從哲學高度看，勞動是主體、客體和意義的內涵集成體。勞動是人類社會生存和發展的基礎，主要是指生產物質資料的過程，通常是指能夠對外輸出勞動量或勞動價值的人類運動，勞動是人維持自我生存和自我發展的唯一手段。按照傳統的勞動分類理論，勞動可分為腦力勞動， 以下是為大家整理的關于勞動合同法英文版2篇 , 供大家參考選擇。
勞動合同法英文版2篇
【篇1】勞動合同法英文版
勞動合同（英文版）
Labour Contract
????Employer:
????Legal Representative:
????Position: President
????Address: Post code:
????Employee:
????Name: Gender:
????Address: Nationality:
????ID Card No.:
????Date of Birth:
????Education Degree:
???? This Contract is signed on a mutuality voluntary basis by and between the following Employer and Employee in accordance with the Labour Law of People"s Republic of China."
????1.Term of the Contract:
????The term of this contract is for _____ years and shall commence on
????_____,_____, and shall continue until _____,_____, unless earlier terminated pursuant to this Contract. The Employee shall undergo a probationary period of ___months.
????2.Job Description:
????The Employer agrees to employ Mr./Ms.________(name) as ________(job title) in ________Department, located in ________(office location and city).
????3. Remuneration of Labour
????a. The salary of the Employee shall bemonthly paid by the Employer in accordance with applicable laws and regulations of P.R.C. It shall be paid by legal tender and not less than the standard minimum salary in Tianjin.
????b. The salary of the Employee is RMB$______ per month in the probationary period and RMB$ _____ after the probationary period.
????c. If the delay or default of salary takes place, the Employer shall pay the economic compensation except the salary itself in accordance with the relevant laws and regulations.
????4.Working Hours & Rest & Vocation
????a. The normal working hours of the Employee shall be eight hours each day, excluding meals and rest for an average of five days per week, for an average of forty hours per week.
????b. The Employee is entitled to all legal holidays and other paid leaves of absence in accordance with the laws and regulations of the PRC and the company "s work rules.
????c. The Employer may extend working hours due to the requirements of its
????production or business after consultation with the trade union and the Employee ,but the extended working hour for a day shall generally not exceed one hour; If such extension is called for due to special reasons, the extended hours shall not exceed three hours a day. However, the total extension in a month shall not exceed thirty-six hours.
????5.Social Security & Welfare
????a. The Employer will pay for all mandatory social security programs such pension insurance, unemployment insurance, medical insurance of the Employee according to the relevant government and city regulations.
????b. During the period of the Contract, the Employee’s welfare shall be implemented accordance with the laws and relevant regulations of P.R.C.
????6.Working Protection & Working Conditions
????a. The Employer should provide the Employee with occupational safety and health conditions conforming to the provisions of the State and necessary articles of labor protection to guarantee the safety and health during the working process.
????b. The Employer should provide the Employee with safety education and technique training; The Employee to be engaged in specialized operations should receive specialized training and acquire qualifications for such special operations.
????c. The Employee should strictly abide by the rules of safe operation in the process of their work.
????7.Labour Discipline
????a. The Employer may draft bylaws and labour disciplines of the Company, According to which, the Employer shall have the right to give rewards or take disciplinary actions to the Employee;
b.The Employee shall comply with the management directions of the Employer and obey the bylaws and labour disciplines of the Employer.
????c. The Employee shall undertake the obligation to keep and not to disclose the trade secret for the Employer during the period of this Contract; This obligation of confidentiality shall survive the termination of this Contract for a period of two (2) years.
????8.Termination, Modification, Renew and Discharge of the Contract
????a. The relevant clauses of the Contract may be modified by the parties:
???? i. The specific clause is required to be modified by the parties through
???? consultation;
???? ii. Due to the force majeure, the Contract can not be executed;
???? iii. The relevant laws and regulations have been modified or abolished by the time of signing the Contract.
????b. The Contract may be automatically terminated:
???? i) This Contract is not renewed at the expiration of this Contract;
???? ii) The Employer is legally announced to be bankruptcy, dismissed, or canceled;
???? iii)The death of the Employee occurs;
???? iv) The force majeure takes place;
????v)The conditions of termination agreed in the Contract by the parties arise.
????c. The Contract may be renewed at the expiration through consultation by the parties with the fulfillment of the procedure within 15 days to the expiration;
????d. The Contract may be discharged through consultation by the parties;
????e. The Contract may be discharged by the Employer with immediate effect and the Employee will not be compensated:
????i. The Employee does not meet the job requirements during the probationaryperiod;
????ii. The Employee seriously violates disciplines or bylaws of the Employer;
????iii. The Employee seriously neglects his duty, engages in malpractice for selfish ends and brings significant loss to the Employer;
????iv. The Employee is being punished by physical labour for its misfeasance
????v. The Employee is being charged with criminal offences:
????f. The Contract may be terminated by the Employer by giving notice in written form 30(thirty) days in advance:
????i. The Employee fails ill or is injured to (other than due to work) and after completion of medical treatment, is not able to perform his previous function or any other function the Employer assigns to him;
????ii. The Employee does not show satisfactory performance and after training and adjusting measures is still not able to perform satisfactorily;
????iii. The circumstances have materially changed from the date this Contract was signed to the extent that it is impossible to execute the Contract provided, however, that the parties cannot reach an agreement to amend the contract to reflect the changed circumstances.
????iv. The Employer is being consolidated in the legal consolidation period on the brink of bankruptcy or the situation of business is seriously in trouble, under such condition, it is required to reduce the emplouee.(in legal procedure)
????g. The Employee shall not be dismissed :
????i. The Contract has neither expired nor conformed to 8.d,8.e,8.f,8.g;
????ii. The Employee is ill with occupational disease or injured due to work and has been authenticated fully or partly disabled by the Labour Authentication Commission in Baodi County, Tianjin.
????iii. The Employee is ill or injured (other than due to work) and is within the period of medical leave provided for by applicable PRC law and regulations and Company policy;
????iv. The Employee is woman who is pregnant, on maternity leave, or nursing a baby under one year of age; or
????iii. The applicable PRC laws and regulations otherwise prohibit the termination of this Contract.
????h. The Contract may be dicharged by the Employee by giving notice in written form 30(thirty) days in advance. However, the Employee may inform the Employer to discharge the Contract at random under the following occasions:
????i. The Employee is still in the probationary period;
????ii. The Employer force the Employee to work by violence, duress or illegal restriction to physical freedom;
????iii. The Employer does not pay the remuneration of the Employee accordance with the relevant clause in the Contract;
????iv. The Employer violates the relevant regulations of State or Tianjin for its terrible safe and health condition, which is harmful to the Employee’s health.
????I. The Contract can not be terminated by the Employee before the expiration if not conforming to 8.d, 8.h,
????j. The Employer shall pay the economic compensation to the Employer if the Contract is terminated conforming to 8.d,8.f,8.h.i-8.h.iv. Additional fee for medical allowance should be paid to the Employee if the Contract is terminated conforming to 8.f.i.
???? 9.Breach Liabilities
????a. Due to either party’s fault, if breaching the Contract, that party shall undertake the breach liability according to the extent to the performance of the Contract; if the parties both breach the Contract, they shall undertake its separate liability according to the concrete situation.
????b. Due to either party’s fault, if breaching the Contract to damage the other party. The damage should be compensated by the faulty party accordance with the relevant laws and regulations of PRC.
????c. Due to the force majeure, causing the non-performance or the damages to either party, the other party may not undertake the breach liability;
????c. The Employee wants to resign and has received training provided by the Employer, the Employee shall compensate for the training cost. The method of compensation should be fixed according to the relevant company regulations as follows:
????The Employee shall compensate RMB_______ within ___year(s) in the Company if the Contract is terminated by the Employee at his cause;
????The Employee shall compensate RMB_______ within ___year(s) in the Company if the Contract is terminated by the Employee at his cause;
????The Employee shall compensate RMB_______ within ___year(s) in the Company if the Contract is terminated by the Employee at his cause;
????10.Labor Disputes
???? Where a labor dispute between the parties takes place during the performance of this Contract, the parties concerned may seek for a settlement through consultation; or either party may apply to the labor dispute mediation committee of their unit for mediation; if the mediation fails and one of the parties requests for arbitration, that party may apply to the labor dispute arbitration committee for arbitration. Either party may also directly apply to the labor dispute arbitration committee for arbitration within 60 days starting from the date of the occurrence of a labor dispute. If one of the parties is not satisfied with the adjudication of arbitration, the party may bring the case to a people"s court within 15 days of the date of receiving the ruling of arbitration
????11.The verification of this Contract shall be made in Baodi Labour Bureau, Tianjin within 30 days after being signed by the parties.
????
???? Employer: (official stamp) Employee:
???? Representative :
???? Address: Address:
????
???? Date: July ,2003
????It’s verified herein that the Contract conforms to the relevant laws and regulations through examination and review.
????Authority；
????Clerk:
【篇2】勞動合同法英文版
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LAW OF THE PEOPLE’S REPUBLIC OF CHINA ON EMPLOYMENT CONTRACTS
《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。
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中華人民共和國勞動合同法（全文）
LAW OF THE PEOPLE’S REPUBLIC OF CHINA ON EMPLOYMENT CONTRACTS
《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。
(Adopted at the 28th Session of the Standing Committee of the 10th National People’s Congress on June 29, 2007. Effective from January 1, 2008.)
目 錄
第一章 總 則
第二章 勞動合同的訂立
第三章 勞動合同的履行和變更
第四章 勞動合同的解除和終止
第五章 特別規定
第一節 集體合同
第二節 勞務派遣
第三節 非全日制用工
第六章 監督檢查
第七章 法律責任
第八章 附 則
Chapter 1. General Provisions 1
Chapter 2. Conclusion Of Employment Contracts 3
Chapter 3. Performance And Amendment Of Employment Contracts 3
Chapter 4. Termination And Ending Of Employment Contracts 3
Chapter 5. Special Provisions 3
Section 1. Collective Contracts 3
Section 2. Placement 3
Section 3. Part-Time Labor 3
Chapter 6. Monitoring Inspections 3
Chapter 7. Legal Liability 3
Chapter 8. Supplementary Provisions 3
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 has been formulated in order to improve the employment contract system, to specify the rights and obligations of the parties to employment contracts, to protect the lawful rights and interests of workers and to build and develop harmonious and stable employment 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 governs the establishment of employment relationships between, and the conclusion, performance, amendment, termination and ending of employment contracts by, organizations such as enterprises, individual economic organizations and private non-enterprise units in the People’s Republic of China (“Employers”) on the one hand and workers in the People’s Republic of China on the other hand.
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, amendment, termination and ending of employment contracts by state authorities, institutions or social organizations on the one hand and workers with whom they establish employment relationships on the other hand, shall be handled pursuant to this Law.
第三條 訂立勞動合同，應當遵循合法、公平、平等自愿、協商一致、誠實信用的原則。
Article 3. The conclusion of employment contracts shall comply with the principles of lawfulness, fairness, equality, free will, negotiated consensus and good faith.
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。
A lawfully concluded employment contract is binding, and both the Employer and the worker shall perform their respective obligations stipulated therein.
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 labor rules and regulations, so as to ensure that workers enjoy their labor rights and perform their labor 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 and regulations, or material matters, that have a direct bearing on the immediate interests of its workers, such as those concerning labor compensation, work hours, rest, leave, work safety and hygiene, insurance, benefits, employee training, work discipline or work quota management, the employer shall put forward a relevant proposal and comments after discussion with the employee representative congress or all the employees, whereupon the matter shall be determined through collective bargain with the labor union or employee representatives by the employer.
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。
If, during the implementation of an Employer’s rule or regulation or decision on a material matter, the labor union or an employee is of the opinion that the same is inappropriate, it or he is entitled to communicate such opinion to the Employer, and the rule, regulation or decision shall be improved by making amendments after consultations.
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。
Rules and regulations, and decisions on material matters, that have a direct bearing on the immediate interests of workers shall be made public or be communicated to the workers by the Employer.
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 labor administration authorities of People’s Governments at the county level and above, together with the labor union and enterprise representatives, shall establish a comprehensive tri-partite mechanism for the coordination of employment relationships, in order to jointly study and resolve major issues concerning employment relationships.
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，并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. A labor union shall assist and guide workers in the conclusion of employment contracts with their Employer and the performance thereof in accordance with the law, and establish a collective bargaining mechanism with the Employer in order to safeguard the lawful rights and interests of workers.
第二章 勞動合同的訂立
CHAPTER 2. CONCLUSION OF EMPLOYMENT 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’s employment relationship with a worker is established on the date it starts using the worker. An Employer shall keep a register of employees, for reference purposes.
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. When an Employer hires a worker, it shall truthfully inform him as to the content of the work, the working conditions, the place of work, occupational hazards, production safety conditions, labor compensation and other matters which the worker requests to be informed about. The Employer has the right to learn from the worker basic information which directly relates to the employment contract, and the worker 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. When hiring a worker, an Employer may not retain the worker’s resident ID card or other papers, nor may it require him to provide security or collect property from him under some other guise.
第十條 建立勞動關系，應當訂立書面勞動合同。
Article 10. To establish an employment relationship, a written employment contract shall be concluded.
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。
In the event that no written employment contract was concluded at the time of establishment of an employment relationship, a written employment contract shall be concluded within one month after the date on which the Employer starts using the worker.
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 a worker conclude an employment contract before the Employer starts using the worker, the employment relationship shall be established on the date on which the Employer starts using the worker.
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. In the event that an Employer fails to conclude a written employment contract with a worker at the time its starts to use him, and it is not clear what labor compensation was agreed upon with the worker, the labor compensation of the new worker shall be decided pursuant to the rate specified in the collective contract; where there is no collective contract or the collective contract is silent on the matter, equal pay shall be given for equal work.
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. Employment contracts are divided into fixed-term employment contracts, non-fixed term employment contracts and employment contracts to expire upon completion of a certain job.
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 employment contract” is an employment contract whose ending date is agreed upon by the Employer and the worker.
用人單位與勞動者協商一致，可以訂立固定期限勞動合同。
An Employer and a worker may conclude a fixed-term employment contract upon reaching a negotiated consensus.
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. A “non-fixed term employment contract” is an employment contract for which the Employer and the worker have agreed not to stipulate a definite ending 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：
An Employer and a worker may conclude a non-fixed term employment contract upon reaching a negotiated consensus. If a worker proposes or agrees to renew his employment contract or to conclude an employment contract in any of the following circumstances, a non-fixed term employment contract shall be concluded, unless the worker requests the conclusion of a fixed-term employment contract:
（一）勞動者在該用人單位連續工作滿十年的；
(1) the worker has been working for the Employer for a consecutive period of not less than 10 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；
(2) when his Employer introduces the employment contract system or the state owned enterprise that employs him re-concludes its employment contracts as a result of restructuring, the worker has been working for the Employer for a consecutive period of not less than 10 years and is less than 10 years away from his legal retirement age;
（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。
(3) prior to the renewal, a fixed-term employment contract was concluded on two consecutive occasions and the worker is not characterized by any of the circumstances set forth in Article 39 and items (1) and (2) of Article 40 hereof.
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 employment contract with a worker within one year from the date on which it starts using the worker, the Employer and the worker shall be deemed to have concluded a non-fixed term employment 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. An “employment contract with a term to expire upon completion of a certain job” is an employment contract in which the Employer and the worker have agreed that the completion of a certain job is the term of the contract.
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。
An Employer and a worker may, upon reaching a negotiated consensus, conclude an employment contract with a term to expire upon completion of a certain job.
第十六條 勞動合同由用人單位與勞動者協商一致，并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. An employment contract shall become effective when the Employer and the worker have reached a negotiated consensus thereon and each of them has signed or sealed the text of such contract.
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 one copy of the employment contract.
第十七條 勞動合同應當具備以下條款：
Article 17. An employment contract shall specify the following matters:
（一）用人單位的名稱、住所和法定代表人或者主要負責人；
（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；
（三）勞動合同期限；
（四）工作內容和工作地點；
（五）工作時間和休息休假；
（六）勞動報酬；
（七）社會保險；
（八）勞動保護、勞動條件和職業危害防護；
（九）法律、法規規定應當納入勞動合同的其他事項。
(1) the name, domicile and legal representative or main person in charge of the Employer;
(2) the name, domicile and number of the resident ID card or other valid identity document of the worker;
(3) the term of the employment contract;
(4) the job description and the place of work;
(5) working hours, rest and leave;
(6) labor compensation;
(7) social insurance;
(8) labor protection, working conditions and protection against occupational hazards; and
(9) other matters which laws and statutes require to be included in employment contracts.
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 requisite terms mentioned above, an Employer and a worker may agree to stipulate other matters in the employment contract, such as probation period, training, confidentiality, supplementary insurance and benefits, etc.
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. If a dispute arises due to the fact that the rate or standards for labor compensation or working conditions, etc. are not explicitly specified in the employment contract, the Employer and the worker may renegotiate. If the negotiations are unsuccessful, the provisions of the collective contract shall apply. If there is no collective contract or the collective contract is silent on the issue of labor compensation, equal pay shall be given for equal work; if there is no collective contract or the collective contract is silent on the issue of working conditions, the relevant regulations 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. If an employment contract has a term of not less than three months but less than one year, the probation period may not exceed one month; if an employment contract has a term of more than one year and less than three years, the probation period may not exceed two months; and if an employment contract has a term of not less than three years or is non-fixed term, the probation period may 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 stipulate only one probation period with any given worker.
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。
No probation period may be specified in an employment contract with a term to expire upon completion of a certain job or an employment contract with a term of less than three months.
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 employment contract. If an employment contract provides for a probation period only, then there is no probation period and the term concerned shall be the term of the employment contract.
第二十條 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，并不得低于用人單位所在地的最低工資標準。
Article 20. The wages of a worker on probation may not be less than the lowest wage level for the same job with the Employer or less than 80 percent of the wage agreed upon in the employment contract, and may not be less than the minimum wage rate in the place where the Employer is located.
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 may not terminate an employment contract during the probation period unless the worker is characterized by any of the circumstances set forth in Article 39 and items (1) and (2) of Article 40 hereof. If an Employer terminates an employment contract during the probation period, it shall explain the reasons to the worker.
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 provides special funding for a worker’s training and gives him professional technical training, it may conclude an agreement specifying a term of service with such worker.
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。
If the worker breaches the agreement on the term of service, he shall pay liquidated damages to the Employer as agreed. The measure of the liquidated damages may not exceed the training expenses paid by the Employer. The liquidated damages that the Employer requires the worker to pay may not exceed the portion of the training expenses allocable to the unperformed portion of the term of service.
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 reaching of agreement on a term of service between the Employer and the worker does not affect the raising of the worker’s labor compensation during the term of service according to the 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 include in their employment contract provisions on confidentiality matters relating to maintaining the confidentiality of the trade secrets of the Employer and to intellectual property.
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，并約定在解除或者終止勞動合同后，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。
If a worker has a confidentiality obligation, the Employer may agree with the worker on competition restriction provisions in the employment contract or confidentiality agreement, and stipulate that the Employer shall pay financial compensation to the worker on a monthly basis during the term of the competition restriction after the termination or ending of the employment contract. If the worker breaches the competition restriction provisions, he shall pay liquidated damages to the Employer as stipulated.
第二十四條 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。競業限制的范圍、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 competition restrictions shall be limited to the Employer’s senior management, senior technicians and other personnel with a confidentiality obligation. The scope, territory and term of the competition restrictions shall be agreed upon by the Employer and the worker, and such agreement shall not violate laws and regulations.
在解除或者終止勞動合同后，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。
The term, counted from the termination or ending of the employment contract, for which a person as mentioned in the preceding paragraph is subject to competition restrictions in terms of his working for a competing Employer that produces the same type of products or is engaged in the same type of business as his current Employer, or in terms of his establishing his own business to produce the same type of products or engage in the same type of business, 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. With the exception of the circumstances specified in Articles 22 and 23 hereof, an Employer may not stipulate with a worker provisions on the bearing of liquidated damages by the worker.
第二十六條 下列勞動合同無效或者部分無效：
Article 26. An employment contract shall be invalid 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) a party uses such means as deception or coercion, or takes advantage of the other party’s difficulties, to cause the other party to conclude an employment contract, or to make an amendment thereto, that is contrary to that party’s true intent;
（二）用人單位免除自己的法定責任、排除勞動者權利的；
(2) the Employer disclaims its legal liability or denies the worker his rights;
（三）違反法律、行政法規強制性規定的。
(3) mandatory provisions of laws or administrative statutes are violated.
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。
If the invalidity or partial invalidity of the employment contract is disputed, it shall be confirmed by a labor dispute arbitration institution or a People’s Court.
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. If certain provisions of an employment contract are invalid and such invalidity does not affect the validity of the remaining provisions, the remaining provisions 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. If an employment contract is confirmed as invalid and the worker has already performed labor, the Employer shall pay the worker labor compensation. The amount of labor compensation shall be determined with reference to the labor compensation of workers in the same or a similar position with the Employer.
第三章 勞動合同的履行和變更
CHAPTER 3. PERFORMANCE AND AMENDMENT OF EMPLOYMENT 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. The Employer and the worker shall each fully perform its/his obligations in accordance with the employment 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 labor compensation on time and in full in accordance with the employment contracts and state regulations.
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。
If an Employer falls into arrears with the payment of labor compensation or fails to make payment in full, the worker may, in accordance with the law, apply to the local People’s Court for an order to pay; and the People’s Court shall issue such order in accordance with 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 work quota standards and may not compel or in a disguised manner compel workers to work overtime. If an Employer arranges for a worker to work overtime, it shall pay him overtime pay in accordance with the relevant state regulations.
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. Workers shall not be held in breach of their employment contracts if they refuse to perform dangerous operations that are instructed in violation of regulations or peremptorily ordered by management staff of the Employer.
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。
Workers have the right to criticize, report to the authorities or lodge accusations against their Employers in respect of working conditions that endanger their lives or 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. Changes such a change in the name, legal representative or main person in charge of, or an (the) investor(s) in, an Employer shall not affect the performance of its employment contracts.
第三十四條 用人單位發生合并或者分立等情況，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. If an Employer is merged or divided, etc., its existing employment contracts shall remain valid and continue to be performed by the Employer(s) which succeeded to its rights and obligations.
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 a worker may amend the provisions of their employment contract if they so agree after consultations. Amendments to an employment contract shall be made in writing.
變更后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 one copy of the amended employment contract.
第四章 勞動合同的解除和終止CHAPTER 4. TERMINATION AND ENDING OF EMPLOYMENT CONTRACTS
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 a worker may terminate their employment contract if they so agree after consultations.
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. A worker may terminate his employment contract upon 30 days’ prior written notice to his Employer. During his probation period, a worker may terminate his employment contract by giving his Employer three days’ prior notice.
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. A worker may terminate his employment 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；
（二）未及時足額支付勞動報酬的；
（三）未依法為勞動者繳納社會保險費的；
（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；
（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；
（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。
(1) fails to provide the labor protection or working conditions specified in the employment contract;
(2) fails to pay labor compensation in full and on time;
(3) fails to pay the social insurance premiums for the worker in accordance with the law;
(4) has rules and regulations that violate laws or regulations, thereby harming the worker’s rights and interests;
(5) causes the employment contract to be invalid due to a circumstance specified in the first paragraph of Article 26 hereof;
(6) gives rise to another circumstance in which laws or administrative statutes permit a worker to terminate his employment contract.
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。
If an Employer uses violence, threats or unlawful restriction of personal freedom to compel a worker to work, or if a worker is instructed in violation of rules and regulations or peremptorily ordered by his Employer to perform dangerous operations which threaten his personal safety, the worker may terminate his employment contract forthwith without giving prior notice to the Employer.
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 an employment contract if the worker:
（一）在試用期間被證明不符合錄用條件的；
（二）嚴重違反用人單位的規章制度的；
（三）嚴重失職，營私舞弊，給用人單位造成重大損害的；
（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；
（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；
（六）被依法追究刑事責任的。
(1) is proved during the probation period not to satisfy the conditions for employment;
(2) materially breaches the Employer’s rules and regulations;
(3) commits serious dereliction of duty or practices graft, causing substantial damage to the Employer;
(4) has additionally established an employment relationship with another Employer which materially affects the completion of his tasks with the first-mentioned Employer, or he refuses to rectify the matter after the same is brought to his attention by the Employer;
(5) causes the employment contract to be invalid due to the circumstance specified in item (1) of the first paragraph of Article 26 hereof; or
(6) has his criminal liability pursued 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后，可以解除勞動合同：
Article 40. An Employer may terminate an employment contract by giving the worker himself 30 days’ prior written notice, or one month’s wage in lieu of notice, if:
（一）勞動者患病或者非因工負傷，在規定的醫療期滿后不能從事原工作，也不能從事由用人單位另行安排的工作的；
（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；
（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。
(1) after the set period of medical care for an illness or non-work-related injury, the worker can engage neither in his original work nor in other work arranged for him by his Employer;
(2) the worker is incompetent and remains incompetent after training or adjustment of his position; or
(3) a major change in the objective circumstances relied upon at the time of conclusion of the employment contract renders it unperformable and, after consultations, the Employer and worker are unable to reach agreement on amending the employment contract.
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后，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 by a number of persons that is less than 20 but accounts for 10 percent or more of the total number of the enterprise’s employees, the Employer may reduce the workforce after it has explained the circumstances to its 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 subsequently reported the workforce reduction plan to the labor administration department:
（一）依照企業破產法規定進行重整的；
（二）生產經營發生嚴重困難的；
（三）企業轉產、重大技術革新或者經營方式調整，經變更勞動合同后，仍需裁減人員的；
(1) restructuring pursuant to the Enterprise Bankruptcy Law;
(2) serious difficulties in production and/or business operations;
(3) the enterprise switches production, introduces a major technological innovation or revises its business method, and, after amendment of employment contracts, still needs to reduce its workforce; 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。
裁減人員時，應當優先留用下列人員：
（一）與本單位訂立較長期限的固定期限勞動合同的；
（二）與本單位訂立無固定期限勞動合同的；
（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。
(4) another major change in the objective economic circumstances relied upon at the time of conclusion of the employment contracts, rendering them unperformable.
When reducing the workforce, the Employer shall retain with priority persons:
(1) who have concluded with the Employer fixed-term employment contracts with a relatively long term;
(2) who have concluded non-fixed term employment contracts with the Employer; or
(3) who are the only ones in their families to be employed and whose families have an elderly person or a minor for whom they need to provide.
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，并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 hires again within six months, it shall give notice to the persons dismissed at the time of the reduction and, all things being equal, hire them on a preferential basis.
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 may not terminate an employment contract pursuant to Article 40 or Article 41 hereof if the worker:
（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；
（二）在本單位患職業病或者因工負傷并被確認喪失或者部分喪失勞動能力的；
（三）患病或者非因工負傷，在規定的醫療期內的；
（四）女職工在孕期、產期、哺乳期的；
（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；
（六）法律、行政法規規定的其他情形。
(1) is engaged in operations exposing him to occupational disease hazards and has not undergone a pre-departure occupational health check-up, or is suspected of having contracted an occupational disease and is being diagnosed or under medical observation;
(2) has been confirmed as having lost or partially lost his capacity to work due to an occupational disease contracted or a work-related injury sustained with the Employer;
(3) has contracted an illness or sustained a non-work-related injury, and the set period of medical care therefor has not expired;
(4) is a female employee in her pregnancy, confinement or nursing period;
(5) has been working for the Employer continuously for not less than 15 years and is less than 5 years away from his legal retirement age;
(6) finds himself in other circumstances stipulated in laws or administrative statutes.
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，并將處理結果書面通知工會。
Article 43. When an Employer is to terminate an employment contract unilaterally, it shall give the labor union advance notice of the reason therefor. If the Employer violates laws, administrative statutes or the employment contract, the labor union has the right to demand that the Employer rectify the matter. The Employer shall study the labor union’s opinions and notify the labor union in writing as to the outcome of its handling of the matter.
第四十四條 有下列情形之一的，勞動合同終止：
Article 44. An employment contract shall end if:
（一）勞動合同期滿的；
（二）勞動者開始依法享受基本養老保險待遇的；
（三）勞動者死亡，或者被人民法院宣告死亡或者宣告失蹤的；
（四）用人單位被依法宣告破產的；
（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；
（六）法律、行政法規規定的其他情形。
(1) its term expires;
(2) the worker has commenced drawing his basic old age insurance pension in accordance with the law;
(3) the worker dies, or is declared dead or missing by a People’s Court;
(4) the Employer is declared bankrupt;
(5) the Employer has its business license revoked, is ordered to close or is closed down, or the Employer decides on early liquidation; or
(6) another circumstance specified in laws or administrative statutes arises.
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. If an employment contract expires and any of the circumstances specified in Article 42 hereof applies, the term of the employment contract shall be extended until the relevant circumstance ceases to exist, at which point the contract shall end. However, matters relating to the ending of the employment contract of a worker who has lost or partially lost his capacity to work as specified in item (2) of Article 42 hereof shall be handled in accordance with state regulations on work-related 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. In any of the following circumstances, the Employer shall pay the worker severance pay:
（一）勞動者依照本法第三十八條規定解除勞動合同的；
（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并與勞動者協商一致解除勞動合同的；
（三）用人單位依照本法第四十條規定解除勞動合同的；
（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；
（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；
（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；
（七）法律、行政法規規定的其他情形。
(1) the employment contract is terminated by the worker pursuant to Article 38 hereof;
(2) the employment contract is terminated after such termination was proposed to the worker by the Employer pursuant to Article 36 hereof and the parties reached agreement thereon after consultations;
(3) the employment contract is terminated by the Employer pursuant to Article 40 hereof;
(4) the employment contract is terminated by the Employer pursuant to the first paragraph of Article 41 hereof;
(5) the employment contract is a fixed term contract that ends pursuant to item (1) of Article 44 hereof, unless the worker does not agree to renew the contract although the conditions offered by the Employer are the same as or better than those stipulated in the current contract;
(6) the employment contract ends pursuant to item (4) or (5) of Article 44 hereof;
(7) other circumstances specified in laws or administrative statutes.
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. A worker shall be paid severance pay based on the number of years worked with the Employer at the rate of one month’s wage for each full year worked. Any period of not less than six months but less than one year shall be counted as one year. The severance pay payable to a worker for any period of less than six months shall be one-half of his monthly wage.
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。
If the monthly wage of a worker is greater than three times of the Average Monthly Wage for the Employees in the Employer’s area as published by the People’s Government at the level of municipality directly under the central government or municipality divided into districts of the area where the Employer is located, the rate for the severance pay paid to him shall be three times of the Average Monthly Wage for the Employees and shall be for not more than 12 years of work.
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。
For the purposes of this Article, the term “monthly wage” means the worker’s average monthly wage for the 12 months prior to the termination or ending of his employment 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 terminates or ends an employment contract in violation of this Law and the worker demands continued performance of such contract, the Employer shall continue performing the same. If the worker does not demand continued performance of the employment contract or if continued performance of the employment contract has become impossible, the Employer shall pay damages pursuant to 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 take measures to establish a comprehensive system that enables workers’ 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，并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 termination or ending of an employment contract, the Employer shall issue a proof of termination or ending of the employment contract and, within 15 days, carry out the procedures for the transfer of the worker’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 carry out the procedures for the handover of his work as agreed by the parties. If relevant provisions of this Law require the Employer to pay severance pay, it shall pay the same upon completion of the procedures for the handover of the work.
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。
The Employer shall keep terminated or ended employment contracts on file for not less than two years, for reference purposes.
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. After bargaining on an equal basis, enterprise employees, as one party, and their Employer may conclude a collective contract on such matters as labor compensation, working hours, rest, leave, work safety and hygiene, insurance, benefits, etc. The draft of the collective contract shall be presented to the employee representative congress or all the employees for discussion and approval.
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, on behalf of the enterprise’s employees, and the Employer. If the Employer does not yet have a labor union, it shall conclude the collective contract with a representative put forward by the workers 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, as one party, and their Employer may enter into specialized collective contracts addressing labor safety and hygiene, protection of the rights and interests of female employees, the wage adjustment mechanism, etc.
第五十三條 在縣級以下區域內，建筑業、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. Industry-wide or area-wide collective contracts may be concluded between the labor union on the one hand and representatives on the side of the enterprises on the other hand in industries such as construction, mining, catering services, etc. within areas below the county level.
第五十四條 集體合同訂立后，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 has been concluded, it shall be submitted to the labor administration authority. The collective contract shall become effective upon the lapse of 15 days from the date of receipt thereof by the labor administration authority, unless the said authority raises any objections 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 that has been concluded in accordance with the law is binding on the Employer and the workers. An industry-wide or area-wide collective contract is binding on Employers and workers in the industry or in the area in the locality concerned.
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于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于集體合同規定的標準。
Article 55. The rates for labor compensation, standards for working conditions, etc. stipulated in a collective contract may not be lower than the minimum rates and standards prescribed by the local People’s Government. The rates for labor compensation, standards for working conditions, etc. stipulated in the employment contract between an Employer and a worker may not be lower than those 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’s breach of the collective contract infringes upon the labor rights and interests of the employees, 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 following consultations, the labor union may apply for arbitration and institute an action according to law.
第二節 勞務派遣
Section 2. Dispatching
第五十七條 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。
Article 57. Labor dispatching firms shall be established in accordance with the relevant provisions of the Company Law and have registered capital of not less than RMB￥500,000.
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. Labor dispatching firms are Employers as mentioned in this Law and shall perform an Employer’s obligations toward its workers. The employment contract between a labor dispatching firm and a worker to be dispatched shall, in addition to the matters specified in Article 17 hereof, specify matters such as the unit with which the worker will be dispatched, the term of labor dispatching, 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。
The employment contracts between labor dispatching firms and the workers to be dispatched shall be fixed term employment contracts with a term of not less than two years. Labor dispatching firms shall pay labor compensation on a monthly basis. During periods when there is no work for workers to be dispatched, the labor dispatching firm shall pay such workers compensation on a monthly basis at the minimum wage rate prescribed by the People’s Government of the place where the labor dispatching firm is located.
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 placing workers, labor dispatching firms shall enter into labor dispatching agreements with the units that accept the workers under the labor dispatching arrangements (“Accepting Units”). The labor dispatching agreements shall stipulate the job positions in which workers are dispatched, the number of persons dispatched, the term of labor dispatching, the amounts and methods of payments of labor compensation and social insurance premiums, and the liability for breach of the agreement.
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。
An Accepting Unit shall decide with the labor dispatching firm on the term of labor dispatching based on the actual requirements of the job position, and it may not conclude several short-term labor dispatching 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. Labor dispatching firms shall inform the workers dispatched of the content of the labor dispatching 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。
Labor dispatching firms may not pocket part of the labor compensation that the Accepting Units pay to the workers in accordance with the labor dispatching 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。
Labor dispatching firms and the Accepting Units may not charge fees from the workers dispatched.
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. If a labor dispatching firm dispatches a worker with an Accepting Unit in another region, the worker’s labor compensation and working conditions shall be in line with the rates and standards of the place where the Accepting Unit is located.
第六十二條 用工單位應當履行下列義務：
Article 62. Accepting Units 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；
（二）告知被派遣勞動者的工作要求和勞動報酬；
（三）支付加班費、績效獎金，提供與工作崗位相關的福利待遇；
（四）對在崗被派遣勞動者進行工作崗位所必需的培訓；
（五）連續用工的，實行正常的工資調整機制。
(1) implement state labor standards and provide the corresponding working conditions and labor protection;
(2) communicate the job requirements and labor compensation of the workers dispatched;
(3) pay overtime pay and performance bonuses and provide benefits appropriate for the job positions;
(4) provide the dispatched workers who are on the job with the training necessary for their job positions; and
(5) in case of continuous labor dispatching, implement a normal wage adjustment system.
用工單位不得將被派遣勞動者再派遣到其他用人單位。
Accepting Units may not in turn dispatch the workers with 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. Dispatched workers shall have the right to receive the same pay as that received by workers of the Accepting Unit for the same work. If an Accepting Unit has no worker in the same position, the labor compensation shall be determined with reference to the labor compensation paid in the place where the Accepting Unit is located to workers in the same or a similar position.
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. Dispatched workers have the right to lawfully join the labor union of their labor dispatching firm or the Accepting Unit or to organize such unions, so as to protect their own 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. Dispatched workers may terminate their employment contracts with their labor dispatching firms pursuant to Article 36 or 38 hereof.
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 any of the circumstances provided for in Article 39 and items (1) and (2) of Article 40 hereof applies to a placed worker, his Accepting Unit may return him to the labor dispatching firm, which may terminate its employment contract with him in accordance with the relevant provisions of this Law.
第六十六條 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。
Article 66. The labor dispatching of workers shall generally be practiced for temporary, auxiliary or substitute job positions.
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 may not establish labor dispatching firms to dispatch workers with themselves or their subordinate units.
第三節 非全日制用工
Section 3. Part-Time Labor 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” means a form of labor for which the compensation is chiefly calculated by the hour and where the worker generally averages not more than 4 hours of work per day and not more than an aggregate 24 hours of work per week for the same Employer.
Article 69. The two 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，后訂立的勞動合同不得影響先訂立的勞動合同的履行。
A worker who engages in part-time labor may conclude an employment contract with one or more Employers, but a subsequently concluded employment contract may not prejudice the performance of a previously concluded employment contract.
第七十條 非全日制用工雙方當事人不得約定試用期。
Article 70. The two parties to part-time labor may not stipulate a probation period.
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 two parties to part-time labor may terminate the use of the labor by notice to the other party at any time. No severance pay shall be payable by the Employer to the worker upon termination of the use of the labor.
第七十二條 非全日制用工小時計酬標準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準。
Article 72. The hourly compensation rate for part-time labor may not be lower than the minimum hourly wage rate prescribed by the People’s 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 labor compensation settlement and payment cycle for part-time labor may not exceed 15 days.
第六章 監督檢查
CHAPTER 6. MONITORING INSPECTIONS
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 State Council’s labor administration authority shall be responsible for overseeing the implementation of the employment 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 labor administration authorities of local People’s Governments at the county level and above shall be responsible for overseeing the implementation of the employment contract system in their respective jurisdictions.
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。
In the course of overseeing the implementation of the employment contract system, the labor administration authorities of People’s Governments at the county level and above shall consider the opinions of the labor unions, the representatives on the side of the enterprises and the authorities in charge of the industries concerned.
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 administration authorities of local People’s Governments at the county level and above shall conduct monitoring inspections of the implementation of the following aspects of the employment 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；
（二）用人單位與勞動者訂立和解除勞動合同的情況；
（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；
（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；
（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；
（六）用人單位參加各項社會保險和繳納社會保險費的情況；
（七）法律、法規規定的其他勞動監察事項。
(1) Employers’ formulation of rules and regulations that have a direct bearing on the immediate interests of workers, and the implementation thereof;
(2) the conclusion and termination of employment contracts by Employers and workers;
(3) compliance with relevant regulations on labor dispatching by labor dispatching firms and Accepting Units;
(4) Employers’ compliance with state regulations on workers’ working hours, rest and leave;
(5) Employers’ payment of labor compensation as specified in the employment contracts and compliance with minimum wage rates;
(6) Employers’ enrollment in the various types of social insurance and payment of social insurance premiums; and
(7) other labor matters requiring monitoring inspections, as specified in laws and administrative statutes.
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. When the labor administration authority of a local People’s Government at the county level or above conducts a monitoring inspection, it has the authority to review materials relating to the employment contracts and collective contracts and conduct an on-the- spot inspection of the work premises. Both the Employer and the workers shall truthfully provide relevant information and materials.
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。
When working personnel of a labor administration authority conduct a monitoring inspection, they shall show their IDs, exercise their functions and powers according to law and enforce the law in a well-disciplined 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范圍內，對用人單位執行勞動合同制度的情況進行監督管理。
Article 76. Such competent authorities as construction authorities, health authorities, production safety regulators, etc. of People’s Governments at the county level and above shall, to the extent of their respective purviews, oversee the implementation of the employment contract system by Employers.
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. A worker whose lawful rights and interests have been infringed upon shall have the right to request that the relevant authority deal with the infringement according to law, or to apply for arbitration and institute an action according to 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. Labor unions shall safeguard the lawful rights and interests of workers in accordance with the law and monitor the performance of the employment contracts and collective contracts by Employers. If an Employer violates labor laws or statutes or breaches an employment contract or collective contract, the labor union has the right to voice its opinion or require that the matter be rectified. If a worker applies for arbitration or institutes an action, 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，并對舉報有功人員給予獎勵。
Article 79. All organizations and individuals are entitled to report violations of this Law. The labor administration authorities of People’s Governments at the county level and above shall timely check and handle the violations reported and reward those persons whose reports are valuable.
第七章 法律責任
CHAPTER 7. LEGAL LIABILITY
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. If an Employer’s rule or regulation with a direct bearing on the immediate interests of workers violates laws or administrative statutes, the labor administration authority shall order rectification and give a warning. If the said rule or regulation caused a worker to suffer harm, the Employer will be liable for damages.
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. If the text of an employment contract provided by an Employer lacks any of the mandatory clauses which this Law requires to be included in such contracts or if an Employer fails to deliver the text of the employment contract to the worker, the labor administration authority shall order rectification; if the worker suffered harm as a result thereof, the Employer will be liable for damages.
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 concludes a written employment contract with a worker more than one month but less than one year after the date on which it started using him, it shall each month pay to the worker 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。
If an Employer fails, in violation of this Law, to conclude a non-fixed term employment contract with a worker, it shall each month pay to the worker twice his wage, starting from the date on which a non-fixed term employment contract should have been concluded.
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 stipulated by an Employer with a worker violates this Law, the labor administration authority shall order rectification. If the illegally stipulated probation has been performed, the Employer shall pay compensation to the worker according to the time worked on probation beyond the statutory probation period, at the rate of the worker’s monthly wage following the completion of his 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，并依照有關法律規定給予處罰。
Article 84. If an Employer violates this Law by retaining a worker’s resident ID card or other papers, the labor administration authority shall order the same returned to the worker within a specified period of time and impose a penalty in accordance with the provisions of 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，并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。
If an Employer violates this Law by collection property from workers as security or under some other guise, the labor administration authority shall order the same returned to the workers within a specified period of time and impose a fine on the Employer of not less than RMB￥500 and not more than RMB￥2,000 for each person; if the workers suffered harm as a result of the said conduct on the part of the Employer, the Employer will be liable for damages.
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。
If an Employer retains a worker’s file or other article after the worker has terminated or ended his employment contract in accordance with the law, a penalty shall be imposed in accordance with 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；勞動報酬低于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：
（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；
（二）低于當地最低工資標準支付勞動者工資的；
（三）安排加班不支付加班費的；
（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。
Article 85. If an Employer:
(1) fails to pay a worker his labor compensation in full and on time as stipulated in his employment contract or prescribed by the state;
(2) pays labor compensation below the local minimum wage rate;
(3) arranges overtime without paying overtime pay; or
(4) terminates or ends an employment contract without paying the worker severance pay pursuant to this Law;
then the labor administration authority shall order it to pay the labor compensation, overtime pay or severance pay within a specified period of time; if the labor compensation is lower than the local minimum wage rate, the Employer shall pay the shortfall. If payment is not made within the time limit, the Employer shall be ordered to additionally pay damages to the worker at a rate of not less than 50 percent and not more than 100 percent of the amount payable.
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. If an employment contract is confirmed as being invalid in accordance with Article 26 hereof and the other party suffers harm as a result thereof, the party at fault shall be liable for damages.
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 terminates or ends an employment contract in violation of this Law, it shall pay damages to the worker at twice the rate of the severance pay 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：
（一）以暴力、威脅或者非法限制人身自由的手段強迫勞動的；
（二）違章指揮或者強令冒險作業危及勞動者人身安全的；
（三）侮辱、體罰、毆打、非法搜查或者拘禁勞動者的；
（四）勞動條件惡劣、環境污染嚴重，給勞動者身心健康造成嚴重損害的。
Article 88. If an Employer:
(1) uses violence, threats or unlawful restriction of personal freedom to compel a worker to work;
(2) instructs in violation of rules and regulations, or peremptorily orders, a worker to perform dangerous operations which threaten his personal safety;
(3) insults, corporally punishes, beats, illegally searches or detains a worker; or
(4) provides odious working conditions or a severely polluted environment, resulting in serious harm to the physical or mental health of workers;
it shall be subjected to administrative punishment; if the said conduct constitutes a criminal offense, criminal liability shall be pursued according to law; if the worker suffers harm as a result of the said conduct on the part of the Employer, the Employer will be liable for damages.
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. If an Employer fails, in violation of this Law, to issue to a worker a certificate evidencing the termination or ending of his employment contract, the labor administration authority shall order rectification. If the worker suffers harm as a result of such failure, the Employer will be liable for damages.
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 a worker terminates his employment contract in violation of this Law or breaches the confidentiality obligations or competition restrictions stipulated in his employment contract, and if such violation or breach causes his Employer to suffer loss, he will be liable for damages.
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 a worker whose employment contract with another Employer has not yet been terminated or ended, causing the other Employer to suffer a loss, it shall be jointly and severally liable with the worker for damages.
第九十二條 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準處以罰款，并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。
Article 92. If a labor dispatching firm violates this Law, the labor administration authority and other relevant competent authorities shall order it to rectify the situation. If the circumstances are serious, it shall impose a fine of not less than RMB￥1,000 and not more than RMB￥5,000 for each person, and the administration for industry and commerce shall revoke the business license. If the worker(s) dispatched suffer(s) harm, the labor dispatching firm and the Accepting Unit shall be jointly and severally liable for damages.
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. An Employer that carries on business without the legal qualifications therefore will be pursued according to law for its legal liability for its illegal and criminal acts. If its workers have already performed labor, the Employer or its investor(s) shall pay them labor compensation, severance pay and damages in accordance with the relevant provisions of this Law. If the workers suffer harm as a result thereof, the said unit 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. If an individual that contracts for the operation of a business hires workers in violation of this Law and a worker suffers harm as a result thereof, the organization that employed such contractor shall be jointly and severally liable with the contractor for damages.
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 administration authority, another competent authority or a member of its working 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 to a worker or an Employer, liability for damages shall be borne and the leading official directly in charge and the other persons directly responsible shall be subjected to administrative penalties in accordance with the law; if a criminal offense 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 statutes contain, or the State Council has formulated, separate regulations concerning the conclusion, performance, amendment, termination or ending of employment contracts by and between institutions and those of their working personnel that are subject to the employment system, 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，自本法施行后續訂固定期限勞動合同時開始計算。
Article 97. Employment contracts concluded in accordance with the law before the implementation of this Law and continuing 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 hereof, the number of consecutive occasions on which a fixed-term employment contract is concluded shall be counted from the first renewal of such contract to occur after 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。
If an employment relationship was established prior to the implementation of this Law without the conclusion of a written employment contract, such contract shall be concluded within one month from the implementation date of this Law.
本法施行之日存續的勞動合同在本法施行后解除或者終止，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 an employment contract existing on the implementation date of this Law is terminated or ends after the implementation of this Law and, pursuant to Article 46 hereof, severance pay is payable, the number of years for which severance pay is payable shall be counted from the implementation date of this Law. If, under relevant regulations in effect prior to the implementation of this Law, the worker is entitled to severance pay from the Employer in respect of a period preceding the implementation of this Law, the matter shall be handled in accordance with the relevant regulations that were in effect at that time.
第九十八條 本法自2008年1月1日起施行。
Article 98. This Law shall be implemented from January 1, 2008.
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LAW OF THE PEOPLE’S REPUBLIC OF CHINA ON EMPLOYMENT CONTRACTS
《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。
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