more than one month but less than one year as of the day when it started using him, it shall pay to the worker his monthly wages at double amount.
If an employer fails, in violation of this Law, to conclude with an employee a labor contract without fixed term, it shall pay to the employee his monthly wage at double amount, starting from the date on whi a labor contract without fixed term should have been concluded.
第八十二条 不订立书面劳动合同的法律责任】用人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。
用人违犯本法规定不与劳动者订立无固定限劳动合同的自应当订立无固定限劳动合同之日起向劳动者每月支付二倍的工资。
Article 83 If an employer stipulates the probation period with an employee to violate this Law, the labor administration department shall order the employer to make ratification. If the illegally stipulated probation has been performed, the employer shall pay pensation to the employee according to the time worked on probation beyond the statutory probation period, at the rate of the employee's monthly wage following the pletion of his probation.
第八十三条 约定试用的法律责任】用人违犯本法规定与劳动者约定试用的由劳动行政部门责改正；约定的试用已经履行的由用人以劳动者试用满月工资为按已经履行的超过法定试用的间向劳动者支付赔偿金。
Article 84 Where an employer violates this Law by detaining the resident identity cards or other certificates of the employees, the labor administrative department shall order the employer to return the ID and certificates to the employees within a time limit and shall punish the employer according to the relevant laws.
Where an employer violates this Law by collecting money and property from employees in the name of guaranty or in any other excuses, the labor administrative department shall order the employer to return the said property to the employees within a time limit and fine the employer not less than 500 yuan but not more than 2,000 yuan for ea person. If any damage is caused to the employees, the employer shall be liable for pensation.
When an employee dissolves or terminates the labor contract in pursuance of law, if the employer retains the arives or other articles of the employees, it shall be punished according to the provisions of the preceding paragraph.
第八十四条 扣押劳动者身份等证件的法律责任】用人违犯本法规定扣押劳动者居民等证件的由劳动行政部门责限退还劳动者本人并按照有关法律规定给予处分。
用人违犯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限退还劳动者本人并以每人五百元以上二千元以下的处以罚款；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扣押劳动者或者其他物品的按照前款规定处分。
Article 85 Where an employing entity is under any of the following circumstances, the labor administrative department shall order it to pay the remunerations, overtime remunerations or economic pensations within a time limit. If the remuneration is lower than the local minimum wage, the employer shall pay the shortfall. If payment is not made within the time limit, the employer shall be ordered to pay an extra pensation to the employee at a rate of not less than 50 percent and not more than 100 percent of the payable amount:
1. Failing to pay an employee his remunerations in full amount and on time as stipulated in the labor contract or prescribed by the state;
2. Paying an employee the wage below the local minimum wage standard;
3. Arranging overtime work without paying overtime remunerations; or
4. Dissolving or terminating a labor contract without paying the employee the economic pensation under this Law.
第八十五条 未依法支付劳动报酬、经济补偿等的法律责任】用人有以下情形之一的由劳动行政部门责限支付劳动报酬、加班费或者经济补偿；劳动报酬低于当地最低工资的应当支付其差额部分；逾不支付的责用人按应付金额百分之五十以上百分之一百以下的向劳动者加付赔偿金：
一〕未按照劳动合同的约定或者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按照本法规定向劳动者支付经济补偿的。
Article 86 Where a labor contract is confirmed invalid under Article 26 of this Law and any damage is caused to the other party, the party at fault shall be liable for pensation.
第八十六条 订立无效劳动合同的法律责任】劳动合同按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。
Article 87 If an employer violates this Law by dissolving or terminating the labor contract, it shall pay pensation to the employee at the rate of twice the economic pensations as prescribed in Article 47 of this Law.
第八十七条 违犯解除或者终止劳动合同的法律责任】用人违犯本法规定解除或者终止劳动合同的应当按照本法第四十七条规定的经济补偿的二倍向劳动者支付赔偿金。
Article 88 Where an employer is under any of the following circumstances, it shall be given an administrative punishment. If any crime is constituted, it shall be subject to criminal liabilities. If any damage is caused to the employee, the employer shall be liable for pensation:
1. To force the employee to work by violence, threat or illegal limitation of personal freedom;
2. To illegally mand or force any employee to perform dangerous operations endangering the employee's life;
3. To insult, corporally punish, beat, illegally sear, or restrain any employee; or
4. To cause damages to the physical or mental health of employees because of poor working conditions or severely polluted environments;
第八十八条 损害劳动者人身权益的法律责任】用人有以下情形之一的依法给予行政处分；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、威胁或者限制人身的手段强迫劳动的；
二〕违章指挥或者强冒险作业危及劳动者人身平安的；
三〕侮辱、体罚、殴打、搜寻或者拘禁劳动者的；
四〕劳动条件恶劣、环境污染严重给劳动者身心安康造成严重损害的。
Article Where an employer violates this Law by failing to issue to an employee a written certificate for the dissolution or termination of a labor contract, it shall be ordered to make a ratification by the labor administrative department. If any damage is caused to an employee, the employer shall be liable for pensation.
第八十九条 不出具解除、终止书面证明的法律责任】用人违犯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改正；给劳动者造成损害的应当承担赔偿责任。
Article 90 Where an employee violates this Law to dissolve the labor contract, or violates the stipulations of the labor contract about the confidentiality obligation or non-petition, if any loss is caused to the employer, he shall be liable for pensation.
第九十条 劳动者的赔偿责任】劳动者违犯本法规定解除劳动合同或者违犯劳动合同中约定的义务或者竞业限制给用人造成损失的应当承担赔偿责任。
Article 91 Where an employer hires any employee whose labor contract with another employer has not been dissolved or terminated yet, if any loss is caused to the employer mentioned later, the employer first mentioned shall bear joint and several liability of pensation.
第九十一条 用人的连带赔偿责任】用人招用与其他用人尚未解除或者终止劳动合同的劳动者给其他用人造成损失的应当承担连带赔偿责任。
Article 92 Where a worker dispat service provider violates this Law, it shall be ordered to make ratification by the labor administrative department and other relevant administrative departments. If the circumstance is severe, it shall be fined at the rate of not less than 1, 000 yuan but not more than 5, 000 yuan per person and have its business license revoked by the administrative department for industry and merce. If any damage is caused to the workers dispated, the worker dispat service provider and the accepting entity shall bear joint and several liability of pensation.
第九十二条 劳务派遣的法律责任】劳务派遣违犯本法规定的由劳动行政部门和其他有关主部门责改正；情节严重的以每人一千元以上五千元以下的处以罚款并由工商行政理部门撤消营业执照；给被派遣劳动者造成损害的劳务派遣与用工承担连带赔偿责任。
Article 93 Where an employer without the lawful business operation qualifications mits any violation or crime, it shall be subject to legal liabilities. If the employees have already worked for the employer, the employer or its capital contributors shall, under the relevant provisions of this Law, pay the employees remunerations, economic pensations or indemnities. If any damage is caused to the employee, it shall be liable for pensation.
第九十三条 无营业执照经营的法律责任】对不具备合法经营资格的用人的犯罪行为依法追究法律责任；劳动者已经付出劳动的该或者其出资人应当按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。
Article 94 Where an individual as a business operation contractor hires employees in violation of this Law and causes any damage to any employee, the contracting organization and the individual business operation contractor shall be jointly and severally liable for pensation.
第九十四条 个人承包经营者的连带赔偿责任】个人承包经营违犯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。
Article 95 If the labor administrative department, or any other relevant administrative department, or any of the functionaries thereof neglects its (his) duties, does not perform the statutory duties, or exercises its (his) duties in violation of law, it (he) shall be liable for pensation. The directly liable person-in-arge and other directly liable persons shall be given an administrative sanction. If any crime is constituted, they shall be subject to criminal liabilities.
第九十五条 不履行法定职责、行使职权的法律责任】劳动行政部门和其他有关主部门及其工作人员玩忽职守、不履行法定职责或者行使职权给劳动者或者用人造成损害的应当承担赔偿责任；对直接负责的主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。
apter VIII Splementary Provisions
第八章 附那么
Article 96 For the formation, performance, modification, dissolution, or termination of a labor contract between a public institution and an employee under the system of employment, if it is otherwise provided for in any law, administrative regulation or by the State Council, the latter shall be followed. If there is no su provision, the relevant provisions of this Law shall be observed.
第九十六条 事业聘用制劳动合同的法律适用】事业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、行政法规或者另有规定的按照其规定；未作规定的按照本法有关规定执行。
Article 97 Labor contracts concluded before the implementation of this Law and continue to exist on the implementation date of this Law shall continue to be performed. For the purposes of Item (3) of the second Paragraph of Article 14 of this Law, the number of consecutive times on whi a fixed-term labor contract is concluded shall be counted from the first renewal of su contract to occur after the implementation of this Law.
If an employment relationship was established prior to the implementation of this Law without the conclusion of a written labor contract, su contract shall be concluded within one month from the date when this Law bees effective.
If a labor contract existing on the implementation date of this Law is dissolved or terminated after the implementation of this Law and, according to Article 46 of this Law, an economic pensation is payable, the number of years for whi the economic pensation is payable shall be counted from the implementation date of this Law. If, under relevant effective regulations prior to the implementation of this Law, the employee is entitled to the economic pensation from the employer in respect of a period prior to the implementation of this Law, the matters shall be handled according to the relevant effective regulations at that time.
第九十七条 过渡性条款】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限劳动合同的次数自本法施行后续订固定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按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应当向劳动者支付经济补偿的按照当时有关规定执行。
Article 98 This Law shall e into force as of January 1, 2021.
第九十八条 施行时间】本法自2021年1月1日起施行。
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