法律文本

中華人民共和國勞動合同法（2012修正）

Labor Contract Law of the People's Republic of China (Amended in 2012)

（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 根據2012年12月28日第十一屆全國人民代表大會常務委員會第三十次會議《關於修改〈中華人民共和國勞動合同法〉的決定》修正）

(Adopted at the 28th session of the Standing Committee of the 10th National People's Congress of the People's Republic of China on June 29, 2007, and amended in accordance with the Decision on Amending the Labor Contract Law of the People's Republic of China adopted at the 30th session of the Standing Committee of the 11th National People's Congress of the People's Republic of China on December 28, 2012)

第一章 總則

Chapter 1 General Provisions

第一條   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。

Article 1 This Law is formulated for the purposes of improving upon the labour contract system, specifying the rights and obligations of both parties to a labour contract, protecting the legitimate rights and interests of workers, and establishing and developing harmonious and stable labour relationships.

第二條   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。

Article 2 This Law shall apply to establishment of employment relationship between enterprises, individual economic organisations, private non-enterprise organisations etc in the People's Republic of China (hereinafter referred to as the "employers") and their workers, conclusion, performance, alteration, rescission or termination of labour contracts.

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。

The conclusion, performance, modification, rescission or termination of labor contracts between state organs, institutions or social organizations and workers with whom they establish employment relationships, shall be subject to this Law.

第三條   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。

Article 3 Conclusion of labour contracts shall comply with the principles of legitimacy, fairness, equality and voluntary participation, negotiation and consensus, honesty and trustworthiness.

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。

Labour contracts concluded pursuant to the law shall be binding, employers and workers shall perform the obligations stipulated in the labour contracts.

第四條   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。

Article 4 Employers shall establish and improve upon labour rules and systems pursuant to the law, ensure that workers enjoy labour rights and perform labour obligations.

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。

When an employer formulates, revises or decides on rules or major matters relating to labour remuneration, working hours, rest and off days, labour safety and health, insurance and welfare, staff training, labour discipline and labour quota management etc which directly involves the vital interests of workers, such matters shall be discussed by the employee representatives congress or all the employees, and the employer shall propose the scheme and opinions and negotiate and determine with the labour union or employee representatives on an equal basis.

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。

During the decision and implementation of rules and major matters, the labour union or employees shall have the right to raise issues with the employer if they deem that they are inappropriate, and may propose amendments and improvements through negotiation.

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。

Employers shall announce decisions on rules and major matters which directly involve the vital interests of workers or notify the workers.

第五條   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。

Article 5 The labour administrative authorities of People's Governments of county level and above shall, jointly with the labour unions and enterprise representatives, establish and improve upon the tripartite labour relationship coordination mechanism, and jointly study and resolve significant issues relating to labour relationship.

第六條   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。

Article 6 Labour unions shall assist and guide conclusion and performance of labour contracts between workers and employers pursuant to the law, and shall establish a collective negotiation mechanism with employers to protect the legitimate rights and interests of workers.

第二章 勞動合同的訂立

Chapter 2 Conclusion of Labor Contracts

第七條   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。

Article 7 An employer is deemed to have established a labour relationship with a worker with effect from the date of employment. An employer shall establish a register of employees for inspection purpose.

第八條   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。

Article 8 The Employer shall truthfully advise the employee of the scope of work, the working conditions, the place of work, occupational hazards, production safety conditions, labor compensation and other matters requested by the employee; the Employer shall be entitled to the employee basic information of the employee that directly relates to the labor contract, and the employee shall truthfully provide the same.

第九條   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。

Article 9 An employer recruiting workers shall not retain the identity card or other certificate of a worker, and shall not require a worker to provide guarantee or collect monies from a worker under any pretext.

第十條   建立勞動關系，應當訂立書面勞動合同。

Article 10 To establish a labor relationship shall conclude a labor contract in written form.

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。

Where a written labour contract is not concluded simultaneously with the establishment of a labour relationship, a written labour contract shall be concluded within one month from the date of employment.

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。

Where an Employer and an employee conclude a labor contract before the employee commences work, the labor relationship shall be established on the date the employee commences work.

第十一條   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準執行；沒有集體合同或者集體合同未規定的，實行同工同酬。

Article 11 Where an Employer fails to conclude a written labor contract with an employee before the employee commences work, and the labor compensation agreed upon with the employee is unclear, the labor compensation for the newly recruited employee shall be paid in accordance with the standards stipulated in the collective contract; where there is no collective contract or the collective contract is silent on the matter, the principle of equal pay for equal work shall apply.

第十二條   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。

Article 12 Labor contracts are divided into fixed-term labor contracts, open-ended labor contracts and labor contracts that terminate upon the completion of a certain task.

第十三條   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。

Article 13 A "fixed-term labor contract" refers to a labor contract where the termination date has been agreed upon by the Employer and the employee.

用人單位與勞動者協商一致，可以訂立固定期限勞動合同。

Upon negotiation and consensus between an employer and a worker, a fixed-term labour contract may be concluded.

第十四條   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。

Article 14 An "open-ended labor contract" refers to a labor contract where the Employer and the employee have agreed not to stipulate a definite termination date.

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：

Upon negotiation and consensus between an employer and a worker, a non-fixed-term labour contract may be concluded. If an employee proposes or agrees to renew and conclude a labor contract in any of the following circumstances, an open-ended labor contract shall be concluded, unless the employee proposes to conclude a fixed-term labor contract:

（一）勞動者在該用人單位連續工作滿十年的；

1. The employee has worked for the employer for ten consecutive years;

（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；

(II) The employee has worked for the employer for ten consecutive years or more and will reach his legal retirement age in less than ten years when the employer first implemented the labor contract system or the state-owned enterprise restructured and re-concluded the labor contract;

（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。

(III) Where a labor contract is concluded as a fixed-term labor contract on two consecutive occasions and the employee, in the absence of any of the circumstances stipulated in Article 39 and Items 1 and 2 of Article 40 hereof, renews such contract.

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。

If an Employer fails to conclude a written labor contract with an employee after one year has lapsed since the date the employee commenced work, the Employer and the employee shall be deemed to have concluded a non-fixed-term labor contract.

第十五條   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。

Article 15 A "labor contract that terminates upon the completion of a certain task" refers to a labor contract where the Employer and the employee have agreed that the contractual term is based on the completion of a certain task.

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。

Upon negotiation and consensus between an employer and a worker, a labour contract which expires upon completion of agreed assignments may be concluded.

第十六條   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。

Article 16 A labor contract shall become effective after the Employer and the employee have both signed or sealed such contract upon reaching a negotiated consensus.

勞動合同文本由用人單位和勞動者各執一份。

The employer and the worker shall each hold a copy of the labour contract.

第十七條   勞動合同應當具備以下條款：

Article 17 A labor contract shall include the following clauses:

(一)用人單位的名稱、住所和法定代表人或者主要負責人；

1. The employer's name, domicile and legal representative or major principal;

(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；

(II) The laborer's name, address and number of identity card or other valid identity certificate;

(三)勞動合同期限；

(III) Term of the labor contract;

(四)工作內容和工作地點；

(IV) Job description and workplace;

(五)工作時間和休息休假；

(V) Working hours, rest and vacations;

(六)勞動報酬；

(VI) Labor remuneration;

（七）社會保險；

(VII) social insurance;

（八）勞動保護、勞動條件和職業危害防護；

(VIII) Labor protection, working conditions and prevention of occupational hazards;

(九)法律、法規規定應當納入勞動合同的其他事項。

(IX) Other matters that shall be included in the labor contract according to laws and regulations.

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。

In addition to the essential clauses of a labour contract stipulated in the preceding paragraph, an employer and a worker may agree on probationary period, training, confidentiality, supplementary insurance and welfare and benefits and other matters.

第十八條   勞動合同對勞動報酬和勞動條件等標準約定不明確，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準的，適用國家有關規定。

Article 18 Where there is no clear agreement in a labour contract on labour remuneration and working conditions etc and a dispute arises therefrom, the employer and the worker may renegotiate; where the negotiation is unsuccessful, the provisions of the collective contract shall apply; where there is no collective contract or where the collective contract has no provision on labour remuneration, the same remuneration shall be paid for the same job position; where there is no collective contract or the collective contract has no provision on working conditions etc, the relevant provisions of the State shall apply.

第十九條   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。

Article 19 Where the term of a labour contract is more than three months but less than one year, the probationary period shall not exceed one month; where the term of a labour contract is more than one year but less than three years, the probationary period shall not exceed two months; for fixed-term contracts of three years and above and non-fixed-term labour contracts, the probationary period shall not exceed six months.

同一用人單位與同一勞動者只能約定一次試用期。

An Employer may only stipulate one probation period with an employee.

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。

For labour contracts which expire upon completion of agreed assignments or labour contracts with a term of less than three months, no probationary period shall be agreed upon.

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。

The probation period shall be included in the term of the labor contract. Where a labour contract merely stipulates a probationary period, the probationary period shall be invalid and shall be the term of the labour contract.

第二十條   勞動者在試用期的工資不得低於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，並不得低於用人單位所在地的最低工資標準。

Article 20 The wage amount of a worker during his/her probationary period shall not be less than the lowest wage amount for the same job position in the employer's organisation or 80% of the wage amount agreed in the labour contract, and shall not be less than the minimum wage standard of the locality of the employer.

第二十一條   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。

Article 21 An Employer shall not cancel a labor contract during the probation period unless the employee falls into any of the circumstances stipulated in Article 39 and Items 1 and 2 of Article 40 hereof. If an Employer cancels a labor contract during the probation period, it shall explain the reasons to the employee.

第二十二條   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。

Article 22 If an Employer is paying for a worker's special training expenses and providing him with professional technical training, it may conclude an agreement specifying a term of service with such employee.

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。

Where a worker violates the agreement on the service period, he/she shall pay default penalty to the employer pursuant to the agreement. The amount of penalty for breach of contract shall not exceed the training expenses as provided by the employer. The amount of default penalty required by the employer shall not exceed the amount of training expenses to be apportioned over the unperformed portion of the service period.

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。

The agreement between an employer and a worker on a period of service shall not affect the raising of labour remuneration during the period of service pursuant to normal wage adjustment mechanism.

第二十三條   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。

Article 23 An employer and a worker may agree on keeping confidentiality of the employer's commercial secrets and confidential matters in relation to intellectual property in a labour contract.

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。

Where a worker is obliged to keep confidentiality, the employer may agree with the worker in the labour contract or confidentiality agreement on a non-competition restrictive covenant and agree that upon rescission or termination of the labour contract, the employer shall make economic compensation to the worker on a monthly basis during the non-competition restrictive covenant period. Where the worker has violated the non-competition agreement, he/she shall pay default penalty to the employer pursuant to the agreement.

第二十四條   競業限制的人員限於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。

Article 24 The personnel subject to non-competition obligations shall be limited to the Employer's senior management, senior technicians and other individuals with confidentiality obligations. The scope, geographical region and duration of non-competition restrictive covenant shall be agreed between the employer and the worker; non-competition restrictive covenant shall not violate the provisions of laws and regulations.

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。

Upon rescission or termination of a labour contract, the non-competition restrictive covenant period in which the aforesaid stipulated personnel shall not be employed by another employer which engages in production or business in the same type of products or provision of the same type of services as the employer and shall not engage in production or business in the same type of products or provision of the same type of services as the employer shall not exceed two years.

第二十五條   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。

Article 25 Except for circumstances stipulated in Article 22 and Article 23, an employer shall not agree with a worker on bearing of default penalty by the worker.

第二十六條   下列勞動合同無效或者部分無效：

Article 26 A labor contract shall be wholly or partially invalid if:

(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；

1. The employee, by means of deception or coercion or by taking advantage of the employer's difficulties, forces the employer to conclude or alter a labour contract against the employer's genuine intention;

(二)用人單位免除自己的法定責任、排除勞動者權利的；

(II) the Employer exempts itself from legal liability or excludes the rights of the laborer;

(三)違反法律、行政法規強制性規定的。

(III) Where the mediation agreement violates the mandatory provisions of laws and administrative regulations.

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。

Where there is a dispute over the invalidity or partial invalidity of a labour contract, a labour dispute arbitration agency or a People's Court shall confirm.

第二十七條   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。

Article 27 The partial invalidity of a labor contract shall not affect the validity of other parts of the contract, which shall remain valid.

第二十八條   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。

Article 28 Where a labour contract is deemed to be invalid and the worker has provided labour services, the employer shall pay labour remuneration to the worker. The amount of labour remuneration shall be determined with reference to the labour remuneration of a worker holding the same or similar position in the employer's organisation.

第三章 勞動合同的履行和變更

Chapter 3 Performance and Alteration of Labor Contracts

第二十九條   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。

Article 29 Employers and workers shall fully perform their respective obligations pursuant to the agreement in the labour contract.

第三十條   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。

Article 30 Employers shall pay their workers labour remuneration promptly and fully pursuant to the agreement in the labour contract and the provisions of the State.

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。

Where an employer defaults on payment or fails to pay labour remuneration in full amount, a worker may apply to a People's Court for an order for payment and the People's Court shall issue an order for payment pursuant to the law.

第三十一條   用人單位應當嚴格執行勞動定額標準，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。

Article 31 Employers shall strictly implement the standard for labour quota, and shall not force a worker to work overtime directly or under any pretext. The employer that arranges for a worker to work overtime shall pay overtime wages to the worker pursuant to the relevant provisions of the State.

第三十二條   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。

Article 32 The refusal of an employee to perform dangerous tasks shall not be deemed as a breach of contract if he is forced to do so by the management staff of the Employer or if the instruction to do so is made in violation of regulations.

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。

Laborers shall have the right to criticize, report to the authorities or bring charges against their Employers in respect of working conditions that would endanger their lives and health.

第三十三條   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。

Article 33 A change in the Employer's name, legal representative, main person-in-charge or investor, or in relation to other matters shall not affect the performance of the labor contract.

第三十四條   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。

Article 34 In the event of a merger or division, etc., the original labor contracts shall continue to be valid and performed by the Employer (s) which succeeded to the rights and obligations of the original Employer.

第三十五條   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。

Article 35 An Employer and an employee may amend the provisions of the labor contract if they so agree upon consultation. Alteration of labour contracts shall be made in writing.

變更後的勞動合同文本由用人單位和勞動者各執一份。

The employer and the worker shall each hold a copy of the amended labour contract.

第四章 勞動合同的解除和終止

Chapter 4 Rescission and Termination of the Labor Contract

第三十六條   用人單位與勞動者協商一致，可以解除勞動合同。

Article 36 An Employer and an employee may cancel their labor contracts if they so agree after consultation.

第三十七條   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。

Article 37 An employee may terminate the labor contract upon giving his Employer 30 days' prior written notice. A worker may notify the employer three days in advance during his/her probationary period to rescind his/her labour contract.

第三十八條   用人單位有下列情形之一的，勞動者可以解除勞動合同：

Article 38 An employee may terminate his labor contract if his Employer:

(一)未按照勞動合同約定提供勞動保護或者勞動條件的；

1. Failing to provide labor protection or working conditions as stipulated in the labor contract;

(二)未及時足額支付勞動報酬的；

(II) failure to pay labor remunerations in full and on time; or

(三)未依法為勞動者繳納社會保險費的；

(III) failing to pay social insurance premiums for the workers in accordance with the law;

(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；

(IV) The bylaws thereof are inconsistent with any law or regulation and impair the rights and interests of the employee;

(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；

(V) causes the labor contract to be invalid due to any of the circumstances stipulated in Paragraph 1 of Article 26 hereof; or

(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。

(VI) Other circumstances under which the employee may dissolve the labor contract as prescribed by laws or administrative regulations.

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。

Where an employer uses means such as violence, threat or illegal restriction of personal freedom to coerce a worker into provision of labour or the employer gives orders which violate the rules or force a worker to engage in risky work which endangers the worker's personal safety, the worker may forthwith rescind the labour contract and shall not be required to notify the employer in advance.

第三十九條   勞動者有下列情形之一的，用人單位可以解除勞動合同：

Article 39 An Employer may terminate the labor contract if the employee:

(一)在試用期間被證明不符合錄用條件的；

1. Having been proved not up to the requirements for recruitment during the probation period;

(二)嚴重違反用人單位的規章制度的；

(II) The employee seriously violates the rules and regulations of the employer;

(三)嚴重失職，營私舞弊，給用人單位造成重大損害的；

3. Having caused great losses to the employing unit through gross neglect of duty or malpractice for personal gains;

(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；

(IV) The employee simultaneously enters an employment relationship with any other employer and thus seriously affects his completion of the tasks assigned by the employer, or the employee refuses to correct after the employer has pointed out the problem;

（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；

(V) causes the labor contract to be invalid due to any of the circumstances stipulated in Item 1 of the first paragraph of Article 26 hereof; or

(六)被依法追究刑事責任的。

(VI) Having been investigated for criminal responsibility in accordance with the law.

第四十條   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：

Article 40 An Employer may terminate the labor contract under any of the following circumstances by giving the employee 30 days' prior written notice or one month's wages in lieu of notice:

(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；

1. The laborer suffers any disease or non-work-related injury, and cannot engage in his/her original work after the specified medical treatment period expires, and cannot engage in any other work as arranged by the employing entity;

(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；

(II) The employee is incompetent for his position, and remains so after training or being assigned to another position;

(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。

(III) The objective conditions taken as the basis for the conclusion of the labor contract have changed so greatly that the labor contract cannot be performed, and no agreement on modification of the contents of the labor contract cannot be reached after negotiations between the Employer and the employee.

第四十一條   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：

Article 41 If any of the following circumstances makes it necessary to reduce the workforce by 20 persons or more, or less than 20 persons but accounting for 10% or more of the total number of employees of the Employer, the Employer may only do so after it has explained the situation to the labor union or to all of its employees 30 days in advance, has considered the opinions of the labor union or the employees, and has submitted its workforce layoff plan to the labor administrative department:

(一)依照企業破產法規定進行重整的；

1. where the enterprise is restructured in accordance with the provisions of the Enterprise Bankruptcy Law;

(二)生產經營發生嚴重困難的；

(II) the occurrence of any serious difficulty in production or operation;

（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；

(III) Where the enterprise still needs to lay off staff after alteration of labor contracts due to switch to other products, major technological innovation or adjustment to mode of operation; or

(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。

(IV) other objective economic circumstances on which the labor contract is based change greatly, which makes it impossible to perform the labor contract.

裁減人員時，應當優先留用下列人員：

When reducing its workforce, the Employer shall retain in priority personnel:

(一)與本單位訂立較長期限的固定期限勞動合同的；

1. the persons that have entered into longer fixed-term labor contracts with the enterprise;

(二)與本單位訂立無固定期限勞動合同的；

2. the persons that have entered into non-fixed term labor contracts with the enterprise;

(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。

(III) who are the sole bread winner in the family with dependent family members who are elderly or minors.

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。

If an Employer that has reduced its workforce pursuant to the first paragraph hereof intends to hire new employees again within six months, it shall notify the employees dismissed at the time of the layoff and such employees shall have priority to be re-hired under the same conditions.

第四十二條   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：

Article 42 An Employer shall not cancel a labor contract under Articles 40 and 41 hereof if the employee:

(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；

1. the employee is engaged in operations exposed to occupational disease hazards and has not undergone an occupational health check before leaving his post, or is suspected of having contracted an occupational disease and is being diagnosed or under medical observation;

(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；

(II) Those who have contracted an occupational disease or sustained a work-related injury and been confirmed as having totally or partially lost the ability to work;

(三)患病或者非因工負傷，在規定的醫療期內的；

(III) The laborer is ill or injured off duty and is under medical treatment;

(四)女職工在孕期、產期、哺乳期的；

(IV) Being a female employee during her pregnant, puerperal, or breast-feeding period;

(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；

(V) has been working for the Employer continuously for not less than 15 years and is less than five years away from the legal retirement age; or

(六)法律、行政法規規定的其他情形。

(VI) Other circumstances prescribed in laws and administrative regulations.

第四十三條   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。

Article 43 An employer which unilaterally rescinds a labour contract shall notify the labour union of the reason beforehand. Where the employer violates the provisions of laws and administrative regulations or the labour contract, the labour union shall have the right to require the employer to make correction. The employer shall study the opinion of the labour union and notify the labour union of the outcome in writing.

第四十四條   有下列情形之一的，勞動合同終止：

Article 44 A labor contract shall terminate under any of the following circumstances:

(一)勞動合同期滿的；

1. The employment contract expires;

(二)勞動者開始依法享受基本養老保險待遇的；

2. The employee has begun to enjoy his/her basic old-age insurance benefits in accordance with the law;

(三)勞動者死亡，或者被人民法院宣告死亡或者宣告失蹤的；

(III) The employee dies, or is declared dead or missing by a people's court;

(四)用人單位被依法宣告破產的；

(IV) The employer is declared bankrupt according to law;

(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；

(V) The employer has its business license revoked, is ordered to close down or be deregistered, or decides to dissolve prematurely;

(六)法律、行政法規規定的其他情形。

(VI) Other circumstances prescribed in laws and administrative regulations.

第四十五條   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。

Article 45 Labour contracts which fall under any of the circumstances stipulated in Article 42 shall be extended until the relevant circumstances cease to exist. However, the termination of a labour contract of a worker who has lost his/her labour capacity wholly or partially as stipulated in item (2) of Article 42 shall be handled pursuant to the provisions of the State on work injury insurance.

第四十六條   有下列情形之一的，用人單位應當向勞動者支付經濟補償：

Article 46 The Employer shall pay the employee financial compensation in any of the following circumstances:

（一）勞動者依照本法第三十八條規定解除勞動合同的；

1. the labor contract is cancelled by the employee in accordance with Article 38 hereof;

（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；

(II) the Employer proposes to terminate the labor contract pursuant to Article 36 hereof and the labor contract is terminated as a result after the Employer and the employee reach an agreement thereon after consultation;

（三）用人單位依照本法第四十條規定解除勞動合同的；

3. the labor contract is cancelled by the Employer in accordance with Article 40 hereof;

（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；

(IV) the labor contract is cancelled by the Employer in accordance with Paragraph 1 of Article 41 hereof;

（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；

(V) the labor contract with a fixed period is terminated in accordance with Item 1 of Article 44 hereof, unless the employee refuses to renew the labor contract even though the conditions offered by the Employer are the same as or better than those stipulated in the current contract;

（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；

(VI) the labor contract is terminated in accordance with Items 4 and 5 of Article 44 hereof; or

（七）法律、行政法規規定的其他情形。

(VII) other circumstances stipulated by laws and administrative regulations.

第四十七條   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準向勞動者支付。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。

Article 47 An employee shall be paid economic compensation based on the number of years he has worked for the employer at the rate of one month's wages for each full year worked. Where the period of service is more than six months but less than one year, it shall be deemed as one year; where the period of service is less than six months, the employer shall pay half a month's wage to the worker as economic compensation.

勞動者月工資高於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準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。

Where the monthly wage of a worker is three times higher than the average monthly wage of employees in the preceding year of the locality announced by the Municipal People's Government of the centrally-administered municipality or the municipality divided into districts where the employer is located, the economic damages standard for economic damages to be made to the worker shall be based on three times the average monthly wage of employees and shall not exceed 12 years of service.

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。

The term "monthly wage" as mentioned in this Article refers to the average wage of a laborer during the 12 months before the cancellation or termination of the labor contract.

第四十八條   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。

Article 48 If an Employer cancels or terminates a labor contract in violation of this Law and the employee demands continued performance of such contract, the Employer shall continue performing the same. If the employee does not demand continued performance of the labor contract or if continued performance of the labor contract has become impossible, the Employer shall pay the employee compensation in accordance with Article 87 hereof.

第四十九條   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。

Article 49 The State will adopt measures to establish a comprehensive system that enables worker's social insurance accounts to be transferred from one region to another and to be continued in such other region.

第五十條   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。

Article 50 At the time of cancellation or termination of a labor contract, the Employer shall issue a certificate of cancellation or termination of the labor contract and conduct, within 15 days, the procedures for the transfer of the employee's file and social insurance account.

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。

The worker shall complete job handover pursuant to the agreement between both parties. Where the employer is required to pay economic damages to the worker pursuant to the relevant provisions of this Law, the payment shall be made at the completion of job handover.

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。

An employer shall keep copies of rescinded or terminated labour contracts for at least two years for inspection purpose.

第五章 特別規定

Chapter 5 Special Provisions

第一節 集體合同

Section 1 Collective Contracts

第五十一條   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。

Article 51 Enterprise employees and their employer may conclude a collective contract on matters such as labour remuneration, working hours, rest periods and off days, work safety and health, insurance and welfare etc through negotiation. A draft collective contract shall be submitted to the employee representatives congress or all employees for discussion and adoption.

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。

A collective contract shall be concluded by the labor union, representing the enterprise employees, and the Employer. If the Employer has yet to establish a labor union, it shall conclude the contract with a representative nominated by the employees under the guidance of the labor union at the next higher level.

第五十二條   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。

Article 52 Enterprise employees and their employer may conclude a special collective contract on work safety and health, protection of female employee rights and interests, wage adjustment mechanism etc.

第五十三條   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。

Article 53 In areas below the county level, industry-based or area -based collective contracts may be concluded between the labor union and a representative of the enterprise in industries such as construction, mining, catering services, etc.

第五十四條   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。

Article 54 After a collective contract is concluded, it shall be submitted to the labor administrative department. The collective contract shall become effective if within 15 days after receipt of the same, the labor administrative department does not raise any objection to the contract.

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。

A collective contract concluded pursuant to the law shall be binding upon the employer and the workers. An industry-based or region-based collective contract shall be binding upon the Employers and the employees in the industry or in the region.

第五十五條   集體合同中勞動報酬和勞動條件等標準不得低於當地人民政府規定的最低標準；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準不得低於集體合同規定的標準。

Article 55 The standards for labour remuneration, working conditions etc in a collective contract shall not be lower than the minimum standard stipulated by the local People's Government; the standards for labour remuneration, working conditions etc in a labour contract concluded between an employer and a worker shall not be lower than the standard stipulated in the collective contract.

第五十六條   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。

Article 56 If an Employer breaches the collective contract and infringes upon the employees' labor rights and interests, the labor union may, in accordance with the law, demand that the Employer assume liability; if a dispute arising from the performance of the collective contract is not resolved after friendly negotiations, the labor union may apply for arbitration and institute legal proceedings in accordance with the law.

第二節 勞務派遣

Section 2 Labor Dispatching

第五十七條   經營勞務派遣業務應當具備下列條件：

Article 57 Engaging in labor dispatch business shall meet the following conditions:

（一）注冊資本不得少於人民幣二百萬元；

1. The registered capital shall not be less than CNY2 million;

（二）有與開展業務相適應的固定的經營場所和設施；

(II) it has a fixed place of business and facilities commensurate with its business;

（三）有符合法律、行政法規規定的勞務派遣管理制度；

(III) having a labor dispatch management system in compliance with the provisions of the laws and administrative regulations;

（四）法律、行政法規規定的其他條件。

(IV) Other conditions prescribed by laws and administrative regulations.

經營勞務派遣業務，應當向勞動行政部門依法申請行政許可；經許可的，依法辦理相應的公司登記。未經許可，任何單位和個人不得經營勞務派遣業務。

Engaging in labour secondment business shall apply to the labour administrative authorities for administrative licensing pursuant to the law; upon obtaining administrative licensing, the corresponding company registration formalities shall be completed pursuant to the law. No entity or individual may engage in labor dispatch business without a license.

第五十八條   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。

Article 58 Staffing companies are Employers as referred to herein and shall perform an Employer's obligations toward its employees. The labor contract between a staffing company and an employee to be placed shall, in addition to the matters stipulated in Article 17 hereof, specify matters such as the entity to which the employee will be placed, the term of his placement, his position, etc.

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準，向其按月支付報酬。

Labour secondment units shall enter into fixed-term labour contracts of two year and above with seconded workers and pay them labour remuneration on a monthly basis; during the period in which a seconded worker is not assigned any work duties, the labour secondment unit shall pay the worker remuneration on a monthly basis pursuant to the minimum wage standard stipulated by the local People's Government.

第五十九條   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。

Article 59 When dispatching workers, a labor dispatch service provider shall conclude labor dispatch agreements with the entity that accepts the workers in a labor dispatch manner (hereinafter referred to as the accepting entity). A labour secondment agreement shall stipulate the secondment positions and the number of seconded workers, secondment period, amount and payment method of labour remuneration and social insurance premiums and default liability.

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。

A Receiving Entity shall decide with the staffing company on the term of placement based on the actual requirements of the job positions, and it may not conclude several short-term placement agreements to cover a continuous term of labor use.

第六十條   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。

Article 60 Staffing companies shall advise the employees placed of the content of the placement agreements.

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。

No labor dispatch service provider may withhold any remuneration that is paid to the workers by an accepting entity under the dispatch agreement.

勞務派遣單位和用工單位不得向被派遣勞動者收取費用。

Labour secondment units and secondment employers shall not collect monies from seconded workers.

第六十一條   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準執行。

Article 61 Where a labour secondment unit undertakes a cross-locality secondment of workers, the workers' entitlement to labour remuneration and working conditions shall comply with the standards at the location of the secondment employer.

第六十二條   用工單位應當履行下列義務：

Article 62 A Receiving Entity shall perform the following obligations:

(一)執行國家勞動標準，提供相應的勞動條件和勞動保護；

1. Implementing the national labor standard, and providing corresponding working conditions and labor protection;

(二)告知被派遣勞動者的工作要求和勞動報酬；

2. informing the job requirements and labor remuneration to the dispatched workers;

(三)支付加班費、績效獎金，提供與工作崗位相關的福利待遇；

(III) Paying overtime pay and performance bonus, and providing welfare benefits relevant to the work post;

(四)對在崗被派遣勞動者進行工作崗位所必需的培訓；

(IV) provide the dispatched employees with the training necessary for their job positions;

(五)連續用工的，實行正常的工資調整機制。

(V) A normal wage adjustment mechanism shall be implemented for continuous employment.

用工單位不得將被派遣勞動者再派遣到其他用人單位。

No accepting entity may reassign the dispatched employees to other employers.

第六十三條   被派遣勞動者享有與用工單位的勞動者同工同酬的權利。用工單位應當按照同工同酬原則，對被派遣勞動者與本單位同類崗位的勞動者實行相同的勞動報酬分配辦法。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。

Article 63 Placed workers shall be entitled to receive the same pay as that received by the employees of the Receiving Entity for the same work. Secondment employers shall implement the same labour remuneration distribution method for seconded workers and their employees holding the same job position in the employer's organisation pursuant to the principle of same remuneration for same job. Where the employer does not employ workers for the same job position, the labour remuneration shall be determined with reference to the labour remuneration of workers at the same or a similar job position at the location of the employer.

勞務派遣單位與被派遣勞動者訂立的勞動合同和與用工單位訂立的勞務派遣協議，載明或者約定的向被派遣勞動者支付的勞動報酬應當符合前款規定。

The labour remuneration paid to the seconded worker as stated or agreed in the labour contract concluded between the labour secondment unit and the seconded worker and the labour secondment agreement concluded between the labour secondment unit and the employer shall comply with the provisions of the preceding paragraph.

第六十四條   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。

Article 64 Placed workers shall have the right to join labor unions through staffing companies or Receiving Entities or organize such unions in accordance with the law, so as to protect their lawful rights and interests.

第六十五條   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。

Article 65 A dispatched worker may discharge the labor contract with the labor dispatch service provider as prescribed in Articles 36 and 38 of this Law.

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。

If a placed worker falls into any of the circumstances stipulated in Article 39 and Items 1 and 2 of Article 40 hereof, the Receiving Entity may return the worker to the staffing company, which may cancel its labor contract with him in accordance with the relevant provisions hereof.

第六十六條   勞動合同用工是我國的企業基本用工形式。勞務派遣用工是補充形式，只能在臨時性、輔助性或者替代性的工作崗位上實施。

Article 66 Employment by way of labour contract is the basic form of employment by enterprises in our country. Labor dispatch is a supplementary form, which can only be implemented in temporary, auxiliary or substitutive positions.

前款規定的臨時性工作崗位是指存續時間不超過六個月的崗位；輔助性工作崗位是指為主營業務崗位提供服務的非主營業務崗位；替代性工作崗位是指用工單位的勞動者因脫產學習、休假等原因無法工作的一定期間內，可以由其他勞動者替代工作的崗位。

Temporary job positions stipulated in the preceding paragraph shall mean job positions which exist for not more than six months; auxiliary job positions shall mean non- principal business job positions which provide services for principal business job positions; alternative job positions shall mean replacement job positions by other employees arising from the employer's employees going for full-time study or on leave for a certain period of time.

用工單位應當嚴格控制勞務派遣用工數量，不得超過其用工總量的一定比例，具體比例由國務院勞動行政部門規定。

Employers shall strictly control the number of seconded employees which shall not exceed a certain percentage of their total number of employees, the specific percentage shall be stipulated by the labour administrative authorities of the State Council.

第六十七條   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。

Article 67 Employers shall not establish staffing companies to place workers with themselves or their subsidiaries.

第三節 非全日制用工

Section 3 Non-full-time Employment

第六十八條   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。

Article 68 The term "part-time labor" refers to a form of labor for which the remuneration is mainly calculated on an hourly basis, and the employee's average daily working hours shall not exceed 4 hours and the aggregate working hours per week shall not exceed 24 hours for the same Employer.

第六十九條   非全日制用工雙方當事人可以訂立口頭協議。

Article 69 Both parties to part-time labor may conclude an oral agreement.

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。

A part-time worker may conclude a labour contract with one or more employers, provided that subsequently concluded labour contracts shall not affect the performance of previously concluded labour contracts.

第七十條   非全日制用工雙方當事人不得約定試用期。

Article 70 No probation period may be stipulated for non-full-time labor by both parties.

第七十一條   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。

Article 71 Either of the parties that use non-full-time labor may notify the other party to terminate the labor at any time. Upon termination of employment, the employer shall not pay economic compensation to the worker.

第七十二條   非全日制用工小時計酬標準不得低於用人單位所在地人民政府規定的最低小時工資標準。

Article 72 The hourly remuneration rate for part-time labor shall not be lower than the minimum hourly wage rate prescribed by the local government of the place where the employer is located.

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。

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

第六章 監督檢查

Chapter 6 Supervision and Inspection

第七十三條   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。

Article 73 The labour administrative department of the State Council shall be responsible for supervision and administration of the labour contract system nationwide.

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。

The labour administrative authorities of local People's Governments of county level and above shall be responsible for supervision and administration of the labour contract system within their administrative region.

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。

The labour administrative authorities of People's Governments of county level and above shall, in the supervision and administration of implementation of the labour contract system, seek the opinions of labour unions, enterprise representatives and the relevant industry administrative authorities.

第七十四條   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：

Article 74 The labor administrative departments of the local governments at the county level or above shall supervise and inspect the following matters in the implementation of the labor contract system in accordance with the law:

(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；

1. Employers' formulation of rules and regulations directly related to the vital interests of employees, and the implementation thereof;

(二)用人單位與勞動者訂立和解除勞動合同的情況；

(II) employers' conclusion and termination of labor contracts with employees;

(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；

(III) compliance with the relevant labor dispatch provisions by labor dispatch entities and employers;

(四)用人單位遵守國家關於勞動者工作時間和休息休假規定的情況；

(IV) employers' compliance with state regulations on working hours, rest and leave;

(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準的情況；

(V) Employers' payment of labor remuneration as specified in the labor contracts and implementation of the minimum wage standards;

(六)用人單位參加各項社會保險和繳納社會保險費的情況；

(VI) employers' participation in various social insurances and payment of social insurance premiums;

(七)法律、法規規定的其他勞動監察事項。

(VII) Other labor matters as prescribed by laws and regulations.

第七十五條   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。

Article 75 The labour administrative authorities of local People's Governments of county level and above shall, during supervision and inspection, have the right to inspect materials relating to labour contracts and collective contracts, and have the right to conduct onsite inspection at work premises; employers and workers shall provide the relevant information and materials truthfully.

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。

Personnel of labour administrative authorities shall present their identity pass when carrying out supervision and inspection, exercise their official powers pursuant to the law and carry out enforcement in a civilised manner.

第七十六條   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。

Article 76 The relevant departments of People's Governments of county level and above responsible for supervision and administration of construction, health and work safety etc shall carry out supervision and administration of implementation of the labour contract system by employers within their respective scope of duties.

第七十七條   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。

Article 77 Workers whose legitimate rights and interests are infringed upon shall have the right to request the relevant authorities to deal with the matter pursuant to the law, or apply for arbitration or file a lawsuit pursuant to the law.

第七十八條   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。

Article 78 Labour unions shall protect the legitimate rights and interests of workers pursuant to the law, and supervise performance of labour contracts and collective contracts by employers. If an Employer violates any labor laws or regulations or breaches a labor contract or collective contract, the labor union shall have the right to put forward its opinions or request that the matter be rectified; if a worker applies for arbitration or institutes legal proceedings, the labor union shall provide support and assistance in accordance with the law.

第七十九條   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。

Article 79 Any organisation or individual shall have the right to report any violation of this Law; the labour administrative authorities of People's Governments of county level and above shall promptly verify and handle the matter and reward persons who have made meritorious report.

第七章 法律責任

Chapter 7 Legal Liabilities

第八十條   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。

Article 80 Where regulations with a direct bearing on the immediate interests of an employee are formulated by an Employer in violation of laws or regulations, the labor administrative department shall order rectification and issue a warning; the Employer shall be liable for damages for any harm or loss caused to the employee by such regulations.

第八十一條   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。

Article 81 In case of failure by an Employer to set out the mandatory clauses in the labor contract as prescribed herein or to deliver the text of the labor contract to the employee, the labor administrative department shall order rectification thereof; the Employer shall be liable for damages for any harm or loss caused to the employee by such failure.

第八十二條   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。

Article 82 If an Employer fails to conclude a written labor contract with an employee more than one month but less than one year after the date on which the employee has started work, the Employer shall, each month, pay to the employee twice his wage.

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。

Where an employer violates the provisions of this Law in failing to conclude a non-fixed-term labour contract with a worker, the employer shall pay the worker double wages each month with effect from the date of conclusion of non-fixed-term labour contract.

第八十三條   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準，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。

Article 83 If the probation period concluded between an Employer and an employee violates this Law, the labor administrative department shall order rectification. If such probation period has been carried out, 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 worker's monthly salary after probation.

第八十四條   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。

Article 84 Where an employer violates the provisions of this Law in retaining the identity card etc of a worker, the labour administrative authorities shall order the employer to return the identity card etc to the worker within a stipulated period and shall impose a punishment pursuant to the provisions of the relevant laws.

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準處以罰款；給勞動者造成損害的，應當承擔賠償責任。

Where an employer violates the provisions of this Law in collection monies from a worker in the name of guarantee or any other pretext, the labour administrative authorities shall order the employer to return the monies to the worker within a stipulated period, and the employer shall be subject to a fine ranging from RMB500 to RMB2,000 per person; where a worker suffers damages thereto, the employer shall bear compensation liability.

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。

Where an employer retains the files or any other articles of a worker following rescission or termination of a labour contract by the worker pursuant to the law, the employer shall be punished pursuant to the provisions of the preceding paragraph.

第八十五條   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；勞動報酬低於當地最低工資標準的，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準向勞動者加付賠償金：

Article 85 If an Employer falls into any of the following circumstances, the labor administrative department shall order the Employer to pay labor remuneration, overtime pay or economic compensation within a specific period of time. If the labor remuneration is lower than the local minimum wage standard, the Employer shall pay the shortfall; if the Employer fails to pay within the time limit, the Employer shall be ordered to pay an additional compensation to the employee at a rate of not less than 50% and not more than 100% of the amount payable.

(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；

1. failing to pay an employee his labor remuneration in full and on time as stipulated in the labor contract or as prescribed by the State;

(二)低於當地最低工資標準支付勞動者工資的；

(II) Paying employees wages lower than the local minimum wage standard;

(三)安排加班不支付加班費的；

(III) failing to pay for overtime work;

(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。

(IV) To dissolve or terminate labor contracts without paying economic compensations to the workers in accordance with the provisions of this Law.

第八十六條   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。

Article 86 The party at fault shall be liable for compensation if a labor contract is confirmed invalid in accordance with Article 26 hereof, and harm has been done to the other party.

第八十七條   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準的二倍向勞動者支付賠償金。

Article 87 If an Employer cancels or terminates a labor contract in violation of this Law, it shall pay the employee double the amount of damages provided for in Article 47 hereof.

第八十八條   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：

Article 88 If an Employer falls into any of the following circumstances, it shall be subjected to administrative punishment; if such conduct constitutes a crime, criminal liability shall be pursued in accordance with the law; if the employee suffers any harm or loss as a result thereof, the Employer shall be liable for damages:

(一)以暴力、威脅或者非法限制人身自由的手段強迫勞動的；

1. Forcing the worker to work by means of violence, menace or illegal restriction of personal freedom;

(二)違章指揮或者強令冒險作業危及勞動者人身安全的；

(II) Giving instructions in violation of regulations or forcibly ordering workers to work under risks that may endanger their personal safety;

(三)侮辱、體罰、毆打、非法搜查或者拘禁勞動者的；

(III) Humiliating, giving corporal punishment to, beating, illegally searching or detaining workers;

(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。

(IV) adverse working conditions and serious environmental pollution, which causes serious damages to the physical and mental health of the workers.

第八十九條   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。

Article 89 Where an employer violates the provisions of this Law in failing to issue a written proof of rescission or termination of labour contract to the worker, the labour administrative authorities shall order the employer to make correction; where the worker suffers damages thereto, the employer shall bear compensation liability.

第九十條   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。

Article 90 If an employee cancels his labor contract in violation of this Law or breaches the confidentiality or non-competition obligations stipulated in the labor contract, he shall be liable for damages for any loss caused to the Employer as a result of such violation or breach.

第九十一條   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。

Article 91 If an Employer hires an employee whose labor contract with another Employer has not yet been terminated or cancelled, thereby causing the other Employer to suffer loss, the first-mentioned Employer and the employee shall be jointly and severally liable for damages.

第九十二條   違反本法規定，未經許可，擅自經營勞務派遣業務的，由勞動行政部門責令停止違法行為，沒收違法所得，並處違法所得一倍以上五倍以下的罰款；沒有違法所得的，可以處五萬元以下的罰款。

Article 92 Persons who violate the provisions of this Law to engage in unauthorised labour secondment business without a licence shall be ordered by the labour administrative authorities to stop the illegal act, illegal income shall be confiscated and a fine ranging from one to five times the amount of illegal income shall be imposed; where there is no illegal income, a fine of not more than RMB50,000 may be imposed.

勞務派遣單位、用工單位違反本法有關勞務派遣規定的，由勞動行政部門責令限期改正；逾期不改正的，以每人五千元以上一萬元以下的標準處以罰款，對勞務派遣單位，吊銷其勞務派遣業務經營許可證。用工單位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。

Labour secondment units and employers which violate the provisions of this Law on labour secondment shall be ordered by the labour administrative authorities to make correction within a stipulated period; where correction is not made within the stipulated period, a fine ranging from RMB5,000 to RMB10,000 per person shall be imposed, and the labour secondment business permit of the labour secondment unit shall be revoked. Where an employer has caused a seconded worker to suffer damages, the labour secondment unit and the employer shall bear compensation liability jointly and severally.

第九十三條   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。

Article 93 If an Employer without lawful business operation qualifications commits an illegal or a criminal act, it shall be pursued in accordance with the law. For labor already performed by its employees, the Employer or its investors shall pay them labor remuneration, economic compensation or damages in accordance with the relevant provisions hereof. If the employees suffer any harm or loss as a result thereof, it shall be liable for damages.

第九十四條   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。

Article 94. Where an individual contractor violates the provisions of this Law in recruiting workers and the workers suffer damages thereto, the organisation which awards the contract and the individual contractor shall bear compensation liability jointly and severally.

第九十五條   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。

Article 95 If a labor administrative authority or any other relevant administrative authority or any of their personnel neglects its/his duties, fails to perform its/his statutory duties or exercises its/his authority in violation of the law, thereby causing harm or loss to an employee or an Employer, it/he shall be liable for damages; the direct supervisor in charge and the other persons directly responsible shall be subjected to administrative punishment in accordance with the law; if a crime is constituted, criminal liability shall be pursued in accordance with the law.

第八章 附則

Chapter 8 Supplementary Provisions

第九十六條   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。

Article 96 Where laws or administrative regulations provide, or the State Council has formulated separate regulations with respect to the conclusion, performance, amendment, termination or cancellation of labor contracts by and between institutions and those of their personnel that are subject to the labor contract system, those matters shall be handled in accordance with such regulations; in the absence of such regulations, matters shall be handled in accordance with this Law.

第九十七條   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。

Article 97 Existing labour contracts concluded pursuant to the law prior to the implementation of this Law and valid as of the date of implementation of this Law shall continue to be performed; the number of instances of consecutive conclusion of fixed-term labour contracts stipulated in item (3) of the second paragraph of Article 14 shall be computed with effect from the renewal of fixed-term labour contracts following the implementation of this Law.

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。

Where a written labour contract has not been concluded for a labour relationship established before the implementation of this Law, a written labour contract shall be concluded within one month from the date of implementation of this Law.

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。

If a labor contract existing on the implementation date of this Law is terminated or cancelled after the implementation of this Law and, in accordance with Article 46 hereof, financial compensation is payable, the number of years for which the financial compensation is payable shall be calculated from the implementation date of this Law. If, prior to the implementation of this Law, an Employer shall pay financial compensation to the employee in accordance with the relevant provisions at that time, the relevant provisions at that time shall apply.

第九十八條   本法自2008年1月1日起施行。

Article 98 This Law shall go into effect as of January 1, 2008.