企业劳动合同范本-文明礼仪歌谣

劳动合同法中英文对照版
Order of the President of the People’s Republic of China

(No. 65)

The Labor Contract Law of the People’s Republic of China, which was
adopted at the 28th Session of the Standing Committee of the Tenth

《中华人民共和国劳动合同法》已由中
华人民共和国第十届全国人 民代表大会常务
委员会第二十八次会议于2007年6月29日
中华人民共和国主席令
（第六十五号）

National People’s Congress of the People’s Republic of China on June 29,
2007, is hereby promulgated and shall come into force as of January 1,
2008.

President of the People’s Republic of China Hu Jintao

June 29, 2007

Labor Contract Law of the People’s Republic of China

(Adopted at the 28th Session of Standing Committee of the Tenth National
People’s Congress of the People’s Republic of China on June 29, 2007)

Contents

Chapter I General Provisions
Chapter II Formation of Labor Contracts
Chapter III Fulfillment and Change of Labor Contracts
Chapter IV Dissolution and Termination of Labor Contracts
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

通过，现予公布，自2008年1月1日起施
行。

中华人民共和国主席 胡锦涛

2007年6月29日



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

Chapter I General Provisions

Article 1This 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.

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,
change, 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, change, dissolution, or termination of
their labor contracts.

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.

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
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

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, which are directly related to the interests
of the employees, such rules or important events shall be discussed at the
meeting of employees’ representatives or the general meeting of all
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
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 reach agreements on these rules or
events.

During the process of execution of a decision about a rule or about an
important event, if the labor union or the employees deem it improper, they
may require the employer to amend or improve the rules or decisions
through negotiations.

The employer shall make an announcement of the rules and important
events which are directly related to the interests of the employees or inform
the employees of these rules or events.

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 mechanism
to coordinate employment relationship and shall jointly seek to solve the
major problems related to employment relations.

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 mechanism with the employers so as to maintain the
lawful rights and interests of the employees.

Chapter II Formation of Labor Contracts

Article 7 An employer establishes an employment relationship with an
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

employee from the date when the employer puts the employee to work. The
employer shall prepare a roster of employees for inspection.

建立劳动关系。用人单位应当建立职工名册
备查。

Article 8 When an employer hires an employee, it shall faithfully inform him
第八条 用人单位招用劳动者时，应当如实
工作条件、工作地点、
of the work contents, conditions and location, occupational harm, work safety
告知劳动者工作内容、
state, remuneration, and other information which the employee requires to
be informed. The employer has the right to know the basic information of the
employer which is directly related to the labor contract and the employee
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
shall faithfully provide such information.

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.

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.

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 such stipulation in the collective
contract, the principle of equal pay for equal work shall be observed.

Article 12 Labor contracts are classified into fix-term labor contracts, labor
contracts without a fixed term, and the labor contracts that set the completion
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

of specific tasks as the term to end contracts.

任务为期限的劳动合同。

Article 13 A fixed-term labor contract refers to a labor contract in which the
第十三条 固定期限劳动合同，是指用人单
employer and the employee stipulate the time of termination of the contract.
位与劳动者约定合同终止时间的劳动合同。

The employer and the employee may conclude a fixed- term labor contract

用人单位与劳动者协商一致，可以订立
upon negotiation.

Article 14 A labor contract without a fixed term refers to a labor contract in
which 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 which is less than 10 years up 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.

Article 15 A labor contract that sets the completion of a specific task as the
term to end the contract refers to the labor contract in which the employer
and the employee stipulate that the time period of the contract shall be
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。

based on the completion of a specific task.

An employer and an employee may, upon negotiation, conclude a labor
contract that sets the completion of a specific task to end the contract.


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。

Article 16 A labor contract shall be agreed with by the employer and the
employee and shall come into effect after the employer and the employee
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
affix their signatures or seals to the labor contract.

The employer and the employee shall each hold one copy of the labor
contract.

Article 17 A labor contract shall include the following clauses:
1. The employer’s name, domicile, legal representative, or major
person-in-charge;
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 occupational 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, supplementary insurances,
welfares and benefits, and other items.

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。

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 reached through negotiations, the provisions of the collective contract shall
be followed. If there is no collective contract or if there is no such stipulation
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
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 such stipulation
about the work conditions and other criterions in the collective contract, the
relevant provisions of the state shall be followed.

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 completion 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.

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.

Article 21 During the probation period, except when the employee is under
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

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。

Article 22 Where an employer pays special training expenses for the special
technical training of his employees, the employer may enter an agreement
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
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 breach of contract. The amount of
penalty for breach of contract shall not exceed the training fees provided by
the employer. The penalty for breach of a contract in which 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 mechanism.

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-competition clauses in the
labor contract or in the confidentiality agreement and come to an agreement
that, when the labor contract is dissolved or terminated, the employee shall
be given economic compensations within the non-competition period. If the
employee violates the stipulation of non- competition, it shall pay the
employer a penalty for breaching the contract.

Article 24 The persons who should be subject to non-competition shall be
limited to the senior mangers, senior technicians, and the other employees,
who have the obligation to keep secrets, of employers. The scope,
geographical range and time limit for non-competition shall be stipulated by
the employer and the employee. The stipulation on non-competition shall not
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。

be contrary to any laws or regulations.

After the dissolution or termination of a labor contract, the non-competition
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

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
shall not exceed two years.

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 breaching contract.

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, which 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.

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.

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 up the same or similar positions of
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。

the employer .

Chapter III Fulfillment and Change 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
第二十九条 用人单位与劳动者应当按照劳
of the labor contract, fully perform their respective obligations.

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.

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.

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 charge against the
employer if the work conditions may endanger his life and health.

Article 33 An employer’s change of its name, legal representative, key
person-in-charge, or investor shall not affect the fulfillment of the labor
contracts.

Article 34 In case of merger or split the original labor contracts of the
employer still remain valid. Such labor contracts shall be performed by the
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

new employer who succeeds the rights and obligations of the aforesaid
employer.

继其权利和义务的用人单位继续履行。

Article 35 An employer and an employee may modify the contents stipulated
in the labor contract if they so agree upon negotiations. The modifications to
the labor contract shall be made in writing.

The employer and the employee shall each hold one copy of the modified
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
labor contract.

Chapter IV Dissolution and Termination of Labor Contracts

Article 36 An employer and an employee may dissolve the labor contract if
they so agree upon negotiations.

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.

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 up 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
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

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.

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
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 up 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 completion 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.

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
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

by the employer;
2. The employee is incompetent to his position or is still so after training or
changing his position; or
3. The objective situation, on which the conclusion of the labor contract is
based, has changed considerably, the labor contract is unable to be
performed and no agreement on changing the contents of the labor contract
is reached after negotiations between the employer and the employee.

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，
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
upon reporting the employee reduction plan to the labor administrative
department:

1. It is under revitalization according to the Enterprise Bankruptcy Law;
2. It encounters serious difficulties in production and business operation;
3. The enterprise changes products, makes important technological
renovation, or adjusts the methods of its business operation, and it is still
necessary to lay off the number of employees after changing the labor
contract; or
4. The objective economic situation, on which the labor contract is based,
has changed 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
support.
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；

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.


（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
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 occupational disease hazards
and has not undergone an occupational health check-up before he leaves
his position, or is suspected of having an occupational disease and has been
diagnosed or under medical observation;
2. has been confirmed as having lost or partially lost his capacity to work due
to an occupational 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 which an employer shall not
dissolve the labor contract as proscribed in laws or administrative regulations
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.

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。

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;
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
4. the employer is declared bankrupt;
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 schedule; or
6. other circumstances proscribed by other laws or administrative
regulations.

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.

Article 46 The employer shall, under any of the following circumstances, pay
the employee an economic compensation:
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 reaches 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
termination of a fixed–term labor contract according to Article 44 (i) of
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

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.

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
Article 47 An employee shall be given an economic compensation based on
the number of years he has worked for the employer and at the rate of one
month’s wage for each 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
compensations 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
compensations 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.

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
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

labor contract is impossible, the employer shall pay compensation to the
employee according to Article 87 of this Law.

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。

Article 49 The State shall take measures to establish and improve a
第四十九条 国家采取措施，建立健全劳动
comprehensive system to ensure that the employees’ social security
relationship can be transferred from one region to another and can be
continued after the transfer.

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 complete, within 15 days, the procedures for the
transfer of the employee’s personal file and social security relationship.

The employee shall complete the procedures for the handover of his work as
agreed upon between both parties. If relevant provisions of this Law require
the employer to pay an economic compensation, it shall make a payment
upon completion of the procedures for the handover of the employee’s work.

The employer shall preserve the labor contracts, which have been dissolved
or terminated, for not less than two years for reference purposes.

Chapter V Special Provisions

Section 1 Collective Contracts

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
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< br>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

labor union yet, the contract may be concluded between the employer and
the representatives chosen by the employees under the guidance of the
labor union at the next higher level.

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
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
work safety and hygiene, protection of the rights and interests of female
employees, the wage adjustment mechanism, etc.

Article 53 Industrial or regional collective contracts may be concluded
between the labor unions and the representatives of enterprises in industries
such as construction, mining, catering services, etc. in the regions at or
below the county level.

Article 54 After a collective contract has been concluded, it shall be
submitted to the labor administrative department. The collective contract
shall become 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.


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.

Article 56 If an employer’s breach of the collective contract infringes upon 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
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。< br>
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

performa nce of the collective contract is not resolved after negotiations, the
labor union may apply for arbitration or lodge a lawsuit in pursuance of law.

Section 2 Worker Dispatch Service

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



Article 57 A worker dispatch service provider shall be established according
第五十七条 劳务派遣单位应当依照公司法
to the Company Law and have a registered capital of not less than RMB
500,000 yuan.

Article 58 Worker dispatch 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 dispatch service provider and a worker to
be dispatched shall, in addition to the matters specified in Article 17 of this
law, specify such matters as the entity to which the worker will be
dispatched, the term of dispatch, positions, etc.

The labor contracts between a worker dispatch service provider and the
workers to be dispatched shall be fixed-term labor contract with a term of not
less than two years. The worker dispatch service provider shall pay the
remunerations on a monthly basis. During the time period when there is no
work for the workers, the worker dispatch service provider shall compensate
the workers on monthly basis at the minimum wage prescribed by the
people’s government of the place where the worker dispatch service provider
is located.

Article 59 To dispatch workers, a worker dispatch service provider shall enter
into dispatch agreements with the entity that accepts the workers under the
dispatch arrangement (hereinafter referred to as the “accepting entity”). The
dispatch agreements shall stipulate the positions to which the workers are
dispatched, the number of persons to be dispatched, the term of dispatch,
the amounts and terms of payments of remunerations and social security
premiums, and the liability for breach of agreement.

An accepting entity shall decide with the worker service dispatch provider on
the term of dispatch based on the actual requirements of the positions, and it
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。

shall not dismember a continuous term of labor use into two or more
short-term dispatch agreements.

Article 60 A worker dispatch service provider shall inform the workers
dispatched of the content of the dispatch agreements.

No worker dispatch service provider may skimp any remuneration that an
accepting entity pays to the workers according to the dispatch agreement.
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

No worker dispatch service provider or accepting entity may charge any fee
against any dispatched worker.

Article 61 If a worker dispatch 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.


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 communicate the job requirements and labor compensations for the
dispatched workers;
3. To pay overtime remunerations and performance bonuses and provide
benefits relevant to the position;
4. To provide the dispatched employees who assume the positions with
required training; and
5. To implement a normal wage adjustment system in the case of continuous
dispatch.

No accepting entity may in turn dispatch the workers to any other employer.

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。

Article 63 The workers dispatched 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
第六十三条 被派遣劳动者享有与用工单位< br>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
r emunerations 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.

Article 64 The workers dispatched have the right to join the labor union of the
worker dispatch service provider or of the accepting entity or to organize
such unions, so as to protect their own lawful rights and interests.

Article 65 A worker dispatched may, according to Articles 36 and 38 of this
Law, dissolve the labor contract between him and the worker dispatch
service provider.

Where a worker dispatched 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 dispatch service provider, the worker dispatch service
provider may dissolve the labor contract with the worker.

Article 66 The worker dispatch services shall normally be used for
temporary, auxiliary, or substituting positions.

Article 67 No accepting entity may establish any worker dispatch service to
dispatch the workers to itself and to its subsidiaries.

Section 3 Part-time Employments

Article 68 The “part-time employment” is a form of labor in which 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
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

working hours per week for the same employer shall not exceed 24 hours.

计不超过二十四小时的用工形式。

Article 69 Both parties to a part-time employment may reach 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
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
previously concluded.

Article 70 No probation period may be stipulated by both parties for a
part-time employment.

Article 71 Either of the parties to part-time employment may inform the other
party of the termination of labor at any time. Upon the termination of a
part-time employment, the employer will pay no economic compensation to
the employee.

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 maximum remuneration settlement and payment cycle for part-time
employment shall not exceed 15 days.

Chapter VI Supervision and Inspection

Article 73 The labor administrative department of the State Council shall be
responsible for the supervision 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 supervision and
inspection of the implementation of the system of labor contracts within their
respective administrative areas.

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

During the supervision 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.

听取工会、企业方面代表以及有关行业主管
部门的意见。

Article 74 The labor administrative department of the local people’s
government at the county level or above shall exercise supervision and
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
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 compliance with relevant regulations on dispatch by worker dispatch
service providers and the accepting entities;
employers’ compliance 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 compliance with the minimum wage criterions;
6. The employers’ participation in the social security and the payment for
social security premiums; and
7. Other labor supervision matters as prescribed by laws and regulations.

Article 75 During the supervision 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.
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。

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.

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。

Article 76 The relevant administrative departments of construction, health,
work safety supervision and administration, etc. of the people’s governments
at the county level and above shall, with the scope of their respective
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
functions, supervise and administer the employers’ implementation of the
system of labor contracts.

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.

Article 78 A labor union shall protect the employees’ legitimate rights and
interests and supervise the employer’s fulfillment of the labor contracts and
collective contracts. If the employer violates any law or regulation or
breaches 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
support and help him in pursuance of law.

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 such violations and
shall grant awards to the meritorious persons who report the violations.

Chapter VII Legal Liabilities

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 compensation.

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。

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
compensation.

第八十一条 用人单位提供的劳动合同文本< br>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。

Article 82 If an employer fails to conclude a written labor contract with an
第八十二条 用人单位自用工之日起超过一
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 which a labor contract
without fixed term should have been concluded.

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 compensation 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 completion of his
probation.

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 each person. If any damage
is caused to the employees, the employer shall be liable for compensation.
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

When an employee dissolves or terminates the labor contract in pursuance
of law, if the employer retains the archives or other articles of the employees,
it shall be punished according to the provisions of the preceding paragraph.

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。

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 compensations within a
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
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 compensation 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 compensation under this Law.

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 compensation.

Article 87 If an employer violates this Law by dissolving or terminating the
labor contract, it shall pay compensation to the employee at the rate of twice
the economic compensations as prescribed in Article 47 of this Law.

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 compensation:
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：

1. To force the employee to work by violence, threat or illegal limitation of
personal freedom;
2. To illegally command or force any employee to perform dangerous
operations endangering the employee’s life;
3. To insult, corporally punish, beat, illegally search, 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;


（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
Article 89 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 compensation.

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-competition, if any loss is caused to the
employer, he shall be liable for compensation.

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 compensation.

Article 92 Where a worker dispatch 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 commerce. If any damage is
caused to the workers dispatched, the worker dispatch service provider and
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< br>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。

the accepting entity shall bear joint and several liability of compensation.

Article 93 Where an employer without the lawful business operation
qualifications commits 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 compensations or
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
indemnities. If any damage is caused to the employee, it shall be liable for
compensation.

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 compensation.

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 compensation. The directly
liable person-in-charge and other directly liable persons shall be given an
administrative sanction. If any crime is constituted, they shall be subject to
criminal liabilities.

Chapter VIII Supplementary Provisions

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 such provision, the relevant provisions of this Law shall be
observed.

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 which a fixed- term
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< br>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

labor contract is concluded shall be counted from the first renewal of such
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, such contract
shall be concluded within one month from the date when this Law becomes
effective.

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
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 compensation is payable, the number
of years for which the economic compensation 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 compensation 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.

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



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。