為了保護合同當事人的合法權益，維護社會經濟秩序，促進社會主義現代化建設制定。由中華人民共和國第九屆全國人民代表大會第二次會議于1999年3月15日通過，于1999年10月1日起施行。共計第二十三章四百二十八條。2020年5月28日，十三屆全國， 以下是為大家整理的關于勞動合同法三十六條4篇 , 供大家參考選擇。
勞動合同法三十六條4篇
第1篇: 勞動合同法三十六條
合同訂立原則
平等原則：
根據《中華人民共和國合同法》第三條： “合同當事人的法律地
位平等，一方不得將自己的意志強加給另一方 ”的規定，平等原 則是指地位平等的合同當事人，在充分協商達成一致意思表示的 前提下訂立合同的原則。這一原則包括三方面內容：①合同當事 人的法律地位一律平等。不論所有制性質，也不問單位大小和經 濟實力的強弱，其地位都是平等的。②合同中的權利義務對等。 當事人所取得財產、勞務或工作成果與其履行的義務大體相當； 要求一方不得無償占有另一方的財產，侵犯他人權益；要求禁止 平調和無償調撥。③合同當事人必須就合同條款充分協商，取得 一致，合同才能成立。任何一方都不得凌駕于另一方之上，不得 把自己的意志強加給另一方，更不得以強迫命令、脅迫等手段簽 訂合同。
自愿原則：
訂立合同的權利，任何單位和個人不得非法干預 ”的規定，民事
活動除法律強制性的規定外，由當事人自愿約定。包括：第一， 訂不訂立合同自愿；第二，與誰訂合同自愿，；第三，合同內容 由當事人在不違法的情況下自愿約定；第四，當事人可以協議補 充、變更有關內容；第五，雙方也可以協議解除合同；第六，可 以自由約定違約責任，在發生爭議時，當事人可以自愿選擇解決 爭議的方式。
公平原則：
根據《中華人民共和國合同法》第五條： “當事人應當遵循公平
原則確定各方的權利和義務”的規定，公平原則要求合同雙方當 事人之間的權利義務要公平合理具體包括：第一，在訂立合同時， 要根據公平原則確定雙方的權利和義務；第二，根據公平原則確 定風險的合理分配；第三，根據公平原則確定違約責任。
誠實信用原則：
根據《中華人民共和國合同法》第六條： “當事人行使權利、履
行義務應當遵循誠實信用原則”的規定，誠實信用原則要求當事 人在訂立合同的全過程中，都要誠實，講信用，不得有欺詐或其 他違背誠實信用的行為。
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總則
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。
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。
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。
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。
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。
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。
用人單位在制定、修改或者決定有關勞動報酬、工作時間、 休息休假、勞動安全衛生、保險福利、職工培訓、勞動紀律以及 勞動定額管理等直接涉及勞動者切身利益的規章制度或者重大事
項時，應當經職工代表大會或者全體職工討論，提出方案和意見， 與工會或者職工代表平等協商確定。
在規章制度和重大事項決定實施過程中，工會或者職工認為 不適當的，有權向用人單位提出，通過協商予以修改完善。
用人單位應當將直接涉及勞動者切身利益的規章制度和重大 事項決定公示，或者告知勞動者。
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。
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。
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訂立
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。
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。
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。
第十條建立勞動關系，應當訂立書面勞動合同。
已建立勞動關系，未同時訂立書面勞動合同的，應當自用工
之日起一個月內訂立書面勞動合同。
用人單位與勞動者在用工前訂立勞動合同的，勞動關系自用 工之日起建立。
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。
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。
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。
用人單位與勞動者協商一致，可以訂立固定期限勞動合同。
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。
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：
（一 ）勞動者在該用人單位連續工作滿十年的 ;
（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 ;
（三）連續訂立二次固定期限勞動合同，且勞動者沒有本法第三 十九條和第四十條第一項、第二項規定的情形，續訂勞動合同的。
用人單位自用工之日起滿一年不與勞動者訂立書面勞動合同
的，視為用人單位與勞動者已訂立無固定期限勞動合同。
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。
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。
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。
勞動合同文本由用人單位和勞動者各執一份。
第十七條勞動合同應當具備以下條款：
（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。
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。
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。
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。
同一用人單位與同一勞動者只能約定一次試用期
以完成一定工作任務為期限的勞動合同或者勞動合同期限不 滿三個月的，不得約定試用期。
試用期包含在勞動合同期限內。勞動合同僅約定試用期的， 試用期不成立，該期限為勞動合同期限。
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。
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。
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。
勞動者違反服務期約定的，應當按照約定向用人單位支付違 約金。違約金的數額不得超過用人單位提供的培訓費用。用人單 位要求勞動者支付的違約金不得超過服務期尚未履行部分所應分 攤的培訓費用。
用人單位與勞動者約定服務期的，不影響按照正常的工資調 整機制提高勞動者在服務期期間的勞動報酬。
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。
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。
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。
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。
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。
第二十六條下列勞動合同無效或者部分無效：
（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 ;
（二 ）用人單位免除自己的法定責任、排除勞動者權利的 ;
（三 ）違反法律、行政法規強制性規定的。
對勞動合同的無效或者部分無效有爭議的，由勞動爭議仲裁 機構或者人民法院確認。
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。
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。
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兇
履行和變更
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。
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。
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。
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。
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。
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。
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。
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。
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。
變更后的勞動合同文本由用人單位和勞動者各執一份。
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兇
解除和終止
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
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。
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：
（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。
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。
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：
（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。
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：
（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。
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：
（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 ;
（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。
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。
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：
（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。
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。
第四十四條有下列情形之一的，勞動合同終止：
（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。
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。
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：
（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。
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。
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。
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。
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。
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。
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。
勞動者應當按照雙方約定，辦理工作交接。用人單位依照本
法有關規定應當向勞動者支付經濟補償的，在辦結工作交接時支 付。
用人單位對已經解除或者終止的勞動合同的文本，至少保存 二年備查。
兇
特別規定
第一節集體合同
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。
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。
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。
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。
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。
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。
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。
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。
第二節勞務派遣
第五十七條經營勞務派遣業務應當具備下列條件：
（一 ）注冊資本不得少于人民幣二百萬元 ;
（二 ）有與開展業務相適應的固定的經營場所和設施 ;
（三 ）有符合法律、行政法規規定的勞務派遣管理制度 ;
（四）法律、行政法規規定的其他條件。
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。
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。
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。
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。
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。
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。
勞務派遣單位不得克扣用工單位按照勞務派遣協議支付給被
派遣勞動者的勞動報酬。
勞務派遣單位和用工單位不得向被派遣勞動者收取費用。
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。
第六十二條用工單位應當履行下列義務：
（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。
用工單位不得將被派遣勞動者再派遣到其他用人單位。
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。
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。
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。
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。
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。
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。
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。
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 總量規定的比例，具體比例由國務院勞動行政部門規定。
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。
第三節非全日制用工
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。
第六十九條非全日制用工雙方當事人可以訂立口頭協議。
從事非全日制用工的勞動者可以與一個或者一個以上用人單 位訂立勞動合同 ;但是，后訂立的勞動合同不得影響先訂立的勞動 合同的履行。
第七十條非全日制用工雙方當事人不得約定試用期。
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。
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。
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。
監督檢查
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。
縣級以上地方人民政府勞動行政部門負責本行政區域內勞動 合同制度實施的監督管理。
縣級以上各級人民政府勞動行政部門在勞動合同制度實施的 監督管理工作中，應當聽取工會、企業方面代表以及有關行業主 管部門的意見
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：
（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。
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。
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。
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。
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。
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。
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。
法律責任
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。
第八^一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。
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。
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。
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。
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。
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。
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。
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。
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。
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。
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。
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。
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。
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。
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，并處 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。
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，以每人五千元到一萬
元的標準處以罰款，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。
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。
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。
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。
附則
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。
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。
本法施行前已建立勞動關系，尚未訂立書面勞動合同的，應 當自本法施行之日起一個月內訂立。
本法施行之日存續的勞動合同在本法施行后解除或者終止， 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。
第九十八條本法自 2008 年 1 月 1 日起施行。 延伸閱讀：
解除勞動合同提前告知的情形 工傷私了協議有效嗎？ 農民工工傷賠償規定
第2篇: 勞動合同法三十六條
LAW OF THE PEOPLE′S REPUBLIC OF CHINA ON EMPLOYMENT CONTRACTS
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
CHAPTER 1 GENERAL PROVISIONS
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 Employees and to build and develop harmonious and stable employment relationships.
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 Employees in the People"s Republic of China on the other hand.
The conclusion， performance， amendment， termination and ending of employment contracts by state authorities， institutions or social organizations on the one hand and Employees with whom they establish employment relationships on the other hand， shall be handled pursuant to this Law.
Article 3
The conclusion of employment contracts shall comply with the principles of lawfulness， fairness， equality， free will， negotiated consensus and good faith.
A lawfully concluded employment contract is binding， and both the Employer and the Employee shall perform their respective obligations stipulated therein.
Article 4
Employers shall establish and improve internal rules and regulations， so as to ensure that Employees enjoy their labor rights and perform their labor obligations.
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 Employees， such as those concerning compensation， work hours， rest， leave， work safety and hygiene， insurance， benefits， employee training， work discipline or work quota management， the same shall be discussed by the employee representative congress or all the employees. The employee representative congress or all the employees， as the case may be， shall put forward a proposal and comments， whereupon the matter shall be determined through consultations with the Trade union or employee representatives conducted on a basis of equality.
If， during the implementation of an Employer"s rule or regulation or decision on a crucial matter， the Trade 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.
Rules and regulations， and decisions on material matters， that have a direct bearing on the immediate interests of Employees shall be made public or be communicated to the Employees by the Employer.
Article 5
The labor administration authorities of People"s Governments at the county level and above， together with the Trade 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.
Article 6
A Trade union shall assist and guide Employees 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 Employees.
CHAPTER 2 CONCLUSION OF EMPLOYMENT CONTRACTS
Article 7
An Employer"s employment relationship with a Employee is established on the date it starts using the Employee. An Employer shall keep a register of employees， for reference purposes.
Article 8
When an Employer hires a Employee， 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 Employee requests to be informed about. The Employer has the right to learn from the Employee basic information which directly relates to the employment contract， and the Employee shall truthfully provide the same.
Article 9
When hiring a Employee， an Employer may not retain the Employee"s resident ID card or other papers， nor may it require him to provide security or collect property from him under some other guise.
Article 10
To establish an employment relationship， a written employment contract shall be concluded.
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 Employee.
Where an Employer and a Employee conclude an employment contract before the Employer starts using the Employee， the employment relationship shall be established on the date on which the Employer starts using the Employee.
Article 11
In the event that an Employer fails to conclude a written employment contract with a Employee at the time its starts to use him， and it is not clear what labor compensation was agreed upon with the Employee， the labor compensation of the new Employee 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.
Article 12
Employment contracts are divided into fixed-term employment contracts， open-ended employment contracts and employment contracts to expire upon completion of a certain job.
Article 13
A “fixed-term employment contract” is an employment contract whose ending date is agreed upon by the Employer and the Employee.
An Employer and a Employee may conclude a fixed-term employment contract upon reaching a negotiated consensus.
Article 14
An “open-ended employment contract” is an employment contract for which the Employer and the Employee have agreed not to stipulate a definite ending date.
An Employer and a Employee may conclude an open-ended employment contract upon reaching a negotiated consensus. If a Employee proposes or agrees to renew his employment contract or to conclude an employment contract in any of the following circumstances， an open-ended employment contract shall be concluded， unless the Employee requests the conclusion of a fixed-term employment contract：
（1） The Employee has been working for the Employer for a consecutive period of not less than 10 years；
（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 Employee 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； or
（3） prior to the renewal， a fixed-term employment contract was concluded on two consecutive occasions and the Employee is not characterized by any of the circumstances set forth in Article 39 and items （1） and （2） of Article 40 hereof.
If an Employer fails to conclude a written employment contract with a Employee within one year from the date on which it starts using the Employee， the Employer and the Employee shall be deemed to have concluded an open-ended employment contract.
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 Employee have agreed that the completion of a certain job is the term of the contract.
An Employer and a Employee may， upon reaching a negotiated consensus， conclude an employment contract with a term to expire upon completion of a certain job.
Article 16
An employment contract shall become effective when the Employer and the Employee have reached a negotiated consensus thereon and each of them has signed or sealed the text of such contract.
The Employer and the Employee shall each hold one copy of the employment contract.
Article 17
An employment contract shall specify the following matters：
（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 Employee；
（3） The term of the employment contract；
（4） The job des cription 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.
In addition to the requisite terms mentioned above， an Employer and a Employee may agree to stipulate other matters in the employment contract， such as probation period， training， confidentiality， supplementary insurance and benefits， etc.
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 Employee 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.
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 open-ended， the probation period may not exceed six months.
An Employer may stipulate only one probation period with any given Employee.
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.
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.
Article 20
The wages of a Employee 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.
Article 21
An Employer may not terminate an employment contract during the probation period unless the Employee 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 Employee.
Article 22
If an Employer provides special funding for a Employee"s training and gives him professional technical training， it may conclude an agreement specifying a term of service with such Employee.
If the Employee 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 Employee to pay may not exceed the portion of the training expenses allocable to the unperformed portion of the term of service.
The reaching of agreement on a term of service between the Employer and the Employee does not affect the raising of the Employee"s labor compensation during the term of service according to the normal wage adjustment mechanism.
Article 23
An Employer and a Employee 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.
If a Employee has a confidentiality obligation， the Employer may agree with the Employee on competition restriction provisions in the employment contract or confidentiality agreement， and stipulate that the Employer shall pay financial compensation to the Employee on a monthly basis during the term of the competition restriction after the termination or ending of the employment contract. If the Employee breaches the competition restriction provisions， he shall pay liquidated damages to the Employer as stipulated.
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 Employee， and such agreement shall not violate laws and regulations.
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.
Article 25
With the exception of the circumstances specified in Articles 22 and 23 hereof， an Employer may not stipulate with a Employee provisions on the bearing of liquidated damages by the Employee.
Article 26
An employment contract shall be invalid or partially invalid if：
（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；
（2） The Employer disclaims its legal liability or denies the Employee his rights； or
（3） Mandatory provisions of laws or administrative statutes are violated.
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.
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.
Article 28
If an employment contract is confirmed as invalid and the Employee has already performed labor， the Employer shall pay the Employee labor compensation. The amount of labor compensation shall be determined with reference to the labor compensation of Employees in the same or a similar position with the Employer.
CHAPTER 3 PERFORMANCE AND AMENDMENT OF EMPLOYMENT CONTRACTS
Article 29
The Employer and the Employee shall each fully perform its/his obligations in accordance with the employment contract.
Article 30
Employers shall pay their Employees labor compensation on time and in full in accordance with the employment contracts and state regulations.
If an Employer falls into arrears with the payment of labor compensation or fails to make payment in full， the Employee 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.
Article 31
Employers shall strictly implement the work quota standards and may not compel or in a disguised manner compel Employees to work overtime. If an Employer arranges for a Employee to work overtime， it shall pay him overtime pay in accordance with the relevant state regulations.
Article 32
Employees 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.
Employees 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.
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.
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
Article 35
An Employer and a Employee may amend the provisions of their employment contract if they so agree after consultations. Amendments to an employment contract shall be made in writing.
The Employer and the Employee shall each hold one copy of the amended employment contract.
CHAPTER 4 TERMINATION AND ENDING OF EMPLOYMENT CONTRACTS
Article 36
An Employer and a Employee may terminate their employment contract if they so agree after consultations.
Article 37
A Employee may terminate his employment contract upon 30 days" prior written notice to his Employer. During his probation period， a Employee may terminate his employment contract by giving his Employer three days" prior notice.
Article 38
A Employee may terminate his employment contract if his Employer：
（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 Employee in accordance with the law；
（4） Has rules and regulations that violate laws or regulations， thereby harming the Employee"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 Employee to terminate his employment contract.
If an Employer uses violence， threats or unlawful restriction of personal freedom to compel a Employee to work， or if a Employee is instructed in violation of rules and regulations or peremptorily ordered by his Employer to perform dangerous operations which threaten his personal safety， the Employee may terminate his employment contract forthwith without giving prior notice to the Employer.
Article 39
An Employer may terminate an employment contract if the Employee：
（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.
Article 40
An Employer may terminate an employment contract by giving the Employee himself 30 days" prior written notice， or one month"s wage in lieu of notice， if：
（1） after the set period of medical care for an illness or non-work-related injury， the Employee can engage neither in his original work nor in other work arranged for him by his Employer；
（2） The Employee 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 Employee are unable to reach agreement on amending the employment contract.
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 Trade union or to all of its employees 30 days in advance， has considered the opinions of the Trade union or the employees and has subsequently reported the workforce reduction plan to the labor administration department：
（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
（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 open-ended 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.
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.
Article 42
An Employer may not terminate an employment contract pursuant to Article
40 or Article 41 hereof if the Employee：
（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 therefore 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.
Article 43
When an Employer is to terminate an employment contract unilaterally， it shall give the Trade union advance notice of the reason therefore. If the Employer violates laws， administrative statutes or the employment contract， the Trade union has the right to demand that the Employer rectify the matter. The Employer shall study the Trade union"s opinions and notify the Trade union in writing as to the outcome of its handling of the matter.
Article 44
An employment contract shall end if：
（1） Its term expires；
（2） The Employee has commenced drawing his basic old age insurance pension in accordance with the law；
（3） The Employee 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.
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 Employee 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.
Article 46
In any of the following circumstances， the Employer shall pay the Employee severance pay：
（1） The employment contract is terminated by the Employee pursuant to Article 38 hereof；
（2） The employment contract is terminated after such termination was proposed to the Employee 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 Employee does not agree to renew the contract even though the conditions offered by the Employer are the same as or better than those stipulated in the current contract；
（6） The employment contract ends pursuant to item （4） or （5） of Article 44 hereof；
（7） Other circumstances specified in laws or administrative statutes.
Article 47
A Employee 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 Employee for any period of less than six months shall be one-half of his monthly wages.
If the monthly wage of a Employee is greater than three times the average monthly wage of 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 area1 where the Employer is located， the rate for the severance pay paid to him shall be three times the average monthly wage of employees and shall be for not more than 12 years of work.
For the purposes of this Article， the term “monthly wage” means the Employee"s average monthly wage for the 12 months prior to the termination or ending of his employment contract.
Article 48
If an Employer terminates or ends an employment 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 employment contract or if continued performance of the employment contract has become impossible， the Employer shall pay damages pursuant to Article 87 hereof.
Article 49
The state will take measures to establish a comprehensive system that enables Employees" social insurance accounts to be transferred from one region to another and to be continued in such other region.
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 Employee"s file and social insurance account.
The Employee 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.
The Employer shall keep terminated or ended employment contracts on file for not less than two years， for reference purposes.
CHAPTER 5 SPECIAL PROVISIONS
SECTION 1 COLLECTIVE CONTRACT
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.
A collective contract shall be concluded by the Trade union， on behalf of the enterprise"s employees， and the Employer. If the Employer does not yet have a Trade union， it shall
1 Translator"s note： The phrase “of the area” does not appear in the Chinese text. It has been added by us in view of the context.
Conclude the collective contract with a representative put forward by the Employees under the guidance of the Trade union at the next higher level.
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.
Article 53
Industry-wide or area-wide collective contracts may be concluded between the Trade 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.
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.
A collective contract that has been concluded in accordance with the law is binding on the Employer and the Employees. An industry-wide or area-wide collective contract is binding on Employers and Employees in the industry or in the area in the locality concerned.
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 Employee may not be lower than those stipulated in the collective contract.
Article 56
If an Employer"s breach of the collective contract infringes upon the labor rights and interests of the employees， the Trade 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 Trade union may apply for arbitration and institute an action according to law.
SECTION 2 Placement
Article 57
Staffing 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.
Article 58
Staffing firms are Employers as mentioned in this Law and shall perform an Employer"s obligations toward its Employees. The employment contract between a staffing firm and a Employee to be placed shall， in addition to the matters specified in Article 17 hereof， specify matters such as the unit with which the Employee will be placed， the term of his placement， his position， etc.
The employment contracts between staffing firms and the Employees to be placed shall be fixed term employment contracts with a term of not less than two years. Staffing firms shall pay labor compensation on a monthly basis. During periods when there is no work for Employees to be placed， the staffing firm shall pay such Employees compensation on a monthly basis at the minimum wage rate prescribed by the People"s Government of the place where the staffing firm is located.
Article 59
When placing Employees， staffing firms shall enter into staffing agreements with the units that accept the Employees under the placement arrangements （“Accepting Units”）. The staffing agreements shall stipulate the job positions in which Employees are placed， the number of persons placed， the term of placement， the amounts and methods of payments of labor compensation and social insurance premiums， and the liability for breach of the agreement.
An Accepting Unit shall decide with the staffing firm on the term of placement based on the actual requirements of the job position， and it may not conclude several short-term placement agreements to cover a continuous term of labor use.
Article 60
Staffing firms shall inform the Employees placed of the content of the placement agreements.
Staffing firms may not pocket part of the labor compensation that the Accepting Units pay to the Employees in accordance with the placement agreement.
Staffing firms and the Accepting Units may not charge fees from the Employees placed.
Article 61
If a staffing firm places a Employee with an Accepting Unit in another region， the Employee"s labor compensation and working conditions shall be in line with the rates and standards of the place where the Accepting Unit is located.
Article 62
Accepting Units shall perform the following obligations：
（1） Implement state labor standards and provide the corresponding working conditions and labor protection；
（2） communicate the job requirements and labor compensation of the Employees placed；
（3） Pay overtime pay and performance bonuses and provide benefits appropriate for the job positions；
（4） Provide the placed Employees who are on the job with the training necessary for their job positions； and
（5） In case of continuous placement， implement a normal wage adjustment system.
Accepting Units may not in turn place the Employees with other Employers.
Article 63
Placed Employees shall have the right to receive the same pay as that received by Employees of the Accepting Unit for the same work. If an Accepting Unit has no Employee 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 Employees in the same or a similar position.
Article 64
Placed Employees have the right to lawfully join the Trade union of their staffing firm or the Accepting Unit or to organize such unions， so as to protect their own lawful rights and interests.
Article 65
Placed Employees may terminate their employment contracts with their staffing firms pursuant to Article 36 or 38 hereof.
If any of the circumstances provided for in Article 39 and items （1） and （2） of Article 40 hereof applies to a placed Employee， his Accepting Unit may return him to the staffing firm， which may terminate its employment contract with him in accordance with the relevant provisions of this Law.
Article 66
The placement of Employees shall generally be practiced for temporary， auxiliary or substitute job positions.
Article 67
Employers may not establish staffing firms to place Employees with themselves or their subordinate units.
Section 3 Part-Time Labor
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 Employee 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.
A Employee 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.
Article 70
The two parties to part-time labor may not stipulate a probation period.
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 Employee upon termination of the use of the labor.
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.
The labor compensation settlement and payment cycle for part-time labor may not exceed 15 days.
CHAPTER 6 MONITORING INSPECTIONS
Article 73
The State Council"s labor administration authority shall be responsible for overseeing the implementation of the employment contract system nationwide. 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.
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 Trade unions， the representatives on the side of the enterprises and the authorities in charge of the industries concerned.
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：
（1） Employers" formulation of rules and regulations that have a direct bearing on the immediate interests of Employees， and the implementation thereof；
（2） The conclusion and termination of employment contracts by Employers and Employees；
（3） Compliance with relevant regulations on placement by staffing firms and Accepting Units；
（4） Employers" compliance with state regulations on Employees" 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.
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 Employees shall truthfully provide relevant information and materials.
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.
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.
Article 77
A Employee 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.
Article 78
Trade unions shall safeguard the lawful rights and interests of Employees 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 Trade union has the right to voice its opinion or require that the matter be rectified. If a Employee applies for arbitration or institutes an action， the Trade union shall provide support and assistance in accordance with the law.
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.
CHAPTER 7 LEGAL LIABILITY
Article 80
If an Employer"s rule or regulation with a direct bearing on the immediate interests of Employees violates laws or administrative statutes， the labor administration authority shall order rectification and give a warning. If the said rule or regulation caused a Employee to suffer harm， the Employer will be liable for damages.
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 Employee， the labor administration authority shall order rectification； if the Employee suffered harm as a result thereof， the Employer will be liable for damages.
Article 82
If an Employer concludes a written employment contract with a Employee 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 Employee twice his wage.
If an Employer fails， in violation of this Law， to conclude an open-ended employment contract with a Employee， it shall each month pay to the Employee twice his wage， starting from the date on which an open-ended employment contract should have been concluded.
Article 83
If the probation period stipulated by an Employer with a Employee 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 Employee according to the time worked on probation beyond the statutory probation period， at the rate of the Employee"s monthly wage following the completion of his probation.
Article 84
If an Employer violates this Law by retaining a Employee"s resident ID card or other papers， the labor administration authority shall order the same returned to the Employee within a specified period of time and impose a penalty in accordance with the provisions of relevant laws.
If an Employer violates this Law by collection property from Employees as security or under some other guise， the labor administration authority shall order the same returned to the Employees 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 Employees suffered harm as a result of the said conduct on the part of the Employer， the Employer will be liable for damages. If an Employer retains a Employee"s file or other Article after the Employee has terminated or ended his employment contract in accordance with the law， a penalty shall be imposed in accordance with the preceding paragraph.
Article 85
If an Employer：
（1） Fails to pay a Employee 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 Employee 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 Employee at a rate of not less than 50 percent and not more than 100 percent of the amount payable.
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.
Article 87
If an Employer terminates or ends an employment contract in violation of this Law， it shall pay damages to the Employee at twice the rate of the severance pay provided for in Article 47 hereof.
Article 88
If an Employer：
（1） uses violence， threats or unlawful restriction of personal freedom to compel a Employee to work；
（2） Instructs in violation of rules and regulations， or peremptorily orders， a Employee to perform dangerous operations which threaten his personal safety；
（3） Insults， corporally punishes， beats， illegally searches or detains a Employee； or
（4） provides odious working conditions or a severely polluted environment， resulting in serious harm to the physical or mental health of Employees； 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 Employee suffers harm as a result of the said conduct on the part of the Employer， the Employer will be liable for damages.
Article 89
If an Employer fails， in violation of this Law， to issue to a Employee a certificate evidencing the termination or ending of his employment contract， the labor administration authority shall order rectification. If the Employee suffers harm as a result of such failure， the Employer will be liable for damages.
Article 90
If a Employee 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.
Article 91
If an Employer hires a Employee 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 Employee for damages.
Article 92
If a staffing 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 Employee（s） placed suffer（s） harm， the staffing firm and the Accepting Unit shall be jointly and severally liable for damages.
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 Employees have already performed labor， the Employer or its investor（s） shall pay them labor compensation， severance pays and damages in accordance with the relevant provisions of this Law. If the Employees suffer harm as a result thereof， the said unit shall be liable for damages.
Article 94
If an individual that contracts for the operation of a business hires Employees in violation of this Law and a Employee suffers harm as a result thereof， the organization that employed such contractor shall be jointly and severally liable with the contractor for damages.
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 Employee 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.
CHAPTER 8 SUPPLEMENTARY PROVISIONS
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.
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.
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.
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 Employee 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.
Article 98
This Law shall be implemented from January 1， 2008.
第3篇: 勞動合同法三十六條
勞動合同法四十六條
各方面對勞動合同中經濟補償的性質爭議較大。有的認為，經濟補償是違約責任，用人單位提前單方解除勞動合同就要承擔違約責任，支付經濟補償。因此經濟補償是對用人單位的一種懲罰。有的認為，經濟補償是一種國家要求用人單位承擔的社會責任。國家要求用人單位解除或者終止勞動合同時，支付一定經濟補償，以幫助勞動者在失業階段維持基本生活，不至于生活水平急劇下降。這種社會責任國家承擔的多一點，用人單位支付的經濟補償就少一點，國家承擔的少一點，用人單位支付的經濟補償就多一點。有的認為，經濟補償是對勞動者以往為用人單位作出貢獻的補償，是對勞動者過去勞動內容和成果的肯定。勞動者對用人單位貢獻不完全體現在用人單位支付給勞動者的勞動報酬中，用人單位的經營效益、持續發展能力和資產的積累都有勞動者的貢獻。經研究，比較認同對經濟補償性質的第二種觀點。經濟補償是一種企業承擔社會責任的主要方式之一，在我國失業保險制度建立健全過程中，經濟補償可以有效緩減失業者的焦慮情緒和生活實際困難，維護社會穩定，形成社會互助的良好社會氛圍。經濟補償不同于經濟賠償，不是一種懲罰手段。我國實行按勞分配制度，勞動者付出勞動得到勞動報酬，勞動報酬基本能體現勞動者的貢獻。
另外，經濟補償是國家調節勞動關系的一種經濟手段，引導用人單位長期使用勞動者，謹慎行使解除權利和終止權利。勞動法規定，用人單位單方解除勞動合同，依法支付經濟補償。用人單位為了減少成本，避免支付經濟補償，就不會隨意解除勞動合同，從而達到穩定勞動關系的目的。勞動合同法基本延續了勞動法關于用人單位單方解除勞動合同支付經濟補償的規定，同時增加規定勞動合同期滿，用人單位依法支付經濟補償。這一增加規定有利于解決短期勞動合同普遍化的問題。實踐中，短期勞動合同一年一簽的情況比較普遍，用人單位為了規避關于解除勞動合同支付經濟補償的規定，通過簽訂短期勞動合同，待勞動合同終止時，再結束勞動關系。勞動合同法通過規定勞動合同終止，用人單位依法支付經濟補償，可以防止用人單位鉆法律的空子，按照企業實際需求，簽訂勞動合同。
(一)有勞動合同法第三十八條情形的，用人單位支付經濟補償。
用人單位有違法、違約行為的，勞動者可以隨時或者立即解除勞動合同，并有權取得經濟補償。較勞動法的規定，本項經濟補償是勞動合同法增加的內容。勞動合同法第三十八條規定，在用人單位有違約、違法行為時，勞動者可以隨時或者立即解除勞動合同。用人單位的違約、違法行為有：用人單位未依照勞動合同約定提供勞動保護或者勞動條件的;用人單位未及時足額支付勞動報酬的;用人單位未依法為勞動者繳納社會保險費的;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;用人單位有勞動合同法第二十六條中欺詐、脅迫或者乘人之危等行為致使勞動合同無效或者部分無效的;法律、行政法規規定的其他情形;用人單位以暴力、威脅或者非法限制人身自由的手段強迫勞動者勞動的;用人單位違章指揮、強令冒險作業危及勞動者人身安全的。
(二)雙方協商一致解除勞動合同，但是由用人單位提出解除動議的，用人單位支付經濟補償。
用人單位與勞動者可以協商一致解除勞動合同，但由用人單位首先提出解除動議的，應當支付經濟補償。較勞動法的規定，本項經濟補償范圍有所縮小。勞動法第二十四條、第二十八條規定，用人單位與勞動者協商一致解除勞動合同的，用人單位應當依照國家有關規定給予經濟補償。在勞動合同法制定過程中，考慮到有的情況下，勞動者主動跳槽，與用人單位協商解除勞動合同，此時勞動者一般不會失業，或者對失業早有準備，如果要求用人單位支付經濟補償不太合理，因此對協商解除情形下，給予經濟補償的條件作了一定限制。
(三)用人單位依照本法第四十條規定解除勞動合同的。
勞動合同法第四十條規定，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;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;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，用人單位可以在提前三十日通知或者額外支付一個月工資后，解除勞動合同。也就是說，在勞動者有一定不足，用人單位沒有過錯，且作了一些補救措施，但勞動者仍不符合工作要求的情況下，允許用人單位解除勞動合同，但為平衡雙方的權利義務，用人單位須支付經濟補償。本項經濟補償與勞動法的規定一致。
(四)用人單位依照勞動合同法第四十一條第一款規定解除勞動合同的。
勞動合同法第四十一條規定的是經濟性裁員。經濟性裁員中，勞動者沒有任何過錯，用人單位也是迫于無奈，為了企業的發展和大部分勞動者的權益，解除一部分勞動者的勞動合同。為平衡雙方的權利義務，經濟性裁員中，用人單位應當支付經濟補償。本項經濟補償與勞動法的規定一致。
(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況外，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。
根據本項規定，勞動合同期滿時，用人單位同意續訂勞動合同，且維持或者提高勞動合同約定條件，勞動者不同意續訂的，勞動合同終止，用人單位不支付經濟補償;如果用人單位同意續訂勞動合同，但降低勞動合同約定條件，勞動者不同意續訂的，勞動合同終止，用人單位應當支付經濟補償;如果用人單位不同意續訂，無論勞動者是否同意續訂，勞動合同終止，用人單位應當支付經濟補償。在勞動合同法制定過程中，本項規定引起了較大的爭議。有的意見認為，勞動合同期滿勞動合同自然終止，合同雙方當事人的權利義務已經履行完畢，對這種情況勞動者有明確的預期，因此用人單位不應當支付經濟補償。有的意見認為，有些用人單位利用勞動者的青春期，在固定期限勞動合同終止時，不再續訂勞動合同，勞動者的年齡和身體對再次求職已有很大影響，此時用人單位給予一定的經濟補償是合理的。有些勞動者在同一用人單位工作較長時間，這些勞動者的勞動合同到期終止不給經濟補償不合情理。為平衡勞動者與用人單位的權利義務，勞動合同法在保留勞動合同期滿終止給經濟補償的規定外，也作了一定限制。較勞動法的規定，本項經濟補償是增加規定。
(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。
勞動合同法第四十四條第四項規定，用人單位被依法宣告破產的，勞動合同終止。第四十四條第五項規定，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，勞動合同終止。企業破產法第一百一十三條規定，破產清償順序中第一項為破產人所欠職工的工資和醫療、傷殘補助、撫恤費用，所欠的應當劃入職工個人賬戶的基本養老保險、基本醫療保險費用，以及法律、行政法規規定應當支付給職工的補償金。用人單位因為有違法行為而被吊銷營業執照、責令關閉、撤銷時，勞動者是無辜的，其權益應該受到保護。勞動合同終止時，用人單位應該支付經濟補償。較勞動法的規定，本項規定是增加的規定。
(七)法律、行政法規規定的其他情形
有些法律、行政法規中有關于用人單位支付經濟補償的規定。如《國營企業實行勞動合同制度暫行規定》規定，國營企業的老職工在勞動合同期滿與企業終止勞動關系后可以領取相當于經濟補償的有關生活補助費。盡管《國營企業實行勞動合同制度暫行規定》于XX年被廢止，但XX年之前參加工作的勞動者，在勞動合同終止后，仍可以領取工作之日起至XX年的生活補助費。
第4篇: 勞動合同法三十六條
最新勞動合同法第三十六條解讀［條文注釋］
本條是關于對違反勞動合同法和實施條例行為投訴和舉報的處理 規定。
勞動者投訴用人單位的違法行為應當注意依照《勞動保障監察條 例》的有關規定，對于屬于以上內容范圍的違法行為，并不是都能 通過勞動保障監察途徑進行解決。如對應當通過勞動爭議處理程序 解決的事項或者己經按照勞動爭議處理程序中請調解、仲裁或者提 起訴訟的事項，應當通過勞動爭議處理或訴訟程序解決。同時，對 違反勞動法律、法規或者規章的行為在兩年內未被發現的舉報、投 訴，勞動保障行政部門不再查處。
［參見］
《勞動合同法》第74、77、79條
《勞動保障監察條例》
1.基木原則
勞動既是權利又是義務的原則;保護勞動者合法權益的原則;勞動 力資源合理配置原則。
2.勞動是公民的權利
每一個有勞動能力的公民都有從事勞動的同等的權利：
(1)對公民來說意味有就業權和擇業權在內的勞動權；
(2)有權依法選擇適合自己特點的職業和用工單位；
(3)有權利用國家和社會所提供的各種就業保障條件，以提高就 業能力和增加就業機會。對企業來說意味著平等地錄用符合條件的 職工，加強提供失業保險，就業服務，職業培訓等方面的職責。對 國家來說，應當為公民實現勞動權提供必要的保障。
3.勞動是公民的義務
4.保護勞動者合法權益的原則
(1)偏重保護和優先保護：勞動法在對勞動關系雙方都給予保護 的同時，偏重于保護處于弱者的地位的勞動者，適當體現勞動者的 權利木位和用人單位的義務本位，勞動法優先保護勞動者利益；
(2)平等保護：全體勞動者的合法權益都平等地受到勞動法的保 護，各類勞動者的平等保護，特殊勞動者群體的特殊保護；
(3)全面保護：勞動者的合法權益，無論它存在于勞動關系的締 結前、締結后或是終結后都應納入保護范圍之內；
(4)基本保護：對勞動者的最低限度保護，也就是對勞動者基本 權益的保護。
5.勞動力資源合理配置原則
(1)雙重價值取向：配置是否合理的標準是能否兼顧效率和公平 的雙重價值取向，勞動法的任務在于，對勞動力資源的宏觀配置和 微觀配置進行規范；
(2)勞動力資源宏觀配置：即社會勞動力在全社會范圍內各個用 人單位之間的配置；
(3)勞動力資源的微觀配置：處理好勞動者利益和勞動效率的關 系。
勞動法是指調整勞動關系以及與勞動關系有密切聯系的其他社會 關系的法律。離不開調整勞動關系這一核心內容。
《勞動法》是國家為了保護勞動者的合法權益，調整勞動關系， 建立和維護適應社會主義市場經濟的勞動制度，促進經濟發展和社 會進步，根據憲法而制定頒布的法律。從狹義上講，我國《勞動法》 是指1994年7月5日八屆人大通過，1995年1月1 H起施行的
《中華人民共和國勞動法》；從廣義上講，《勞動法》是調整勞動關 系的法律法規，以及調整與勞動關系密切相隧的其他社會關系的法 律規范的總稱。
《勞動法》作為維護人權、體現人本關懷的一項基本法律，在西 方甚至被稱為第二憲法。
以上內容，在有些國家是以各種單行法規的形式出現的，在有些 國家是以勞動法典的形式頒布的。勞動法是整個法律體系中一個重 要的、獨立的法律部門。
