《中华人民共和国劳动合同法》中英文对照
奥地利首都-五福卡
Labor Contract Law of the People's Republic
of China
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 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
Chapter I General Provisions
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.
Article 2 This Law shall apply to the
establishment of
employment relationship
between employees and
enterprises, individual
economic organizations, private
non-
中华人民共和国劳动合同法
中华人民共和国主席令
（第六十五号）
《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
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 【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，构建和发展和谐稳定的劳动关系，制定
本法。
第二条 【适用范围】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
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 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 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 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 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
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
【基本原则】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 【规章制度】用人单位应当依法建立和
完善劳动规章制度，保障劳动者享有劳动权
利、履行
劳动义务。
用人单位在制定、修改或者决定有关劳动报酬、
工作时间、
休息休假、劳动安全卫生、保险福利、职
工培训、劳动纪律以及劳动定额管理等直接涉及劳动
者
切身利益的规章制度或者重大事项时，应当经职工
代表大会或者全体职工讨论，提出方案和意见，与工<
br>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 【协调劳动关系三方机制】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。
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.
第六条 【集体协商机制】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。
Chapter 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.
Article 8 When an employer hires an employee,
it shall
faithfully inform him of the work
contents, conditions and
location,
occupational harm, work safety 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 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,
第七条 【劳动关系的建立】用人单位自用工之<
br>日起即与劳动者建立劳动关系。用人单位应当建立职
工名册备查。
第八条 【用人
单位的告知义务和劳动者的说明
义务】用人单位招用劳动者时，应当如实告知劳动者
工作内容、
工作条件、工作地点、职业危害、安全生
产状况、劳动报酬，以及劳动者要求了解的其他情
况；
用人单位有权了解劳动者与劳动合同直接相关的
基本情况，劳动者应当如实说明。
第九条
【用人单位不得扣押劳动者证件和要求
提供担保】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
【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
【未订立书面劳动合同时劳动报酬不
明确的解决】用人单位未在用工的同时订立书面劳动
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 of
specific tasks as
the term to end contracts.
Article 13 A fixed-term labor contract refers
to a labor
contract in which 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 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.
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
【劳动合同的种类】劳动合同分为固
定期限劳动合同、无固定期限劳动合同和以完成一定
工作任务为期限的劳动合同。
第十三条 【固定期限劳动合同】固定期限劳动
合
同，是指用人单位与劳动者约定合同终止时间的劳
动合同。
用人单位与劳动者协商一致，可以订立固定期限
劳动合同。
第十四条 【无固定期限劳动
合同】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。
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 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.
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
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.
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 about the
remuneration, the
principle of equal pay for
equal work shall be observed. If
第十五条 【以完成一定
工作任务为期限的劳动
合同】以完成一定工作任务为期限的劳动合同，是指
用人单位与劳动者约
定以某项工作的完成为合同期限
的劳动合同。
用人单位与劳动者协商一致，可以订立以完成一
定工作任务为期限的劳动合同。
第十六条
【劳动合同的生效】劳动合同由用人
单位与劳动者协商一致，并经用人单位与劳动者在劳
动合同
文本上签字或者盖章生效。
劳动合同文本由用人单位和劳动者各执一份。
第十七条 【劳动合同的内容】劳动合同应当具
备以下条款：
（一）用人单位的名称、住所和法定代表人或者
主要负责人；
（二）劳动者的姓名、住址和居民身份证或者其
他有效身份证件号码；
（三）劳动合同期限；
（四）工作内容和工作地点；
（五）工作时间和休息休假；
（六）劳动报酬；
（七）社会保险；
（八）劳动保护、劳动条件和职业危害防护；
（九）法律、法规规定应当纳入劳动合同的其他
事项。
劳动合同除前款规定的必备条款外
，用人单位与
劳动者可以约定试用期、培训、保守秘密、补充保险
和福利待遇等其他事项。
第十八条 【劳动合同对劳动报酬和劳动条件约
定不明确的解决】劳动合同对劳动报酬和劳
动条件等
标准约定不明确，引发争议的，用人单位与劳动者可
以重新协商；协商不
成的，适用集体合同规定；没有
集体合同或者集体合同未规定劳动报酬的，实行同工
同酬；没有
集体合同或者集体合同未规定劳动条件等
标准的，适用国家有关规定。
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 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.
Article 22 Where an employer
pays special training
expenses for the special
technical 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 breach
of contract. The amount of penalty for breach
of contract
第十九条 【试用期】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 【试用期工资】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 【试用期内解除劳动合同】在试用
期中，除劳动者有本法第三十九条和第四十条第一
项、第二项规定的情形外，用人单位不得解除劳动合
同。用人单位在试用期解除劳动合同的，应当向劳
动
者说明理由。
第二十二条 【服务期】用人单位为劳动者提供
专项培训费用，
对其进行专业技术培训的，可以与该
劳动者订立协议，约定服务期。
劳动者违反服务期约
定的，应当按照约定向用人
单位支付违约金。违约金的数额不得超过用人单位提
供的培训费用。
用人单位要求劳动者支付的违约金不
得超过服务期尚未履行部分所应分摊的培训费用。
用人单位与劳动者约定服务期的，不影响按照正
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 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 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
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 【保密义务和竞业限制】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 【竞业限制的范围和期限】竞业限
制的人员限于用人单位的高
级管理人员、高级技术人
员和其他负有保密义务的人员。竞业限制的范围、地
域、期限由用人单
位与劳动者约定，竞业限制的约定
不得违反法律、法规的规定。
在解除或者终止劳动合同
后，前款规定的人员到
与本单位生产或者经营同类产品、从事同类业务的有
竞争关系的其他用人
单位，或者自己开业生产或者经
营同类产品、从事同类业务的竞业限制期限，不得超
过二年。
第二十五条 【违约金】除本法第二十二条和第
二十三条规定的情形外，用人单位不得与劳
动者约定
由劳动者承担违约金。
第二十六条 【劳动合同的无效】下列劳动合同
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 the employer
.
Chapter III Fulfillment and Change of labor
contracts
Article 29 An employer and an
employee shall, according
to the stipulations
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
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】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
人单位应当向劳动者支付劳动报酬。劳动报酬的数
额，参照本单位相同或者相近岗位劳动
者的劳动报酬
确定。
第三章 劳动合同的履行和变更
第二十九条
【劳动合同的履行】用人单位与劳
动者应当按照劳动合同的约定，全面履行各自的义
务。
第三十条
【劳动报酬】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 【加班】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<
br>支付加班费。
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.
第三十二条 【劳动者拒绝违章指挥、强令冒险
作业】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。
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
new employer who
succeeds the rights and
obligations of the aforesaid
employer.
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 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;
第三十三条 【用人单位名称、法定代表人等的
变更】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 【用人单位合并或者分立】用人单
位发生合并或者分立等情况，原劳动合同继续有效，劳动合同由承继其权利和义务的用人单位继续履行。
第三十五条 【劳动合同的变更】用人单位
与劳
动者协商一致，可以变更劳动合同约定的内容。变更
劳动合同，应当采用书面形式。
变更后的劳动合同文本由用人单位和劳动者各执
一份。
第四章
劳动合同的解除和终止
第三十六条
【协商解除劳动合同】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 【
劳动者提前通知解除劳动合同】
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
【劳动者单方解除劳动合同】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；
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 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.
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
by the employer;
2. The
employee is incompetent to his position or is
still so
（四）用人单位的规章制度违反法律、法规的规
定，损害劳动者权益的；
（五）因本法第二十六条第一款规定的情形致使
劳动合同无效的；
（六）法律、行政法规规定劳动者可以解除劳动
合同的其他情形。
用人单位以暴力、威胁
或者非法限制人身自由的
手段强迫劳动者劳动的，或者用人单位违章指挥、强
令冒险作业危及劳
动者人身安全的，劳动者可以立即
解除劳动合同，不需事先告知用人单位。
第三十九条
【用人单位单方解除劳动合同（过
失性辞退）】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 【无过失性辞退】有下列情形之一
的，用人单
位提前三十日以书面形式通知劳动者本人
或者额外支付劳动者一个月工资后，可以解除劳动合
同
：
（一）劳动者患病或者非因工负伤，在规定的医
疗期满后不能从事原工作，也不能从事
由用人单位另
行安排的工作的；
（二）劳动者不能胜任工作，经过培训或者调整
工作岗位，仍不能胜任工作的；
（三）劳动合同订立时所依据的客观情况发生重
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.
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.
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.
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
大变化，致使劳动合同无法履行，经用人单位
与劳动
者协商，未能就变更劳动合同内容达成协议的。
第四十一条 【经济性裁员】有下
列情形之一，
需要裁减人员二十人以上或者裁减不足二十人但占企
业职工总数百分之十以上的，
用人单位提前三十日向
工会或者全体职工说明情况，听取工会或者职工的意
见后，裁减人员方案
经向劳动行政部门报告，可以裁
减人员：
（一）依照企业破产法规定进行重整的；
（二）生产经营发生严重困难的；
（三）企业转产、重大技术革新或者经营方式调
整，经变更劳动合同后，仍需裁减人员的；
（四）其他因劳动合同订立时所依据的客观经济
情况发生重大变化，致使劳动合同无法履行的。
裁减人员时，应当优先留用下列人员：
（一）与本单位订立较长期限的固定期限劳动合
同的；
（二）与本单位订立无固定期限劳动合同的；
（三）家庭无其他就业人员，有需要扶养的老人
或者未成年人的。
用人单位依照本条第一
款规定裁减人员，在六个
月内重新招用人员的，应当通知被裁减的人员，并在
同等条件下优先招
用被裁减的人员。
第四十二条 【用人单位不得解除劳动合同的情
形】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
health
check-up before he leaves his position, or is
suspected of having an occupational 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
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.
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 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
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 【工会在劳动合同解除中的监督作
用】用人单位单方解除劳动合同，应当事先将理由通
知工会。用人单位违反法律、行政法规规定或者劳动
合同约定的，工会有权要求用人单位纠正。用人单位
应当研究工会的意见，并将处理结果书面通
知工会。
第四十四条 【劳动合同的终止】有下列情形之
一的，劳动合同终止：
（一）劳动合同期满的；
（二）劳动者开始依法享受基本养老保险待遇
的；
（三）劳动者死亡，或者被人民法院宣告死亡或
者宣告失踪的；
（四）用人单位被依法宣告破产的；
（五）用人单位被吊销营业执照、责令关闭、撤
销或者用人单位决定提前解散的；
（六）法律、行政法规规定的其他情形。
第四十五条 【劳动合同的逾期终止】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。
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 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.
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
第四十六条 【经济补偿】有下列情形之一的，
用人单位应当向劳动者支付经济补偿：
（一）劳动者依照本法第三十八条规定解除劳动
合同的；
（二）用人单位依
照本法第三十六条规定向劳动
者提出解除劳动合同并与劳动者协商一致解除劳动合
同的；
（三）用人单位依照本法第四十条规定解除劳动
合同的；
（四）用人单位依照本法第四十一条第一款规定
解除劳动合同的；
（五）除用人单位维持
或者提高劳动合同约定条
件续订劳动合同，劳动者不同意续订的情形外，依照
本法第四十四条第
一项规定终止固定期限劳动合同
的；
（六）依照本法第四十四条第四项、第五项规定
终止劳动合同的；
（七）法律、行政法规规定的其他情形。
第四十七条 【经济补偿的计算】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
【违法解除或者终止劳动合同的法
律后果】用人单位违反本法规定解除或者终止劳动合
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
compensation to the employee according to
Article 87 of
this Law.
Article 49 The
State shall take measures to establish and
improve a 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 labor union yet, the
同，劳动者要求继续履行劳动合同的，用人单位应当
继续履行；劳动者不要求继续履行劳动合同或者劳动
合同已经不能继续履行的，用人单位应当依
照本法第
八十七条规定支付赔偿金。
第四十九条
【社会保险关系跨地区转移接续】
国家采取措施，建立健全劳动者社会保险关系跨地区
转移接续制度。
第五十条 【劳动合同解除或者终止后双方的义
务】用人单位应
当在解除或者终止劳动合同时出具解
除或者终止劳动合同的证明，并在十五日内为劳动者
办理档
案和社会保险关系转移手续。
劳动者应当按照双方约定，办理工作交接。用人
单位依照本
法有关规定应当向劳动者支付经济补偿
的，在办结工作交接时支付。
用人单位对已经解除或者终止的劳动合同的文
本，至少保存二年备查。
第五章 特别规定
第一节 集体合同
第五十一条 【集体合同的
订立和内容】企业职
工一方与用人单位通过平等协商，可以就劳动报酬、
工作时间、休息休假、
劳动安全卫生、保险福利等事
项订立集体合同。集体合同草案应当提交职工代表大
会或者全体职
工讨论通过。
集体合同由工会代表企业职工一方与用人单位订
立；尚未建立
工会的用人单位，由上级工会指导劳动
者推举的代表与用人单位订立。
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.
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 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 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.
第五十二条
【专项集体合同】企业职工一方与
用人单位可以订立劳动安全卫生、女职工权益保护、
工资调整机制等专项集体合同。
第五十三条
【行业性集体合同、区域性集体合
同】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十五日内未提出异议的，集
体合同即行生效。
依法订立的集体合同对用人单位和劳动者具有约
束力。行业性、区域性集体合同对当地本行业、本区
域的用人单位和劳动者具有约束力。
第五十五条 【集体合同中劳动报酬、劳动
条件
等标准】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 【集体合同纠纷和法律救济】用人
单位
违反集体合同，侵犯职工劳动权益的，工会可以
依法要求用人单位承担责任；因履行集体合同发生争
议，经协商解决不成的，工会可以依法申请仲裁、提
起诉讼。
Section 2 Worker Dispatch Service
第二节 劳务派遣
Article 57 A worker dispatch
service provider shall be
established
according to the Company Law and have a
registered capital of not less than RMB
500,000 yuan.
第五十七条 【劳务派遣单位的设立】劳务派遣
单位应当依照公司法的有关规定设立，注册资本不得
少于五十万元。
Article 58
Worker dispatch service providers are employers
第五十八条 【劳务派遣单位、用工单位及劳动
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 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
者的权利义务】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 【劳务派遣协议】劳务派
遣单位派
遣劳动者应当与接受以劳务派遣形式用工的单位（以
下称用工单位）订立劳务派遣协议
。劳务派遣协议应
当约定派遣岗位和人员数量、派遣期限、劳动报酬和
社会保险费的数额与支付
方式以及违反协议的责任。
用工单位应当根据工作岗位的实际需要与劳务派
遣单位确定派遣
期限，不得将连续用工期限分割订立
数个短期劳务派遣协议。
第六十条
【劳务派遣单位的告知义务】劳务派
遣单位应当将劳务派遣协议的内容告知被派遣劳动
者。
劳务派遣单位不得克扣用工单位按照劳务派遣协
议支付给被派遣劳动者的劳动报酬。
劳务派遣单位和用工单位不得向被派遣劳动者收
according to
the dispatch agreement.
No worker
dispatch service provider or accepting entity may
charge any fee against any dispatched worker.
取费用。
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
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
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.
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
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.
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
所在地的标准执行。
第六十二条
【用工单位的义务】用工单位应当
履行下列义务：
（一）执行国家劳动标准，提供相应的劳动条件
和劳动保护；
（二）告知被派遣劳动者的工作要求和劳动报
酬；
（三）支付加班费、绩效奖金，提供与工作岗位
相关的福利待遇；
（四）对在岗被派遣劳动者进行工作岗位所必需
的培训；
（五）连续用工的，实行正常的工资调整机制。
用工单位不得将被派遣劳动者再派遣到其他用人
单位。
第六十三条 【被派遣劳动者同工
同酬】被派遣
劳动者享有与用工单位的劳动者同工同酬的权利。用
工单位无同类岗位劳动者的，
参照用工单位所在地相
同或者相近岗位劳动者的劳动报酬确定。
第六十四条 【被派遣劳
动者参加或者组织工
会】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 【劳务派遣中解除劳动合同】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。
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 working hours per
week for the same
employer shall not exceed 24 hours.
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 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.
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实
施。
第六十七条
【用人单位不得自设劳务派遣单
位】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，劳动者在同一用人单位
一般平均每日工作时间不超过四小时，每周工作时间
累计不超过二十四小时的用工形式。
第六十九条 【非全日制用工的劳动合同】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
以上用人单位订立劳动合同；但是，后订立的劳动合
同不得影响先订立的劳动合同的履行。
第七十条 【非全日制用工不得约定试用期】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
制用工的劳动报酬】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。
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.
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.
Article 74 The
labor administrative department of the local
people's government at the county level or
above shall
exercise supervision 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 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.
第六章 监督检查
第七十三条
【劳动合同制度的监督管理体制】
国务院劳动行政部门负责全国劳动合同制度实施的监
督管理。
县级以上地方人民政府劳动行政部门负责本行政
区域内劳动合同制度实施的监督管理。
县级以上各级人民政府劳动行政部门在劳动合同
制度实施的监督管理工作中，应当听取工会
、企业方
面代表以及有关行业主管部门的意见。
第七十四条 【劳动行政部
门监督检查事项】县
级以上地方人民政府劳动行政部门依法对下列实施劳
动合同制度的情况进行
监督检查：
（一）用人单位制定直接涉及劳动者切身利益的
规章制度及其执行的情况；
（二）用人单位与劳动者订立和解除劳动合同的
情况；
（三）劳务派遣单位和用工单位遵守劳务派遣有
关规定的情况；
（四）用人单位遵守国家关于劳动者工作时间和
休息休假规定的情况；
（五）用人单位支付劳动合同约定的劳动报酬和
执行最低工资标准的情况；
（六）用人单位参加各项社会保险和缴纳社会保
险费的情况；
（七）法律、法规规定的其他劳动监察事项。
第七十五条 【监督检查措施和依法行政、文明执法】县级以上地方人民政府劳动行政部门实施监督
检查时，有权查阅与劳动合同、集体合同有关的
材
料，有权对劳动场所进行实地检查，用人单位和劳动
者都应当如实提供有关情况和材料。
劳动行政部门的工作人员进行监督检查，应当出
示证件，依法行使职权，文明执法。
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.
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
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.
Article 81 If the text of a labor contract
provided by an
第七十六条 【其他有关主管部门的监督管理】
县级以上
人民政府建设、卫生、安全生产监督管理等
有关主管部门在各自职责范围内，对用人单位执行劳
动合同制度的情况进行监督管理。
第七十七条
【工会监督检查的权利】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 【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、<
br>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 【对违法行为的举报】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 【规章制度违法的法律责任】用人单
位直接涉及劳
动者切身利益的规章制度违反法律、法
规规定的，由劳动行政部门责令改正，给予警告；给
劳动者造成损害的，应当承担赔偿责任。
第八十一条
【缺乏必备条款、不提供劳动合同
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.
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 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.
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
文本的法律责任】用人单位提供的劳动合同文本未载
明本法规定的劳动合
同必备条款或者用人单位未将劳
动合同文本交付劳动者的，由劳动行政部门责令改
正；给劳动者
造成损害的，应当承担赔偿责任。
第八十二条 【不订立书面劳动合同的法律责
任】用人
单位自用工之日起超过一个月不满一年未与
劳动者订立书面劳动合同的，应当向劳动者每月支付
二倍的工资。
用人单位违反本法规定不与劳动者订立无固定期
限劳动合同的，自应当订立
无固定期限劳动合同之日
起向劳动者每月支付二倍的工资。
第八十三条 【违法约定试用
期的法律责任】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 【扣押劳动者身份等证件的法律责
任】用
人单位违反本法规定，扣押劳动者居民身份证
等证件的，由劳动行政部门责令限期退还劳动者本
人，并依照有关法律规定给予处罚。
用人单位违反本法规定，以担保或者其他名义向
劳动
者收取财物的，由劳动行政部门责令限期退还劳
动者本人，并以每人五百元以上二千元以下的标准处以罚款；给劳动者造成损害的，应当承担赔偿责任。
劳动者依法解除或者终止劳动合同，用人单
位扣
押劳动者档案或者其他物品的，依照前款规定处罚。
paragraph.
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 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:
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;
第八十五条 【未依法支付劳动报酬、
经济补偿
等的法律责任】用人单位有下列情形之一的，由劳动
行政部门责令限期支付劳动报酬、
加班费或者经济补
偿；劳动报酬低于当地最低工资标准的，应当支付其
差额部分；逾期不支付的
，责令用人单位按应付金额
百分之五十以上百分之一百以下的标准向劳动者加付
赔偿金：
（一）未按照劳动合同的约定或者国家规定及时
足额支付劳动者劳动报酬的；
（二）低于当地最低工资标准支付劳动者工资
的；
（三）安排加班不支付加班费的；
（四）解除或者终止劳动合同，未依照本法规定
向劳动者支付经济补偿的。
第八十六条 【订立无效劳动合同的法律责任】
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 【违反解除或者终止劳动合同
的法
律责任】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 【侵害劳动者人身权益的法律责
任】用人单位有下列情形之一的，依法给予行政处
罚；构成犯罪的，依法追究刑事责任；给劳动
者造成
损害的，应当承担赔偿责任：
（一）以暴力、威胁或者非法限制人身自由的手
段强迫劳动的；
（二）违章指挥或者强令冒险作业危及劳动者人
身安全的；
（三）侮辱、体罚、殴打、非法搜查或者拘禁劳
动者的；
（四）劳动条件恶劣、环境污染严重，给劳动者
身心健康造成严重损害的。
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.
第八十九条 【不出具解除、终止书面证明的法
律责任】
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。
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-
第九十条 【劳动者的赔偿责任】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
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 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
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.
承担赔偿责任。
第九十一条 【用人单位的连带
赔偿责任】用人
单位招用与其他用人单位尚未解除或者终止劳动合同
的劳动者，给其他用人单位
造成损失的，应当承担连
带赔偿责任。
第九十二条 【劳务派遣单位的法律责任】劳务<
br>派遣单位违反本法规定的，由劳动行政部门和其他有
关主管部门责令改正；情节严重的，以每人一
千元以
上五千元以下的标准处以罚款，并由工商行政管理部
门吊销营业执照；给被派遣劳动者造
成损害的，劳务
派遣单位与用工单位承担连带赔偿责任。
第九十三条 【无营业执照经营
单位的法律责
任】对不具备合法经营资格的用人单位的违法犯罪行
为，依法追究法律责任；劳动
者已经付出劳动的，该
单位或者其出资人应当依照本法有关规定向劳动者支
付劳动报酬、经济补
偿、赔偿金；给劳动者造成损害
的，应当承担赔偿责任。
第九十四条 【个人承包经营者
的连带赔偿责
任】个人承包经营违反本法规定招用劳动者，给劳动
者造成损害的，发包的组织与
个人承包经营者承担连
带赔偿责任。
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 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.
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.
第九十五条 【不履行法定职责
、违法行使职权
的法律责任】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 【事业单位聘用制劳动合同的法律
适用】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 【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期限劳
动合同的次数，自本法施行后续订固定期限劳动
合同
时开始计算。
本法施行前已建立劳动关系，尚未订立书面劳动
合同的，应当自本法施行之日起一个月内订立。
本法施行之日存续的劳动合同在本法施行后解除
或者终止，依照本法第四十六条规定应当支
付经济补
偿的，经济补偿年限自本法施行之日起计算；本法施
行前按照当时有关规定，用人单位
应当向劳动者支付
经济补偿的，按照当时有关规定执行。
Article 98 This Law shall come into
force as of January 1,
2008.
第九十八条
【施行时间】本法自2008年1月1
日起施行。
Labor Contract Law of the People's
Republic
of China
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 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
Chapter I General Provisions
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.
Article 2 This Law shall apply to the
establishment of
employment relationship
between employees and
enterprises, individual
economic organizations, private
non-
中华人民共和国劳动合同法
中华人民共和国主席令
（第六十五号）
《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
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 【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，构建和发展和谐稳定的劳动关系，制定
本法。
第二条 【适用范围】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
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 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 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 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 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
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
【基本原则】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 【规章制度】用人单位应当依法建立和
完善劳动规章制度，保障劳动者享有劳动权
利、履行
劳动义务。
用人单位在制定、修改或者决定有关劳动报酬、
工作时间、
休息休假、劳动安全卫生、保险福利、职
工培训、劳动纪律以及劳动定额管理等直接涉及劳动
者
切身利益的规章制度或者重大事项时，应当经职工
代表大会或者全体职工讨论，提出方案和意见，与工<
br>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 【协调劳动关系三方机制】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。
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.
第六条 【集体协商机制】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。
Chapter 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.
Article 8 When an employer hires an employee,
it shall
faithfully inform him of the work
contents, conditions and
location,
occupational harm, work safety 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 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,
第七条 【劳动关系的建立】用人单位自用工之<
br>日起即与劳动者建立劳动关系。用人单位应当建立职
工名册备查。
第八条 【用人
单位的告知义务和劳动者的说明
义务】用人单位招用劳动者时，应当如实告知劳动者
工作内容、
工作条件、工作地点、职业危害、安全生
产状况、劳动报酬，以及劳动者要求了解的其他情
况；
用人单位有权了解劳动者与劳动合同直接相关的
基本情况，劳动者应当如实说明。
第九条
【用人单位不得扣押劳动者证件和要求
提供担保】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
【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
【未订立书面劳动合同时劳动报酬不
明确的解决】用人单位未在用工的同时订立书面劳动
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 of
specific tasks as
the term to end contracts.
Article 13 A fixed-term labor contract refers
to a labor
contract in which 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 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.
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
【劳动合同的种类】劳动合同分为固
定期限劳动合同、无固定期限劳动合同和以完成一定
工作任务为期限的劳动合同。
第十三条 【固定期限劳动合同】固定期限劳动
合
同，是指用人单位与劳动者约定合同终止时间的劳
动合同。
用人单位与劳动者协商一致，可以订立固定期限
劳动合同。
第十四条 【无固定期限劳动
合同】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。
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 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.
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
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.
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 about the
remuneration, the
principle of equal pay for
equal work shall be observed. If
第十五条 【以完成一定
工作任务为期限的劳动
合同】以完成一定工作任务为期限的劳动合同，是指
用人单位与劳动者约
定以某项工作的完成为合同期限
的劳动合同。
用人单位与劳动者协商一致，可以订立以完成一
定工作任务为期限的劳动合同。
第十六条
【劳动合同的生效】劳动合同由用人
单位与劳动者协商一致，并经用人单位与劳动者在劳
动合同
文本上签字或者盖章生效。
劳动合同文本由用人单位和劳动者各执一份。
第十七条 【劳动合同的内容】劳动合同应当具
备以下条款：
（一）用人单位的名称、住所和法定代表人或者
主要负责人；
（二）劳动者的姓名、住址和居民身份证或者其
他有效身份证件号码；
（三）劳动合同期限；
（四）工作内容和工作地点；
（五）工作时间和休息休假；
（六）劳动报酬；
（七）社会保险；
（八）劳动保护、劳动条件和职业危害防护；
（九）法律、法规规定应当纳入劳动合同的其他
事项。
劳动合同除前款规定的必备条款外
，用人单位与
劳动者可以约定试用期、培训、保守秘密、补充保险
和福利待遇等其他事项。
第十八条 【劳动合同对劳动报酬和劳动条件约
定不明确的解决】劳动合同对劳动报酬和劳
动条件等
标准约定不明确，引发争议的，用人单位与劳动者可
以重新协商；协商不
成的，适用集体合同规定；没有
集体合同或者集体合同未规定劳动报酬的，实行同工
同酬；没有
集体合同或者集体合同未规定劳动条件等
标准的，适用国家有关规定。
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 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.
Article 22 Where an employer
pays special training
expenses for the special
technical 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 breach
of contract. The amount of penalty for breach
of contract
第十九条 【试用期】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 【试用期工资】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 【试用期内解除劳动合同】在试用
期中，除劳动者有本法第三十九条和第四十条第一
项、第二项规定的情形外，用人单位不得解除劳动合
同。用人单位在试用期解除劳动合同的，应当向劳
动
者说明理由。
第二十二条 【服务期】用人单位为劳动者提供
专项培训费用，
对其进行专业技术培训的，可以与该
劳动者订立协议，约定服务期。
劳动者违反服务期约
定的，应当按照约定向用人
单位支付违约金。违约金的数额不得超过用人单位提
供的培训费用。
用人单位要求劳动者支付的违约金不
得超过服务期尚未履行部分所应分摊的培训费用。
用人单位与劳动者约定服务期的，不影响按照正
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 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 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
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 【保密义务和竞业限制】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 【竞业限制的范围和期限】竞业限
制的人员限于用人单位的高
级管理人员、高级技术人
员和其他负有保密义务的人员。竞业限制的范围、地
域、期限由用人单
位与劳动者约定，竞业限制的约定
不得违反法律、法规的规定。
在解除或者终止劳动合同
后，前款规定的人员到
与本单位生产或者经营同类产品、从事同类业务的有
竞争关系的其他用人
单位，或者自己开业生产或者经
营同类产品、从事同类业务的竞业限制期限，不得超
过二年。
第二十五条 【违约金】除本法第二十二条和第
二十三条规定的情形外，用人单位不得与劳
动者约定
由劳动者承担违约金。
第二十六条 【劳动合同的无效】下列劳动合同
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 the employer
.
Chapter III Fulfillment and Change of labor
contracts
Article 29 An employer and an
employee shall, according
to the stipulations
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
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】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
人单位应当向劳动者支付劳动报酬。劳动报酬的数
额，参照本单位相同或者相近岗位劳动
者的劳动报酬
确定。
第三章 劳动合同的履行和变更
第二十九条
【劳动合同的履行】用人单位与劳
动者应当按照劳动合同的约定，全面履行各自的义
务。
第三十条
【劳动报酬】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 【加班】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<
br>支付加班费。
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.
第三十二条 【劳动者拒绝违章指挥、强令冒险
作业】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。
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
new employer who
succeeds the rights and
obligations of the aforesaid
employer.
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 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;
第三十三条 【用人单位名称、法定代表人等的
变更】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 【用人单位合并或者分立】用人单
位发生合并或者分立等情况，原劳动合同继续有效，劳动合同由承继其权利和义务的用人单位继续履行。
第三十五条 【劳动合同的变更】用人单位
与劳
动者协商一致，可以变更劳动合同约定的内容。变更
劳动合同，应当采用书面形式。
变更后的劳动合同文本由用人单位和劳动者各执
一份。
第四章
劳动合同的解除和终止
第三十六条
【协商解除劳动合同】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 【
劳动者提前通知解除劳动合同】
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
【劳动者单方解除劳动合同】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；
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 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.
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
by the employer;
2. The
employee is incompetent to his position or is
still so
（四）用人单位的规章制度违反法律、法规的规
定，损害劳动者权益的；
（五）因本法第二十六条第一款规定的情形致使
劳动合同无效的；
（六）法律、行政法规规定劳动者可以解除劳动
合同的其他情形。
用人单位以暴力、威胁
或者非法限制人身自由的
手段强迫劳动者劳动的，或者用人单位违章指挥、强
令冒险作业危及劳
动者人身安全的，劳动者可以立即
解除劳动合同，不需事先告知用人单位。
第三十九条
【用人单位单方解除劳动合同（过
失性辞退）】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 【无过失性辞退】有下列情形之一
的，用人单
位提前三十日以书面形式通知劳动者本人
或者额外支付劳动者一个月工资后，可以解除劳动合
同
：
（一）劳动者患病或者非因工负伤，在规定的医
疗期满后不能从事原工作，也不能从事
由用人单位另
行安排的工作的；
（二）劳动者不能胜任工作，经过培训或者调整
工作岗位，仍不能胜任工作的；
（三）劳动合同订立时所依据的客观情况发生重
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.
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.
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.
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
大变化，致使劳动合同无法履行，经用人单位
与劳动
者协商，未能就变更劳动合同内容达成协议的。
第四十一条 【经济性裁员】有下
列情形之一，
需要裁减人员二十人以上或者裁减不足二十人但占企
业职工总数百分之十以上的，
用人单位提前三十日向
工会或者全体职工说明情况，听取工会或者职工的意
见后，裁减人员方案
经向劳动行政部门报告，可以裁
减人员：
（一）依照企业破产法规定进行重整的；
（二）生产经营发生严重困难的；
（三）企业转产、重大技术革新或者经营方式调
整，经变更劳动合同后，仍需裁减人员的；
（四）其他因劳动合同订立时所依据的客观经济
情况发生重大变化，致使劳动合同无法履行的。
裁减人员时，应当优先留用下列人员：
（一）与本单位订立较长期限的固定期限劳动合
同的；
（二）与本单位订立无固定期限劳动合同的；
（三）家庭无其他就业人员，有需要扶养的老人
或者未成年人的。
用人单位依照本条第一
款规定裁减人员，在六个
月内重新招用人员的，应当通知被裁减的人员，并在
同等条件下优先招
用被裁减的人员。
第四十二条 【用人单位不得解除劳动合同的情
形】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
health
check-up before he leaves his position, or is
suspected of having an occupational 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
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.
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 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
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 【工会在劳动合同解除中的监督作
用】用人单位单方解除劳动合同，应当事先将理由通
知工会。用人单位违反法律、行政法规规定或者劳动
合同约定的，工会有权要求用人单位纠正。用人单位
应当研究工会的意见，并将处理结果书面通
知工会。
第四十四条 【劳动合同的终止】有下列情形之
一的，劳动合同终止：
（一）劳动合同期满的；
（二）劳动者开始依法享受基本养老保险待遇
的；
（三）劳动者死亡，或者被人民法院宣告死亡或
者宣告失踪的；
（四）用人单位被依法宣告破产的；
（五）用人单位被吊销营业执照、责令关闭、撤
销或者用人单位决定提前解散的；
（六）法律、行政法规规定的其他情形。
第四十五条 【劳动合同的逾期终止】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。
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 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.
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
第四十六条 【经济补偿】有下列情形之一的，
用人单位应当向劳动者支付经济补偿：
（一）劳动者依照本法第三十八条规定解除劳动
合同的；
（二）用人单位依
照本法第三十六条规定向劳动
者提出解除劳动合同并与劳动者协商一致解除劳动合
同的；
（三）用人单位依照本法第四十条规定解除劳动
合同的；
（四）用人单位依照本法第四十一条第一款规定
解除劳动合同的；
（五）除用人单位维持
或者提高劳动合同约定条
件续订劳动合同，劳动者不同意续订的情形外，依照
本法第四十四条第
一项规定终止固定期限劳动合同
的；
（六）依照本法第四十四条第四项、第五项规定
终止劳动合同的；
（七）法律、行政法规规定的其他情形。
第四十七条 【经济补偿的计算】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
【违法解除或者终止劳动合同的法
律后果】用人单位违反本法规定解除或者终止劳动合
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
compensation to the employee according to
Article 87 of
this Law.
Article 49 The
State shall take measures to establish and
improve a 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 labor union yet, the
同，劳动者要求继续履行劳动合同的，用人单位应当
继续履行；劳动者不要求继续履行劳动合同或者劳动
合同已经不能继续履行的，用人单位应当依
照本法第
八十七条规定支付赔偿金。
第四十九条
【社会保险关系跨地区转移接续】
国家采取措施，建立健全劳动者社会保险关系跨地区
转移接续制度。
第五十条 【劳动合同解除或者终止后双方的义
务】用人单位应
当在解除或者终止劳动合同时出具解
除或者终止劳动合同的证明，并在十五日内为劳动者
办理档
案和社会保险关系转移手续。
劳动者应当按照双方约定，办理工作交接。用人
单位依照本
法有关规定应当向劳动者支付经济补偿
的，在办结工作交接时支付。
用人单位对已经解除或者终止的劳动合同的文
本，至少保存二年备查。
第五章 特别规定
第一节 集体合同
第五十一条 【集体合同的
订立和内容】企业职
工一方与用人单位通过平等协商，可以就劳动报酬、
工作时间、休息休假、
劳动安全卫生、保险福利等事
项订立集体合同。集体合同草案应当提交职工代表大
会或者全体职
工讨论通过。
集体合同由工会代表企业职工一方与用人单位订
立；尚未建立
工会的用人单位，由上级工会指导劳动
者推举的代表与用人单位订立。
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.
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 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 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.
第五十二条
【专项集体合同】企业职工一方与
用人单位可以订立劳动安全卫生、女职工权益保护、
工资调整机制等专项集体合同。
第五十三条
【行业性集体合同、区域性集体合
同】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十五日内未提出异议的，集
体合同即行生效。
依法订立的集体合同对用人单位和劳动者具有约
束力。行业性、区域性集体合同对当地本行业、本区
域的用人单位和劳动者具有约束力。
第五十五条 【集体合同中劳动报酬、劳动
条件
等标准】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 【集体合同纠纷和法律救济】用人
单位
违反集体合同，侵犯职工劳动权益的，工会可以
依法要求用人单位承担责任；因履行集体合同发生争
议，经协商解决不成的，工会可以依法申请仲裁、提
起诉讼。
Section 2 Worker Dispatch Service
第二节 劳务派遣
Article 57 A worker dispatch
service provider shall be
established
according to the Company Law and have a
registered capital of not less than RMB
500,000 yuan.
第五十七条 【劳务派遣单位的设立】劳务派遣
单位应当依照公司法的有关规定设立，注册资本不得
少于五十万元。
Article 58
Worker dispatch service providers are employers
第五十八条 【劳务派遣单位、用工单位及劳动
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 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
者的权利义务】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 【劳务派遣协议】劳务派
遣单位派
遣劳动者应当与接受以劳务派遣形式用工的单位（以
下称用工单位）订立劳务派遣协议
。劳务派遣协议应
当约定派遣岗位和人员数量、派遣期限、劳动报酬和
社会保险费的数额与支付
方式以及违反协议的责任。
用工单位应当根据工作岗位的实际需要与劳务派
遣单位确定派遣
期限，不得将连续用工期限分割订立
数个短期劳务派遣协议。
第六十条
【劳务派遣单位的告知义务】劳务派
遣单位应当将劳务派遣协议的内容告知被派遣劳动
者。
劳务派遣单位不得克扣用工单位按照劳务派遣协
议支付给被派遣劳动者的劳动报酬。
劳务派遣单位和用工单位不得向被派遣劳动者收
according to
the dispatch agreement.
No worker
dispatch service provider or accepting entity may
charge any fee against any dispatched worker.
取费用。
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
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
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.
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
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.
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
所在地的标准执行。
第六十二条
【用工单位的义务】用工单位应当
履行下列义务：
（一）执行国家劳动标准，提供相应的劳动条件
和劳动保护；
（二）告知被派遣劳动者的工作要求和劳动报
酬；
（三）支付加班费、绩效奖金，提供与工作岗位
相关的福利待遇；
（四）对在岗被派遣劳动者进行工作岗位所必需
的培训；
（五）连续用工的，实行正常的工资调整机制。
用工单位不得将被派遣劳动者再派遣到其他用人
单位。
第六十三条 【被派遣劳动者同工
同酬】被派遣
劳动者享有与用工单位的劳动者同工同酬的权利。用
工单位无同类岗位劳动者的，
参照用工单位所在地相
同或者相近岗位劳动者的劳动报酬确定。
第六十四条 【被派遣劳
动者参加或者组织工
会】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 【劳务派遣中解除劳动合同】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。
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 working hours per
week for the same
employer shall not exceed 24 hours.
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 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.
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实
施。
第六十七条
【用人单位不得自设劳务派遣单
位】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，劳动者在同一用人单位
一般平均每日工作时间不超过四小时，每周工作时间
累计不超过二十四小时的用工形式。
第六十九条 【非全日制用工的劳动合同】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
以上用人单位订立劳动合同；但是，后订立的劳动合
同不得影响先订立的劳动合同的履行。
第七十条 【非全日制用工不得约定试用期】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
制用工的劳动报酬】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。
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.
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.
Article 74 The
labor administrative department of the local
people's government at the county level or
above shall
exercise supervision 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 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.
第六章 监督检查
第七十三条
【劳动合同制度的监督管理体制】
国务院劳动行政部门负责全国劳动合同制度实施的监
督管理。
县级以上地方人民政府劳动行政部门负责本行政
区域内劳动合同制度实施的监督管理。
县级以上各级人民政府劳动行政部门在劳动合同
制度实施的监督管理工作中，应当听取工会
、企业方
面代表以及有关行业主管部门的意见。
第七十四条 【劳动行政部
门监督检查事项】县
级以上地方人民政府劳动行政部门依法对下列实施劳
动合同制度的情况进行
监督检查：
（一）用人单位制定直接涉及劳动者切身利益的
规章制度及其执行的情况；
（二）用人单位与劳动者订立和解除劳动合同的
情况；
（三）劳务派遣单位和用工单位遵守劳务派遣有
关规定的情况；
（四）用人单位遵守国家关于劳动者工作时间和
休息休假规定的情况；
（五）用人单位支付劳动合同约定的劳动报酬和
执行最低工资标准的情况；
（六）用人单位参加各项社会保险和缴纳社会保
险费的情况；
（七）法律、法规规定的其他劳动监察事项。
第七十五条 【监督检查措施和依法行政、文明执法】县级以上地方人民政府劳动行政部门实施监督
检查时，有权查阅与劳动合同、集体合同有关的
材
料，有权对劳动场所进行实地检查，用人单位和劳动
者都应当如实提供有关情况和材料。
劳动行政部门的工作人员进行监督检查，应当出
示证件，依法行使职权，文明执法。
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.
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
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.
Article 81 If the text of a labor contract
provided by an
第七十六条 【其他有关主管部门的监督管理】
县级以上
人民政府建设、卫生、安全生产监督管理等
有关主管部门在各自职责范围内，对用人单位执行劳
动合同制度的情况进行监督管理。
第七十七条
【工会监督检查的权利】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 【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、<
br>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 【对违法行为的举报】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 【规章制度违法的法律责任】用人单
位直接涉及劳
动者切身利益的规章制度违反法律、法
规规定的，由劳动行政部门责令改正，给予警告；给
劳动者造成损害的，应当承担赔偿责任。
第八十一条
【缺乏必备条款、不提供劳动合同
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.
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 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.
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
文本的法律责任】用人单位提供的劳动合同文本未载
明本法规定的劳动合
同必备条款或者用人单位未将劳
动合同文本交付劳动者的，由劳动行政部门责令改
正；给劳动者
造成损害的，应当承担赔偿责任。
第八十二条 【不订立书面劳动合同的法律责
任】用人
单位自用工之日起超过一个月不满一年未与
劳动者订立书面劳动合同的，应当向劳动者每月支付
二倍的工资。
用人单位违反本法规定不与劳动者订立无固定期
限劳动合同的，自应当订立
无固定期限劳动合同之日
起向劳动者每月支付二倍的工资。
第八十三条 【违法约定试用
期的法律责任】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 【扣押劳动者身份等证件的法律责
任】用
人单位违反本法规定，扣押劳动者居民身份证
等证件的，由劳动行政部门责令限期退还劳动者本
人，并依照有关法律规定给予处罚。
用人单位违反本法规定，以担保或者其他名义向
劳动
者收取财物的，由劳动行政部门责令限期退还劳
动者本人，并以每人五百元以上二千元以下的标准处以罚款；给劳动者造成损害的，应当承担赔偿责任。
劳动者依法解除或者终止劳动合同，用人单
位扣
押劳动者档案或者其他物品的，依照前款规定处罚。
paragraph.
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 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:
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;
第八十五条 【未依法支付劳动报酬、
经济补偿
等的法律责任】用人单位有下列情形之一的，由劳动
行政部门责令限期支付劳动报酬、
加班费或者经济补
偿；劳动报酬低于当地最低工资标准的，应当支付其
差额部分；逾期不支付的
，责令用人单位按应付金额
百分之五十以上百分之一百以下的标准向劳动者加付
赔偿金：
（一）未按照劳动合同的约定或者国家规定及时
足额支付劳动者劳动报酬的；
（二）低于当地最低工资标准支付劳动者工资
的；
（三）安排加班不支付加班费的；
（四）解除或者终止劳动合同，未依照本法规定
向劳动者支付经济补偿的。
第八十六条 【订立无效劳动合同的法律责任】
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 【违反解除或者终止劳动合同
的法
律责任】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 【侵害劳动者人身权益的法律责
任】用人单位有下列情形之一的，依法给予行政处
罚；构成犯罪的，依法追究刑事责任；给劳动
者造成
损害的，应当承担赔偿责任：
（一）以暴力、威胁或者非法限制人身自由的手
段强迫劳动的；
（二）违章指挥或者强令冒险作业危及劳动者人
身安全的；
（三）侮辱、体罚、殴打、非法搜查或者拘禁劳
动者的；
（四）劳动条件恶劣、环境污染严重，给劳动者
身心健康造成严重损害的。
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.
第八十九条 【不出具解除、终止书面证明的法
律责任】
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。
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-
第九十条 【劳动者的赔偿责任】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
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 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
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.
承担赔偿责任。
第九十一条 【用人单位的连带
赔偿责任】用人
单位招用与其他用人单位尚未解除或者终止劳动合同
的劳动者，给其他用人单位
造成损失的，应当承担连
带赔偿责任。
第九十二条 【劳务派遣单位的法律责任】劳务<
br>派遣单位违反本法规定的，由劳动行政部门和其他有
关主管部门责令改正；情节严重的，以每人一
千元以
上五千元以下的标准处以罚款，并由工商行政管理部
门吊销营业执照；给被派遣劳动者造
成损害的，劳务
派遣单位与用工单位承担连带赔偿责任。
第九十三条 【无营业执照经营
单位的法律责
任】对不具备合法经营资格的用人单位的违法犯罪行
为，依法追究法律责任；劳动
者已经付出劳动的，该
单位或者其出资人应当依照本法有关规定向劳动者支
付劳动报酬、经济补
偿、赔偿金；给劳动者造成损害
的，应当承担赔偿责任。
第九十四条 【个人承包经营者
的连带赔偿责
任】个人承包经营违反本法规定招用劳动者，给劳动
者造成损害的，发包的组织与
个人承包经营者承担连
带赔偿责任。
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 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.
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.
第九十五条 【不履行法定职责
、违法行使职权
的法律责任】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 【事业单位聘用制劳动合同的法律
适用】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 【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期限劳
动合同的次数，自本法施行后续订固定期限劳动
合同
时开始计算。
本法施行前已建立劳动关系，尚未订立书面劳动
合同的，应当自本法施行之日起一个月内订立。
本法施行之日存续的劳动合同在本法施行后解除
或者终止，依照本法第四十六条规定应当支
付经济补
偿的，经济补偿年限自本法施行之日起计算；本法施
行前按照当时有关规定，用人单位
应当向劳动者支付
经济补偿的，按照当时有关规定执行。
Article 98 This Law shall come into
force as of January 1,
2008.
第九十八条
【施行时间】本法自2008年1月1
日起施行。