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)
| | 中華人民共和國主席令
（第六十五號）
《中華人民共和國勞動合同法》已由中華人民共和國第十屆全國人民代表大會常務委員會第二十八次會議于2007年6月29日通過，現予公布，自2008年1月1日起施行。
中華人民共和國主席 胡錦濤
2007年6月29日
中華人民共和國勞動合同法
（2007年6月29日第十屆全國人民代表大會常務委員會第二十八次會議通過）
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Contents
| | 目 錄
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Chapter I General Provisions
| | 第一章 總則
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Chapter II Formation of Labor Contracts
| | 第二章 勞動合同的訂立
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Chapter III Fulfillment and Change of Labor Contracts
| | 第三章 勞動合同的履行和變更
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Chapter IV Dissolution and Termination of Labor Contracts
| | 第四章 勞動合同的解除和終止
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Chapter V Special Provisions
| | 第五章 特別規定
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Section 1 Collective Contract
| | 第一節 集體合同
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Section 2 Worker Dispatch
| | 第二節 勞務派遣
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Section 3 Part-time Employment
| | 第三節 非全日制用工
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Chapter VI Supervision and Inspection
| | 第六章 監督檢查
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Chapter VII Legal Liabilities
| | 第七章 法律責任
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Chapter VIII Supplementary Provisions
| | 第八章 附則
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Chapter I General Provisions
| | 第一章 總則
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Article 1 This Law is formulated for the purposes of improving the labor contractual system, clarifying the rights and obligations of both parties of labor contracts, protecting the legitimate rights and interests of employees, and establishing and developing a harmonious and stable employment relationship.
| | 第一條 【立法宗旨】為了完善勞動合同制度，明確勞動合同雙方當事人的權利和義務，保護勞動者的合法權益，構建和發展和諧穩定的勞動關系，制定本法。
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Article 2 This Law shall apply to the establishment of employment relationship between employees and enterprises, individual economic organizations, private non-enterprise entities, or other organizations (hereafter referred to as employers), and to the formation, fulfillment, change, dissolution, or termination of labor contracts.
The state organs, public institutions, social organizations, and their employees among them there is an employment relationship shall observe this Law in the formation, fulfillment, change, dissolution, or termination of their labor contracts.
| | 第二條 【適用範圍】中華人民共和國境內的企業、個體經濟組織、民辦非企業單位等組織（以下稱用人單位）與勞動者建立勞動關系，訂立、履行、變更、解除或者終止勞動合同，適用本法。
國家機關、事業單位、社會團體和與其建立勞動關系的勞動者，訂立、履行、變更、解除或者終止勞動合同，依照本法執行。
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Article 3 The principle of lawfulness, fairness, equality, free will, negotiation for agreement and good faith shall be observed in the formation of a labor contract.
A labor contract concluded according to the law shall have a binding force. The employer and the employee shall perform the obligations as stipulated in the labor contract.
| | 第三條 【基本原則】訂立勞動合同，應當遵循合法、公平、平等自願、協商一致、誠實信用的原則。
依法訂立的勞動合同具有約束力，用人單位與勞動者應當履行勞動合同約定的義務。
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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.
| | 第四條 【規章制度】用人單位應當依法建立和完善勞動規章制度，保障勞動者享有勞動權利、履行勞動義務。
用人單位在制定、修改或者決定有關勞動報酬、工作時間、休息休假、勞動安全衛生、保險福利、職工培訓、勞動紀律以及勞動定額管理等直接涉及勞動者切身利益的規章制度或者重大事項時，應當經職工代表大會或者全體職工討論，提出方案和意見，與工會或者職工代表平等協商確定。
在規章制度和重大事項決定實施過程中，工會或者職工認為不適當的，有權向用人單位提出，通過協商予以修改完善。
用人單位應當將直接涉及勞動者切身利益的規章制度和重大事項決定公示，或者告知勞動者。
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Article 5 The labor administrative department of the people's government at the county level or above shall, together with the labor union and the representatives of the enterprise, establish a sound three-party mechanism to coordinate employment relationship and shall jointly seek to solve the major problems related to employment relations.
| | 第五條 【協調勞動關系三方機制】縣級以上人民政府勞動行政部門會同工會和企業方面代表，建立健全協調勞動關系三方機制，共同研究解決有關勞動關系的重大問題。
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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.
| | 第六條 【集體協商機制】工會應當幫助、指導勞動者與用人單位依法訂立和履行勞動合同，並與用人單位建立集體協商機制，維護勞動者的合法權益。
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Chapter II Formation of Labor Contracts
| | 第二章 勞動合同的訂立
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Article 7 An employer establishes an employment relationship with an employee from the date when the employer puts the employee to work. The employer shall prepare a roster of employees for inspection.
| | 第七條 【勞動關系的建立】用人單位自用工之日起即與勞動者建立勞動關系。用人單位應當建立職工名冊備查。
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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.
| | 第八條 【用人單位的告知義務和勞動者的說明義務】用人單位招用勞動者時，應當如實告知勞動者工作內容、工作條件、工作地點、職業危害、安全生產狀況、勞動報酬，以及勞動者要求了解的其他情況；用人單位有權了解勞動者與勞動合同直接相關的基本情況，勞動者應當如實說明。
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Article 9 When an employer hires an employee, it shall not detain his identity card or other certificates, nor require him to provide a guaranty or collect money or property from him under any other excuse.
| | 第九條 【用人單位不得扣押勞動者證件和要求提供擔保】用人單位招用勞動者，不得扣押勞動者的居民身份證和其他證件，不得要求勞動者提供擔保或者以其他名義向勞動者收取財物。
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Article 10 A written labor contract shall be concluded in the establishment of an employment relationship.
Where an employment relationship has already been established with an employee but no written labor contract has been entered simultaneously, a written labor contract shall be concluded within one month from the date when the employee begins to work.
Where an employer and an employee conclude a labor contract prior to the employment, the employment relationship is established from the date when the employee begins to work.
| | 第十條 【訂立書面勞動合同】建立勞動關系，應當訂立書面勞動合同。
已建立勞動關系，未同時訂立書面勞動合同的，應當自用工之日起一個月內訂立書面勞動合同。
用人單位與勞動者在用工前訂立勞動合同的，勞動關系自用工之日起建立。
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Article 11 Where an employer fails to conclude a written labor contract when the employer put his employee to work, if the remuneration stipulated between the employer and the employee is not clear, the remuneration to the new employee shall conform to the provisions of the collective contract. If there is no collective contract or if there is no such stipulation in the collective contract, the principle of equal pay for equal work shall be observed.
| | 第十一條 【未訂立書面勞動合同時勞動報酬不明確的解決】用人單位未在用工的同時訂立書面勞動合同，與勞動者約定的勞動報酬不明確的，新招用的勞動者的勞動報酬按照集體合同規定的標准執行；沒有集體合同或者集體合同未規定的，實行同工同酬。
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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.
| | 第十二條 【勞動合同的種類】勞動合同分為固定期限勞動合同、無固定期限勞動合同和以完成一定工作任務為期限的勞動合同。
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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.
| | 第十三條 【固定期限勞動合同】固定期限勞動合同，是指用人單位與勞動者約定合同終止時間的勞動合同。
用人單位與勞動者協商一致，可以訂立固定期限勞動合同。
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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:
| | 第十四條 【無固定期限勞動合同】無固定期限勞動合同，是指用人單位與勞動者約定無確定終止時間的勞動合同。
用人單位與勞動者協商一致，可以訂立無固定期限勞動合同。有下列情形之一，勞動者提出或者同意續訂、訂立勞動合同的，除勞動者提出訂立固定期限勞動合同外，應當訂立無固定期限勞動合同：
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1. The employee has already worked for the employer for 10 full years consecutively;
| | （一）勞動者在該用人單位連續工作滿十年的；
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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
| | （二）用人單位初次實行勞動合同制度或者國有企業改制重新訂立勞動合同時，勞動者在該用人單位連續工作滿十年且距法定退休年齡不足十年的；
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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.
| | （三）連續訂立二次固定期限勞動合同，且勞動者沒有本法第三十九條和第四十條第一項、第二項規定的情形，續訂勞動合同的。
用人單位自用工之日起滿一年不與勞動者訂立書面勞動合同的，視為用人單位與勞動者已訂立無固定期限勞動合同。
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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.
| | 第十五條 【以完成一定工作任務為期限的勞動合同】以完成一定工作任務為期限的勞動合同，是指用人單位與勞動者約定以某項工作的完成為合同期限的勞動合同。
用人單位與勞動者協商一致，可以訂立以完成一定工作任務為期限的勞動合同。
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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.
| | 第十六條 【勞動合同的生效】勞動合同由用人單位與勞動者協商一致，並經用人單位與勞動者在勞動合同文本上簽字或者蓋章生效。
勞動合同文本由用人單位和勞動者各執一份。
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Article 17 A labor contract shall include the following clauses:
| | 第十七條 【勞動合同的內容】勞動合同應當具備以下條款：
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1. The employer's name, domicile, legal representative, or major person-in-charge;
| | （一）用人單位的名稱、住所和法定代表人或者主要負責人；
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2. The employee's name, domicile, identity card number, or other valid identity certificate number;
| | （二）勞動者的姓名、住址和居民身份證或者其他有效身份證件號碼；
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3. The time limit for the labor contract;
| | （三）勞動合同期限；
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4. The job descriptions and work locations;
| | （四）工作內容和工作地點；
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5. The work hours, break time, and vacations;
| | （五）工作時間和休息休假；
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6. The remunerations;
| | （六）勞動報酬；
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7. The social security;
| | （七）社會保險；
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8. The employment protection, work conditions, and protection against and prevention of occupational harm; and
| | （八）勞動保護、勞動條件和職業危害防護；
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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.
| | （九）法律、法規規定應當納入勞動合同的其他事項。
勞動合同除前款規定的必備條款外，用人單位與勞動者可以約定試用期、培訓、保守秘密、補充保險和福利待遇等其他事項。
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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 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.
| | 第十八條 【勞動合同對勞動報酬和勞動條件約定不明確的解決】勞動合同對勞動報酬和勞動條件等標准約定不明確，引發爭議的，用人單位與勞動者可以重新協商；協商不成的，適用集體合同規定；沒有集體合同或者集體合同未規定勞動報酬的，實行同工同酬；沒有集體合同或者集體合同未規定勞動條件等標准的，適用國家有關規定。
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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.
| | 第十九條 【試用期】勞動合同期限三個月以上不滿一年的，試用期不得超過一個月；勞動合同期限一年以上不滿三年的，試用期不得超過二個月；三年以上固定期限和無固定期限的勞動合同，試用期不得超過六個月。
同一用人單位與同一勞動者只能約定一次試用期。
以完成一定工作任務為期限的勞動合同或者勞動合同期限不滿三個月的，不得約定試用期。
試用期包含在勞動合同期限內。勞動合同僅約定試用期的，試用期不成立，該期限為勞動合同期限。
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Article 20 The wage of an employee during the probation period shall not be lower than the minimum wage for the same position of the same employer or lower than 80% of the wage stipulated in the labor contract, nor may it be lower than the minimum wage of the locality where the employer is located.
| | 第二十條 【試用期工資】勞動者在試用期的工資不得低于本單位相同崗位最低檔工資或者勞動合同約定工資的百分之八十，並不得低于用人單位所在地的最低工資標准。
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Article 21 During the probation period, except when the employee is under any of the circumstances as described in Article 39 and Article 40 (i) and (ii), the employer shall not dissolve the labor contract. If an employer dissolves a labor contract during the probation period, it shall make an explanation.
| | 第二十一條 【試用期內解除勞動合同】在試用期中，除勞動者有本法第三十九條和第四十條第一項、第二項規定的情形外，用人單位不得解除勞動合同。用人單位在試用期解除勞動合同的，應當向勞動者說明理由。
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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 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.
| | 第二十二條 【服務期】用人單位為勞動者提供專項培訓費用，對其進行專業技術培訓的，可以與該勞動者訂立協議，約定服務期。
勞動者違反服務期約定的，應當按照約定向用人單位支付違約金。違約金的數額不得超過用人單位提供的培訓費用。用人單位要求勞動者支付的違約金不得超過服務期尚未履行部分所應分攤的培訓費用。
用人單位與勞動者約定服務期的，不影響按照正常的工資調整機制提高勞動者在服務期期間的勞動報酬。
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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.
| | 第二十三條 【保密義務和競業限制】用人單位與勞動者可以在勞動合同中約定保守用人單位的商業秘密和與知識產權相關的保密事項。
對負有保密義務的勞動者，用人單位可以在勞動合同或者保密協議中與勞動者約定競業限制條款，並約定在解除或者終止勞動合同後，在競業限制期限內按月給予勞動者經濟補償。勞動者違反競業限制約定的，應當按照約定向用人單位支付違約金。
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Article 24 The persons who should be subject to non-competition shall be limited to the senior managers, 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.
| | 第二十四條 【競業限制的範圍和期限】競業限制的人員限于用人單位的高級管理人員、高級技術人員和其他負有保密義務的人員。競業限制的範圍、地域、期限由用人單位與勞動者約定，競業限制的約定不得違反法律、法規的規定。
在解除或者終止勞動合同後，前款規定的人員到與本單位生產或者經營同類產品、從事同類業務的有競爭關系的其他用人單位，或者自己開業生產或者經營同類產品、從事同類業務的競業限制期限，不得超過二年。
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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.
| | 第二十五條 【違約金】除本法第二十二條和第二十三條規定的情形外，用人單位不得與勞動者約定由勞動者承擔違約金。
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Article 26 The following labor contracts are invalid or are partially invalid if:
| | 第二十六條 【勞動合同的無效】下列勞動合同無效或者部分無效：
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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;
| | （一）以欺詐、脅迫的手段或者乘人之危，使對方在違背真實意思的情況下訂立或者變更勞動合同的；
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2. an employer disclaims its legal liability or denies the employee's rights; or
| | （二）用人單位免除自己的法定責任、排除勞動者權利的；
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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.
| | （三）違反法律、行政法規強制性規定的。
對勞動合同的無效或者部分無效有爭議的，由勞動爭議仲裁機構或者人民法院確認。
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Article 27 The invalidity of any part of a labor contract does not affect the validity of the other parts of the contract. The other parts shall still remain valid.
| | 第二十七條 【勞動合同部分無效】勞動合同部分無效，不影響其他部分效力的，其他部分仍然有效。
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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 .
| | 第二十八條 【勞動合同無效後勞動報酬的支付】勞動合同被確認無效，勞動者已付出勞動的，用人單位應當向勞動者支付勞動報酬。勞動報酬的數額，參照本單位相同或者相近崗位勞動者的勞動報酬確定。
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Chapter III Fulfillment and Change of Labor Contracts
| | 第三章 勞動合同的履行和變更
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Article 29 An employer and an employee shall, according to the stipulations of the labor contract, fully perform their respective obligations.
| | 第二十九條 【勞動合同的履行】用人單位與勞動者應當按照勞動合同的約定，全面履行各自的義務。
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Article 30 An employer shall, under the contractual stipulations and the provisions of the state, timely pay its employees the full amount of remunerations.
Where an employer defers paying or fails to pay the full amount of remunerations, the employees may apply to the local people's court for an order of payment. The people's court shall issue an order of payment according to the law.
| | 第三十條 【勞動報酬】用人單位應當按照勞動合同約定和國家規定，向勞動者及時足額支付勞動報酬。
用人單位拖欠或者未足額支付勞動報酬的，勞動者可以依法向當地人民法院申請支付令，人民法院應當依法發出支付令。
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Article 31 An employer shall strictly execute the criterion on production quota, it shall not force any of its employees to work overtime or make any of his employees to do so in a disguised form. If an employer arranges overtime work, it shall pay its employee for the overtime work according to the relevant provisions of the state.
| | 第三十一條 【加班】用人單位應當嚴格執行勞動定額標准，不得強迫或者變相強迫勞動者加班。用人單位安排加班的，應當按照國家有關規定向勞動者支付加班費。
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Article 32 If an employee refuses to perform the dangerous operations ordered by the manager of his employer who violates the safety regulations or forces the employee to risk his life, the employee shall not be deemed to have violated the labor contract.
An employee may criticize, expose to the authorities, or charge against the employer if the work conditions may endanger his life and health.
| | 第三十二條 【勞動者拒絕違章指揮、強令冒險作業】勞動者拒絕用人單位管理人員違章指揮、強令冒險作業的，不視為違反勞動合同。
勞動者對危害生命安全和身體健康的勞動條件，有權對用人單位提出批評、檢舉和控告。
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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.
| | 第三十三條 【用人單位名稱、法定代表人等的變更】用人單位變更名稱、法定代表人、主要負責人或者投資人等事項，不影響勞動合同的履行。
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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.
| | 第三十四條 【用人單位合並或者分立】用人單位發生合並或者分立等情況，原勞動合同繼續有效，勞動合同由承繼其權利和義務的用人單位繼續履行。
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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.
| | 第三十五條 【勞動合同的變更】用人單位與勞動者協商一致，可以變更勞動合同約定的內容。變更勞動合同，應當采用書面形式。
變更後的勞動合同文本由用人單位和勞動者各執一份。
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Chapter IV Dissolution and Termination of Labor Contracts
| | 第四章 勞動合同的解除和終止
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Article 36 An employer and an employee may dissolve the labor contract if they so agree upon negotiations.
| | 第三十六條 【協商解除勞動合同】用人單位與勞動者協商一致，可以解除勞動合同。
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Article 37 An employee may dissolve the labor contract if he notifies in writing the employer 30 days in advance. During the probation period, an employee may dissolve the labor contract if he notifies the employer 3 days in advance.
| | 第三十七條 【勞動者提前通知解除勞動合同】勞動者提前三十日以書面形式通知用人單位，可以解除勞動合同。勞動者在試用期內提前三日通知用人單位，可以解除勞動合同。
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Article 38 Where an employer is under any of the following circumstances, its employees may dissolve the labor contract:
| | 第三十八條 【勞動者單方解除勞動合同】用人單位有下列情形之一的，勞動者可以解除勞動合同：
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1. It fails to provide labor protection or work conditions as stipulated in the labor contract;
| | （一）未按照勞動合同約定提供勞動保護或者勞動條件的；
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2. It fails to timely pay the full amount of remunerations;
| | （二）未及時足額支付勞動報酬的；
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3. It fails to pay social security premiums for the employees;
| | （三）未依法為勞動者繳納社會保險費的；
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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;
| | （四）用人單位的規章制度違反法律、法規的規定，損害勞動者權益的；
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5. The labor contract is invalidated due to the circumstance as mentioned in Article 26 (1) of this Law; or
| | （五）因本法第二十六條第一款規定的情形致使勞動合同無效的；
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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.
| | （六）法律、行政法規規定勞動者可以解除勞動合同的其他情形。
用人單位以暴力、威脅或者非法限制人身自由的手段強迫勞動者勞動的，或者用人單位違章指揮、強令冒險作業危及勞動者人身安全的，勞動者可以立即解除勞動合同，不需事先告知用人單位。
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Article 39 Where an employee is under any of the following circumstances, his employer may dissolve the labor contract:
| | 第三十九條 【用人單位單方解除勞動合同（過失性辭退）】勞動者有下列情形之一的，用人單位可以解除勞動合同：
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1. It is proved that the employee does not meet the recruitment conditions during the probation period;
| | （一）在試用期間被證明不符合錄用條件的；
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2. The employee seriously violates the rules and procedures set up by the employer;
| | （二）嚴重違反用人單位的規章制度的；
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3. The employee causes any severe damage to the employer because he seriously neglects his duties or seeks private benefits;
| | （三）嚴重失職，營私舞弊，給用人單位造成重大損害的；
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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;
| | （四）勞動者同時與其他用人單位建立勞動關系，對完成本單位的工作任務造成嚴重影響，或者經用人單位提出，拒不改正的；
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5. The labor contract is invalidated due to the circumstance as mentioned in Item (1), paragraph 1, Article 26 of this Law; or
| | （五）因本法第二十六條第一款第一項規定的情形致使勞動合同無效的；
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6. The employee is under investigation for criminal liabilities according to law.
| | （六）被依法追究刑事責任的。
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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:
| | 第四十條 【無過失性辭退】有下列情形之一的，用人單位提前三十日以書面形式通知勞動者本人或者額外支付勞動者一個月工資後，可以解除勞動合同：
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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;
| | （一）勞動者患病或者非因工負傷，在規定的醫療期滿後不能從事原工作，也不能從事由用人單位另行安排的工作的；
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2. The employee is incompetent to his position or is still so after training or changing his position; or
| | （二）勞動者不能勝任工作，經過培訓或者調整工作崗位，仍不能勝任工作的；
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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.
| | （三）勞動合同訂立時所依據的客觀情況發生重大變化，致使勞動合同無法履行，經用人單位與勞動者協商，未能就變更勞動合同內容達成協議的。
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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:
| | 第四十一條 【經濟性裁員】有下列情形之一，需要裁減人員二十人以上或者裁減不足二十人但占企業職工總數百分之十以上的，用人單位提前三十日向工會或者全體職工說明情況，聽取工會或者職工的意見後，裁減人員方案經向勞動行政部門報告，可以裁減人員：
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1. It is under revitalization according to the Enterprise Bankruptcy Law;
| | （一）依照企業破產法規定進行重整的；
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2. It encounters serious difficulties in production and business operation;
| | （二）生產經營發生嚴重困難的；
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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
| | （三）企業轉產、重大技術革新或者經營方式調整，經變更勞動合同後，仍需裁減人員的；
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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:
| | （四）其他因勞動合同訂立時所依據的客觀經濟情況發生重大變化，致使勞動合同無法履行的。
裁減人員時，應當優先留用下列人員：
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1. Those who have concluded a fixed-term labor contract with a long time period
| | （一）與本單位訂立較長期限的固定期限勞動合同的；
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2. Those who have concluded a labor contract without fixed term; and
| | （二）與本單位訂立無固定期限勞動合同的；
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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.
| | （三）家庭無其他就業人員，有需要扶養的老人或者未成年人的。
用人單位依照本條第一款規定裁減人員，在六個月內重新招用人員的，應當通知被裁減的人員，並在同等條件下優先招用被裁減的人員。
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Article 42 An employer shall not dissolve the labor contract under Articles 40 and 41 of this Law if any of its employee:
| | 第四十二條 【用人單位不得解除勞動合同的情形】勞動者有下列情形之一的，用人單位不得依照本法第四十條、第四十一條的規定解除勞動合同：
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1. is engaging in operations exposing him to occupational disease hazards and has not undergone an occupational health check-up before he leaves his position, or is suspected of having an occupational disease and isunder diagnosis or medical observation;
| | （一）從事接觸職業病危害作業的勞動者未進行離崗前職業健康檢查，或者疑似職業病病人在診斷或者醫學觀察期間的；
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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 ;
| | （二）在本單位患職業病或者因工負傷並被確認喪失或者部分喪失勞動能力的；
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3. has contracted an illness or sustained a non-work-related injury and the proscribed time period of medical treatment has not expired;
| | （三）患病或者非因工負傷，在規定的醫療期內的；
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4. is a female who is in her pregnancy, confinement, or nursing period;
| | （四）女職工在孕期、產期、哺乳期的；
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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
| | （五）在本單位連續工作滿十五年，且距法定退休年齡不足五年的；
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6.finds himself in other circumstances under which an employer shall not dissolve the labor contract as proscribed in laws or administrative regulations
| | （六）法律、行政法規規定的其他情形。
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Article 43 Where an employer unilaterally dissolves a labor contract, it shall notify the labor union of the reasons in advance. If the employer violates any laws, administrative regulation, or stipulations of the labor contract, the labor union has the power to require the employer to make ratification. The employer shall consider the opinions of the labor union and notify the labor union of the relevant result in writing.
| | 第四十三條 【工會在勞動合同解除中的監督作用】用人單位單方解除勞動合同，應當事先將理由通知工會。用人單位違反法律、行政法規規定或者勞動合同約定的，工會有權要求用人單位糾正。用人單位應當研究工會的意見，並將處理結果書面通知工會。
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Article 44 A labor contract may be terminated under any of the following circumstances:
| | 第四十四條 【勞動合同的終止】有下列情形之一的，勞動合同終止：
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1. the term of a labor contract has expired;
| | （一）勞動合同期滿的；
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2. the employee has begun to enjoy the basic benefits of his pension;
| | （二）勞動者開始依法享受基本養老保險待遇的；
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3. the employee is deceased, or is declared dead or missing by the people's court;
| | （三）勞動者死亡，或者被人民法院宣告死亡或者宣告失蹤的；
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4. the employer is declared bankrupt;
| | （四）用人單位被依法宣告破產的；
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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
| | （五）用人單位被吊銷營業執照、責令關閉、撤銷或者用人單位決定提前解散的；
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6. other circumstances proscribed by other laws or administrative regulations.
| | （六）法律、行政法規規定的其他情形。
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Article 45 If a labor contract expires and it is under any of the circumstances as described in Article 42 of this Law, the term of labor contract shall be extended until the disappearance of the relevant circumstance. However, the matters relating to the termination of the labor contract of an employee who has lost or partially lost his capacity to work as prescribed in Article 42 (ii) of this Law shall be handled according to the pertinent provisions on work-related injury insurance.
| | 第四十五條 【勞動合同的逾期終止】勞動合同期滿，有本法第四十二條規定情形之一的，勞動合同應當續延至相應的情形消失時終止。但是，本法第四十二條第二項規定喪失或者部分喪失勞動能力勞動者的勞動合同的終止，按照國家有關工傷保險的規定執行。
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Article 46 The employer shall, under any of the following circumstances, pay the employee an economic compensation:
| | 第四十六條 【經濟補償】有下列情形之一的，用人單位應當向勞動者支付經濟補償：
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1. The employee dissolves the labor contract in pursuance of Article 38 of this Law;
| | （一）勞動者依照本法第三十八條規定解除勞動合同的；
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2. The employer proposes to dissolve the labor contract, and it reaches an agreement with the employee on the dissolution through negotiations;
| | （二）用人單位依照本法第三十六條規定向勞動者提出解除勞動合同並與勞動者協商一致解除勞動合同的；
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3. The employer dissolves the labor contract according to Article 40 of this Law;
| | （三）用人單位依照本法第四十條規定解除勞動合同的；
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4. The employer dissolves the labor contract according to the first Paragraph of Article 41 of this Law; or
| | （四）用人單位依照本法第四十一條第一款規定解除勞動合同的；
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5.The termination of a fixed-term labor contract according to Article 44 (i) of this Law unless the employee refuses to renew the contract even though the conditions offered by the employer are the same as or better than those stipulated in the current contract;
| | （五）除用人單位維持或者提高勞動合同約定條件續訂勞動合同，勞動者不同意續訂的情形外，依照本法第四十四條第一項規定終止固定期限勞動合同的；
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6. The labor contract is terminated according to Article 44 (iv) and (v) of this Law; or
| | （六）依照本法第四十四條第四項、第五項規定終止勞動合同的；
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7. Other circumstances as proscribed in other laws and administrative regulations.
| | （七）法律、行政法規規定的其他情形。
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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.
| | 第四十七條 【經濟補償的計算】經濟補償按勞動者在本單位工作的年限，每滿一年支付一個月工資的標准向勞動者支付。六個月以上不滿一年的，按一年計算；不滿六個月的，向勞動者支付半個月工資的經濟補償。
勞動者月工資高于用人單位所在直轄市、設區的市級人民政府公布的本地區上年度職工月平均工資三倍的，向其支付經濟補償的標准按職工月平均工資三倍的數額支付，向其支付經濟補償的年限最高不超過十二年。
本條所稱月工資是指勞動者在勞動合同解除或者終止前十二個月的平均工資。
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Article 48 If an employer dissolves or terminates a labor contract in violation of this Law but the employee demands the continuous fulfillment of the contract, the employer shall do so. If the employee does not demand the continuous fulfillment of the contract or if the continuous fulfillment of the labor contract is impossible, the employer shall pay compensation to the employee according to Article 87 of this Law.
| | 第四十八條 【違法解除或者終止勞動合同的法律後果】用人單位違反本法規定解除或者終止勞動合同，勞動者要求繼續履行勞動合同的，用人單位應當繼續履行；勞動者不要求繼續履行勞動合同或者勞動合同已經不能繼續履行的，用人單位應當依照本法第八十七條規定支付賠償金。
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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.
| | 第四十九條 【社會保險關系跨地區轉移接續】國家采取措施，建立健全勞動者社會保險關系跨地區轉移接續制度。
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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.
| | 第五十條 【勞動合同解除或者終止後雙方的義務】用人單位應當在解除或者終止勞動合同時出具解除或者終止勞動合同的證明，並在十五日內為勞動者辦理檔案和社會保險關系轉移手續。
勞動者應當按照雙方約定，辦理工作交接。用人單位依照本法有關規定應當向勞動者支付經濟補償的，在辦結工作交接時支付。
用人單位對已經解除或者終止的勞動合同的文本，至少保存二年備查。
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Chapter V Special Provisions
| | 第五章 特別規定
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Section 1 Collective Contracts
| | 第一節 集體合同
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Article 51 The employees of an enterprise may get together as a party to negotiate with their employer to conclude a collective contract on the matters of remuneration, working hours, breaks, vacations, work safety and hygiene, insurance, benefits, etc. The draft of the collective contract shall be presented to the general assembly of employees or all the employees for discussion and approval.
A collective contract may be concluded by the labor union on behalf of the employees of enterprise with the employer. If the enterprise does not have a labor union yet, the contract may be concluded between the employer and the representatives chosen by the employees under the guidance of the labor union at the next higher level.
| | 第五十一條 【集體合同的訂立和內容】企業職工一方與用人單位通過平等協商，可以就勞動報酬、工作時間、休息休假、勞動安全衛生、保險福利等事項訂立集體合同。集體合同草案應當提交職工代表大會或者全體職工討論通過。
集體合同由工會代表企業職工一方與用人單位訂立；尚未建立工會的用人單位，由上級工會指導勞動者推舉的代表與用人單位訂立。
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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.
| | 第五十二條 【專項集體合同】企業職工一方與用人單位可以訂立勞動安全衛生、女職工權益保護、工資調整機制等專項集體合同。
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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.
| | 第五十三條 【行業性集體合同、區域性集體合同】在縣級以下區域內，建築業、采礦業、餐飲服務業等行業可以由工會與企業方面代表訂立行業性集體合同，或者訂立區域性集體合同。
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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.
| | 第五十四條 【集體合同的報送和生效】集體合同訂立後，應當報送勞動行政部門；勞動行政部門自收到集體合同文本之日起十五日內未提出異議的，集體合同即行生效。
依法訂立的集體合同對用人單位和勞動者具有約束力。行業性、區域性集體合同對當地本行業、本區域的用人單位和勞動者具有約束力。
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Article 55 The standards for remunerations, working conditions, etc. as stipulated in a collective contract shall not be lower than the minimum criterions as prescribed by the local people's government. The standards for remunerations, working conditions, etc. as stipulated in the labor contract between an employer and an employee shall not be lower than those as specified in the collective contract.
| | 第五十五條 【集體合同中勞動報酬、勞動條件等標准】集體合同中勞動報酬和勞動條件等標准不得低于當地人民政府規定的最低標准；用人單位與勞動者訂立的勞動合同中勞動報酬和勞動條件等標准不得低于集體合同規定的標准。
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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.
| | 第五十六條 【集體合同糾紛和法律救濟】用人單位違反集體合同，侵犯職工勞動權益的，工會可以依法要求用人單位承擔責任；因履行集體合同發生爭議，經協商解決不成的，工會可以依法申請仲裁、提起訴訟。
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Section 2 Worker Dispatch Service
| | 第二節 勞務派遣
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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.
| | 第五十七條 【勞務派遣單位的設立】勞務派遣單位應當依照公司法的有關規定設立，注冊資本不得少于五十萬元。
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Article 58 Worker dispatch service providers are employers as mentioned in this Law and shall perform an employer's obligations for its employees. The labor contract between a worker dispatch service provider and a worker to be dispatched shall, in addition to the matters specified in Article 17 of this law, specify such matters as the entity to which the worker will be dispatched, the term of dispatch, positions, etc.
The labor contracts between a worker dispatch service provider and the workers to be dispatched shall be fixed-term labor contract with a term of not less than two years. The worker dispatch service provider shall pay the remunerations on a monthly basis. During the time period when there is no work for the workers, the worker dispatch service provider shall compensate the workers on monthly basis at the minimum wage prescribed by the people's government of the place where the worker dispatch service provider is located.
| | 第五十八條 【勞務派遣單位、用工單位及勞動者的權利義務】勞務派遣單位是本法所稱用人單位，應當履行用人單位對勞動者的義務。勞務派遣單位與被派遣勞動者訂立的勞動合同，除應當載明本法第十七條規定的事項外，還應當載明被派遣勞動者的用工單位以及派遣期限、工作崗位等情況。
勞務派遣單位應當與被派遣勞動者訂立二年以上的固定期限勞動合同，按月支付勞動報酬；被派遣勞動者在無工作期間，勞務派遣單位應當按照所在地人民政府規定的最低工資標准，向其按月支付報酬。
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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.
| | 第五十九條 【勞務派遣協議】勞務派遣單位派遣勞動者應當與接受以勞務派遣形式用工的單位（以下稱用工單位）訂立勞務派遣協議。勞務派遣協議應當約定派遣崗位和人員數量、派遣期限、勞動報酬和社會保險費的數額與支付方式以及違反協議的責任。
用工單位應當根據工作崗位的實際需要與勞務派遣單位確定派遣期限，不得將連續用工期限分割訂立數個短期勞務派遣協議。
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Article 60 A worker dispatch service provider shall inform the workers dispatched of the content of the dispatch agreements.
No worker dispatch service provider may skimp any remuneration that an accepting entity pays to the workers according to the dispatch agreement.
No worker dispatch service provider or accepting entity may charge any fee against any dispatched worker.
| | 第六十條 【勞務派遣單位的告知義務】勞務派遣單位應當將勞務派遣協議的內容告知被派遣勞動者。
勞務派遣單位不得克扣用工單位按照勞務派遣協議支付給被派遣勞動者的勞動報酬。
勞務派遣單位和用工單位不得向被派遣勞動者收取費用。
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Article 61 If a worker dispatch service provider assigns a worker to an accepting entity in another region, the worker's remuneration and work conditions shall be in line with the relevant standards of the place where the accepting entity is located.
| | 第六十一條 【跨地區派遣勞動者的勞動報酬、勞動條件】勞務派遣單位跨地區派遣勞動者的，被派遣勞動者享有的勞動報酬和勞動條件，按照用工單位所在地的標准執行。
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Article 62 An accepting entity shall perform the following obligations:
| | 第六十二條 【用工單位的義務】用工單位應當履行下列義務：
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1. To implement state labor standards and provide the corresponding working conditions and labor protection;
| | （一）執行國家勞動標准，提供相應的勞動條件和勞動保護；
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2. To communicate the job requirements and labor compensations for the dispatched workers;
| | （二）告知被派遣勞動者的工作要求和勞動報酬；
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3. To pay overtime remunerations and performance bonuses and provide benefits relevant to the position;
| | （三）支付加班費、績效獎金，提供與工作崗位相關的福利待遇；
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4. To provide the dispatched employees who assume the positions with required training; and
| | （四）對在崗被派遣勞動者進行工作崗位所必需的培訓；
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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.
| | （五）連續用工的，實行正常的工資調整機制。
用工單位不得將被派遣勞動者再派遣到其他用人單位。
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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.
| | 第六十三條 【被派遣勞動者同工同酬】被派遣勞動者享有與用工單位的勞動者同工同酬的權利。用工單位無同類崗位勞動者的，參照用工單位所在地相同或者相近崗位勞動者的勞動報酬確定。
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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.
| | 第六十四條 【被派遣勞動者參加或者組織工會】被派遣勞動者有權在勞務派遣單位或者用工單位依法參加或者組織工會，維護自身的合法權益。
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Article 65 A worker dispatched may, according to Articles 36 and 38 of this Law, dissolve the labor contract between him and the worker dispatch service provider.
Where a worker dispatched is under any of the circumstances as mentioned in Article 39 and Article 40 (i) and (ii), the accepting entity may return the worker to the worker dispatch service provider, the worker dispatch service provider may dissolve the labor contract with the worker.
| | 第六十五條 【勞務派遣中解除勞動合同】被派遣勞動者可以依照本法第三十六條、第三十八條的規定與勞務派遣單位解除勞動合同。
被派遣勞動者有本法第三十九條和第四十條第一項、第二項規定情形的，用工單位可以將勞動者退回勞務派遣單位，勞務派遣單位依照本法有關規定，可以與勞動者解除勞動合同。
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Article 66 The worker dispatch services shall normally be used for temporary, auxiliary, or substituting positions.
| | 第六十六條 【勞務派遣的適用崗位】勞務派遣一般在臨時性、輔助性或者替代性的工作崗位上實施。
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Article 67 No accepting entity may establish any worker dispatch service to dispatch the workers to itself and to its subsidiaries.
| | 第六十七條 【用人單位不得自設勞務派遣單位】用人單位不得設立勞務派遣單位向本單位或者所屬單位派遣勞動者。
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Section 3 Part-time Employments
| | 第三節 非全日制用工
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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.
| | 第六十八條 【非全日制用工的概念】非全日制用工，是指以小時計酬為主，勞動者在同一用人單位一般平均每日工作時間不超過四小時，每周工作時間累計不超過二十四小時的用工形式。
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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.
| | 第六十九條 【非全日制用工的勞動合同】非全日制用工雙方當事人可以訂立口頭協議。
從事非全日制用工的勞動者可以與一個或者一個以上用人單位訂立勞動合同；但是，後訂立的勞動合同不得影響先訂立的勞動合同的履行。
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Article 70 No probation period may be stipulated by both parties for a part-time employment.
| | 第七十條 【非全日制用工不得約定試用期】非全日制用工雙方當事人不得約定試用期。
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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.
| | 第七十一條 【非全日制用工的終止用工】非全日制用工雙方當事人任何一方都可以隨時通知對方終止用工。終止用工，用人單位不向勞動者支付經濟補償。
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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.
| | 第七十二條 【非全日制用工的勞動報酬】非全日制用工小時計酬標准不得低于用人單位所在地人民政府規定的最低小時工資標准。
非全日制用工勞動報酬結算支付周期最長不得超過十五日。
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Chapter VI Supervision and Inspection
| | 第六章 監督檢查
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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.
| | 第七十三條 【勞動合同制度的監督管理體制】國務院勞動行政部門負責全國勞動合同制度實施的監督管理。
縣級以上地方人民政府勞動行政部門負責本行政區域內勞動合同制度實施的監督管理。
縣級以上各級人民政府勞動行政部門在勞動合同制度實施的監督管理工作中，應當聽取工會、企業方面代表以及有關行業主管部門的意見。
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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:
| | 第七十四條 【勞動行政部門監督檢查事項】縣級以上地方人民政府勞動行政部門依法對下列實施勞動合同制度的情況進行監督檢查：
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1. The employers' formulation of rules and regulations directly related to the interests of workers, and the implementation thereof;
| | （一）用人單位制定直接涉及勞動者切身利益的規章制度及其執行的情況；
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2. The formation and dissolution of labor contracts by employers and workers;
| | （二）用人單位與勞動者訂立和解除勞動合同的情況；
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3. The compliance with relevant regulations on dispatch by worker dispatch service providers and the accepting entities;
| | （三）勞務派遣單位和用工單位遵守勞務派遣有關規定的情況；
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4.The employers' compliance with provisions of the state on workers' working hours, breaks and vacations;
| | （四）用人單位遵守國家關于勞動者工作時間和休息休假規定的情況；
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5. The employers' payment for remuneration as specified in the labor contracts and compliance with the minimum wage criterions;
| | （五）用人單位支付勞動合同約定的勞動報酬和執行最低工資標准的情況；
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6. The employers' participation in the social security and the payment for social security premiums; and
| | （六）用人單位參加各項社會保險和繳納社會保險費的情況；
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7. Other labor oversight matters as prescribed by laws and regulations.
| | （七）法律、法規規定的其他勞動監察事項。
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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.
When the functionaries of the labor administrative department conduct an inspection, they shall show their badges, exercise their duties and powers pursuant to laws and enforce the law in a well-disciplined manner.
| | 第七十五條 【監督檢查措施和依法行政、文明執法】縣級以上地方人民政府勞動行政部門實施監督檢查時，有權查閱與勞動合同、集體合同有關的材料，有權對勞動場所進行實地檢查，用人單位和勞動者都應當如實提供有關情況和材料。
勞動行政部門的工作人員進行監督檢查，應當出示證件，依法行使職權，文明執法。
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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.
| | 第七十六條 【其他有關主管部門的監督管理】縣級以上人民政府建設、衛生、安全生產監督管理等有關主管部門在各自職責範圍內，對用人單位執行勞動合同制度的情況進行監督管理。
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Article 77 For any employer whose lawful rights and interests are impaired, he may require the relevant department to deal with the case, apply for an arbitration, or lodge a lawsuit.
| | 第七十七條 【勞動者權利救濟途徑】勞動者合法權益受到侵害的，有權要求有關部門依法處理，或者依法申請仲裁、提起訴訟。
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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.
| | 第七十八條 【工會監督檢查的權利】工會依法維護勞動者的合法權益，對用人單位履行勞動合同、集體合同的情況進行監督。用人單位違反勞動法律、法規和勞動合同、集體合同的，工會有權提出意見或者要求糾正；勞動者申請仲裁、提起訴訟的，工會依法給予支持和幫助。
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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.
| | 第七十九條 【對違法行為的舉報】任何組織或者個人對違反本法的行為都有權舉報，縣級以上人民政府勞動行政部門應當及時核實、處理，並對舉報有功人員給予獎勵。
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Chapter VII Legal Liabilities
| | 第七章 法律責任
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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.
| | 第八十條 【規章制度違法的法律責任】用人單位直接涉及勞動者切身利益的規章制度違反法律、法規規定的，由勞動行政部門責令改正，給予警告；給勞動者造成損害的，應當承擔賠償責任。
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Article 81 If the text of a labor contract provided by an employer does not include the mandatory clauses required by this Law or if an employer fails to deliver a copy of the labor contract to its employee, the labor administration department shall order the employer to make ratification. If any damage is caused to the employee, the employer shall bear the liability for compensation.
| | 第八十一條 【缺乏必備條款、不提供勞動合同文本的法律責任】用人單位提供的勞動合同文本未載明本法規定的勞動合同必備條款或者用人單位未將勞動合同文本交付勞動者的，由勞動行政部門責令改正；給勞動者造成損害的，應當承擔賠償責任。
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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.
| | 第八十二條 【不訂立書面勞動合同的法律責任】用人單位自用工之日起超過一個月不滿一年未與勞動者訂立書面勞動合同的，應當向勞動者每月支付二倍的工資。
用人單位違反本法規定不與勞動者訂立無固定期限勞動合同的，自應當訂立無固定期限勞動合同之日起向勞動者每月支付二倍的工資。
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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.
| | 第八十三條 【違法約定試用期的法律責任】用人單位違反本法規定與勞動者約定試用期的，由勞動行政部門責令改正；違法約定的試用期已經履行的，由用人單位以勞動者試用期滿月工資為標准，按已經履行的超過法定試用期的期間向勞動者支付賠償金。
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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 paragraph.
| | 第八十四條 【扣押勞動者身份等證件的法律責任】用人單位違反本法規定，扣押勞動者居民身份證等證件的，由勞動行政部門責令限期退還勞動者本人，並依照有關法律規定給予處罰。
用人單位違反本法規定，以擔保或者其他名義向勞動者收取財物的，由勞動行政部門責令限期退還勞動者本人，並以每人五百元以上二千元以下的標准處以罰款；給勞動者造成損害的，應當承擔賠償責任。
勞動者依法解除或者終止勞動合同，用人單位扣押勞動者檔案或者其他物品的，依照前款規定處罰。
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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:
| | 第八十五條 【未依法支付勞動報酬、經濟補償等的法律責任】用人單位有下列情形之一的，由勞動行政部門責令限期支付勞動報酬、加班費或者經濟補償；勞動報酬低于當地最低工資標准的，應當支付其差額部分；逾期不支付的，責令用人單位按應付金額百分之五十以上百分之一百以下的標准向勞動者加付賠償金：
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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;
| | （一）未按照勞動合同的約定或者國家規定及時足額支付勞動者勞動報酬的；
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2. Paying an employee the wage below the local minimum wage standard;
| | （二）低于當地最低工資標准支付勞動者工資的；
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3. Arranging overtime work without paying overtime remunerations; or
| | （三）安排加班不支付加班費的；
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4. Dissolving or terminating a labor contract without paying the employee the economic compensation under this Law.
| | （四）解除或者終止勞動合同，未依照本法規定向勞動者支付經濟補償的。
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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.
| | 第八十六條 【訂立無效勞動合同的法律責任】勞動合同依照本法第二十六條規定被確認無效，給對方造成損害的，有過錯的一方應當承擔賠償責任。
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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.
| | 第八十七條 【違反解除或者終止勞動合同的法律責任】用人單位違反本法規定解除或者終止勞動合同的，應當依照本法第四十七條規定的經濟補償標准的二倍向勞動者支付賠償金。
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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:
| | 第八十八條 【侵害勞動者人身權益的法律責任】用人單位有下列情形之一的，依法給予行政處罰；構成犯罪的，依法追究刑事責任；給勞動者造成損害的，應當承擔賠償責任：
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1. To force the employee to work by violence, threat or illegal limitation of personal freedom;
| | （一）以暴力、威脅或者非法限制人身自由的手段強迫勞動的；
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2. To illegally command or force any employee to perform dangerous operations endangering the employee's life;
| | （二）違章指揮或者強令冒險作業危及勞動者人身安全的；
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3. To insult, corporally punish, beat, illegally search, or restrain any employee; or
| | （三）侮辱、體罰、毆打、非法搜查或者拘禁勞動者的；
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4. To cause damages to the physical or mental health of employees because of poor working conditions or severely polluted environments;
| | （四）勞動條件惡劣、環境汙染嚴重，給勞動者身心健康造成嚴重損害的。
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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.
| | 第八十九條 【不出具解除、終止書面證明的法律責任】用人單位違反本法規定未向勞動者出具解除或者終止勞動合同的書面證明，由勞動行政部門責令改正；給勞動者造成損害的，應當承擔賠償責任。
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Article 90 Where an employee violates this Law to dissolve the labor contract, or violates the stipulations of the labor contract about the confidentiality obligation or non-competition, if any loss is caused to the employer, he shall be liable for compensation.
| | 第九十條 【勞動者的賠償責任】勞動者違反本法規定解除勞動合同，或者違反勞動合同中約定的保密義務或者競業限制，給用人單位造成損失的，應當承擔賠償責任。
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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.
| | 第九十一條 【用人單位的連帶賠償責任】用人單位招用與其他用人單位尚未解除或者終止勞動合同的勞動者，給其他用人單位造成損失的，應當承擔連帶賠償責任。
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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.
| | 第九十二條 【勞務派遣單位的法律責任】勞務派遣單位違反本法規定的，由勞動行政部門和其他有關主管部門責令改正；情節嚴重的，以每人一千元以上五千元以下的標准處以罰款，並由工商行政管理部門吊銷營業執照；給被派遣勞動者造成損害的，勞務派遣單位與用工單位承擔連帶賠償責任。
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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.
| | 第九十三條 【無營業執照經營單位的法律責任】對不具備合法經營資格的用人單位的違法犯罪行為，依法追究法律責任；勞動者已經付出勞動的，該單位或者其出資人應當依照本法有關規定向勞動者支付勞動報酬、經濟補償、賠償金；給勞動者造成損害的，應當承擔賠償責任。
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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.
| | 第九十四條 【個人承包經營者的連帶賠償責任】個人承包經營違反本法規定招用勞動者，給勞動者造成損害的，發包的組織與個人承包經營者承擔連帶賠償責任。
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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.
| | 第九十五條 【不履行法定職責、違法行使職權的法律責任】勞動行政部門和其他有關主管部門及其工作人員玩忽職守、不履行法定職責，或者違法行使職權，給勞動者或者用人單位造成損害的，應當承擔賠償責任；對直接負責的主管人員和其他直接責任人員，依法給予行政處分；構成犯罪的，依法追究刑事責任。
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Chapter VIII Supplementary Provisions
| | 第八章 附則
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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.
| | 第九十六條 【事業單位聘用制勞動合同的法律適用】事業單位與實行聘用制的工作人員訂立、履行、變更、解除或者終止勞動合同，法律、行政法規或者國務院另有規定的，依照其規定；未作規定的，依照本法有關規定執行。
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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.
| | 第九十七條 【過渡性條款】本法施行前已依法訂立且在本法施行之日存續的勞動合同，繼續履行；本法第十四條第二款第三項規定連續訂立固定期限勞動合同的次數，自本法施行後續訂固定期限勞動合同時開始計算。
本法施行前已建立勞動關系，尚未訂立書面勞動合同的，應當自本法施行之日起一個月內訂立。
本法施行之日存續的勞動合同在本法施行後解除或者終止，依照本法第四十六條規定應當支付經濟補償的，經濟補償年限自本法施行之日起計算；本法施行前按照當時有關規定，用人單位應當向勞動者支付經濟補償的，按照當時有關規定執行。
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| Article 98 This Law shall come into force as of January 1, 2008. | | 第九十八條 【施行時間】本法自2008年1月1日起施行。
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