1、【Title】 Labor Contract Law of the People's Republic of China Effective【法規標題】中華人民共和國勞動合同法 現行有效Date Issued:06-29-2007Effective date:01-01-2008Issuing authority:Standing Committee of the National People's CongressArea of law:Contract 發布日期：2007-06-29生效日期：2008-01-01發布部門：全國人大常委會類別：合同Order of

2、the President of the People's Republic of China (No. 65)The Labor Contract Law of the People's Republic of China, which was adopted at the 28th Session of the Standing Committee of the Tenth National People's Congress of the People's Republic of China on June 29, 2007, is hereby prom

3、ulgated and shall come into force as of January 1, 2008. President of the People's Republic of China Hu Jintao June 29, 2007Labor Contract Law of the People's Republic of China(Adopted at the 28th Session of Standing Committee of the Tenth National People's Congress of the People's R

4、epublic of China on June 29, 2007)Contents Chapter I General ProvisionsChapter II Formation of Labor Contracts Chapter III Fulfillment and Change of Labor ContractsChapter IV Dissolution and Termination of Labor ContractsChapter V Special Provisions Section 1 Collective ContractSection 2 Worker Disp

5、atchSection 3 Part-time EmploymentChapter VI Supervision and InspectionChapter VII Legal Liabilities Chapter VIII Supplementary Provisions  中華人民共和國主席令（第六十五號）中華人民共和國勞動合同法已由中華人民共和國第十屆全國人民代表大會常務委員會第二十八次會議于2007年6月29日通過，現予公布，自2008年1月1日起施行。中華人民共和國主席胡錦濤2007年6月29日中華人民共和國勞動合同法（2007年6月29日第十屆全國人民代表大會常務委員會

6、第二十八次會議通過）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2 / 58Chapter I General Provisions  第一章總則Article 1 This Law is formulated for the purposes of improving the labor contractual system, clarifying the rights and obligations of both parties of la

7、bor contracts, protecting the legitimate rights and interests of employees, and establishing and developing a harmonious and stable employment relationship.  第一條【立法宗旨】為了完善勞動合同制度，明確勞動合同雙方當事人的權利和義務，保護勞動者的合法權益，構建和發展和諧穩定的勞動關系，制定本法。Article 2 This Law shall apply to the establishment of employment re

8、lationship between employees and enterprises, individual economic organizations, private non-enterprise entities, or other organizations (hereafter referred to as employers), and to the formation, fulfillment, change, dissolution, or termination of labor contracts. The state organs, public instituti

9、ons, social organizations, and their employees among them there is an employment relationship shall observe this Law in the formation, fulfillment, change, dissolution, or termination of their labor contracts.  第二條【適用范圍】中華人民共和國境內的企業、個體經濟組織、民辦非企業單位等組織（以下稱用人單位）與勞動者建立勞動關系，訂立、履行、變更、解除或者終止勞動合同，適用本法。

10、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。2 / 58Article 3 The principle of lawfulness, fairness, equality, free will, negotiation for agreement and good faith shall be observed in the formation of a labor contract. A labor contract concluded according to the law shall have a binding for

11、ce. The employer and the employee shall perform the obligations as stipulated in the labor contract.  第三條【基本原則】訂立勞動合同，應當遵循合法、公平、平等自愿、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。Article 4 An employer shall establish a sound system of employment rules so as to ensure that its employees enjo

12、y the labor rights and perform the employment obligations. Where an employer formulates, amends or decides rules or important events concerning the remuneration, working time, break, vacation, work safety and sanitation, insurance and welfare, training of employees, labor discipline, or management o

13、f production quota, which are directly related to the interests of the employees, such rules or important events shall be discussed at the meeting of employees' representatives or the general meeting of all employees, and the employer shall also put forward proposals and opinions to the employee

14、s and negotiate with the labor union or the employees' representatives on a equal basis to reach agreements on these rules or events. During the process of execution of a rule or decision about an important event, if the labor union or the employees deems it improper, they may require the employ

15、er to amend or improve it through negotiations. The employer shall make an announcement of the rules and important events which are directly related to the interests of the employees or inform the employees of these rules or events.  第四條【規章制度】用人單位應當依法建立和完善勞動規章制度，保障勞動者享有勞動權利、履行勞動義務。用人單位在制定、修改或者決

16、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。4 / 58Article 5 The labor administrative department of the people's government at the cou

17、nty level or above shall, together with the labor union and the representatives of the enterprise, establish a sound three-party mechanism to coordinate employment relationship and shall jointly seek to solve the major problems related to employment relations.  第五條【協調勞動關系三方機制】縣級以上人民政府勞動行政部門會同工會

18、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 6 The labor union shall assist and direct the employees when they conclude with the employers and fulfill labor contracts and establish a collective negotiation mechanism with the employers so as to maintain the lawful rights and interests of the empl

19、oyees.  第六條【集體協商機制】工會應當幫助、指導勞動者與用人單位依法訂立和履行勞動合同，并與用人單位建立集體協商機制，維護勞動者的合法權益。Chapter II Formation of Labor Contracts  第二章勞動合同的訂立Article 7 An employer establishes an employment relationship with an employee from the date when the employer puts the employee to work. The employer shall prepare a

20、 roster of employees for inspection.  第七條【勞動關系的建立】用人單位自用工之日起即與勞動者建立勞動關系。用人單位應當建立職工名冊備查。4 / 58Article 8 When an employer hires an employee, it shall faithfully inform him of the work contents, conditions and location, occupational harm, work safety state, remuneration, and other information whic

21、h the employee requires to be informed. The employer has the right to know the basic information of the employer which is directly related to the labor contract and the employee shall faithfully provide such information.  第八條【用人單位的告知義務和勞動者的說明義務】用人單位招用勞動者時，應當如實告知勞動者工作內容、工作條件、工作地點、職業危害、安全生產狀況、勞動報

22、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 9 When an employer hires an employee, it shall not detain his identity card or other certificates, nor require him to provide a guaranty or collect money or property from him under any other excuse.  第九條【用人單位不得扣押勞動者證件和要求提供擔保】用人單位招用勞動者

23、，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 10 A written labor contract shall be concluded in the establishment of an employment relationship. Where an employment relationship has already been established with an employee but no written labor contract has been entered simultaneously, a wr

24、itten labor contract shall be concluded within one month from the date when the employee begins to work. Where an employer and an employee conclude a labor contract prior to the employment, the employment relationship is established from the date when the employee begins to work.  第十條【訂立書面勞動合同】

25、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。5 / 58Article 11 Where an employer fails to conclude a written labor contract when the employer put his employee to work, if the remuneration stipulated between the employer and the employee is not clear, th

26、e remuneration to the new employee shall conform to the provisions of the collective contract. If there is no collective contract or if there is no such stipulation in the collective contract, the principle of equal pay for equal work shall be observed.  第十一條【未訂立書面勞動合同時勞動報酬不明確的解決】用人單位未在用工的同時訂立書

27、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 12 Labor contracts are classified into fix-term labor contracts, labor contracts without a fixed term, and the labor contracts that set the completion of specific tasks as the term to end contracts. 第十二條【勞動合同的種類】勞動合

28、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 13 A fixed-term labor contract refers to a labor contract in which the employer and the employee stipulate the time of termination of the contract. The employer and the employee may conclude a fixed-term labor contract upon negotiation.  第十三條【固定期限

29、勞動合同】固定期限勞動合同，是指用人單位與勞動者約定合同終止時間的勞動合同。用人單位與勞動者協商一致，可以訂立固定期限勞動合同。Article 14 A labor contract without a fixed term refers to a labor contract in which the employer and the employee stipulate no certain time to end the contract. An employer and an employee may, through negotiations, conclude a labor co

30、ntract without a fixed term. Under any of the following circumstances, if the employee proposes or agrees to renew or conclude a labor contract, a labor contract without a fixed term shall be concluded unless the employee proposes to conclude a fixed-term labor contract:1. The employee has already w

31、orked for the employer for 10 full years consecutively;2. When the employer initially adopts the labor contract system or when a state-owned enterprise re-concludes the labor contract due to restructuring, the employee has already worked for this employer for 10 full years consecutively and he attai

32、ns to the age which is less than 10 years up to the statutory retirement age; or3. The labor contract is to be renewed after two fixed-term labor contracts have been concluded consecutively, and the employee is not under any of the circumstances as mentioned in Article 39 and Paragraphs (1) and (2)

33、of Article 40 of this Law. If the employer fails to sign a written labor contract with an employee after the lapse of one full year from the date when the employee begins to work, it shall be deemed that the employer and the employee have concluded a labor contract without a fixed term.  第十四條【無

34、固定期限勞動合同】無固定期限勞動合同，是指用人單位與勞動者約定無確定終止時間的勞動合同。用人單位與勞動者協商一致，可以訂立無固定期限勞動合同。有下列情形之一，勞動者提出或者同意續訂、訂立勞動合同的，除勞動者提出訂立固定期限勞動合同外，應當訂立無固定期限勞動合同：（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

35、的，視為用人單位與勞動者已訂立無固定期限勞動合同。7 / 58Article 15 A labor contract that sets the completion of a specific task as the term to end the contract refers to the labor contract in which the employer and the employee stipulate that the time period of the contract shall be based on the completion of a specific tas

36、k. An employer and an employee may, upon negotiation, conclude a labor contract that sets the completion of a specific task to end the contract. 第十五條【以完成一定工作任務為期限的勞動合同】以完成一定工作任務為期限的勞動合同，是指用人單位與勞動者約定以某項工作的完成為合同期限的勞動合同。用人單位與勞動者協商一致，可以訂立以完成一定工作任務為期限的勞動合同。7 / 58Article 16 A labor contract shall be

37、agreed with by the employer and the employee and shall come into effect after the employer and the employee affix their signatures or seals to the labor contract. The employer and the employee shall each hold one copy of the labor contract.  第十六條【勞動合同的生效】勞動合同由用人單位與勞動者協商一致，并經用人單位與勞動者在勞動合同文本上簽字或者

38、蓋章生效。勞動合同文本由用人單位和勞動者各執一份。Article 17 A labor contract shall include the following clauses:1. The employer's name, domicile, legal representative, or major person-in-charge;2. The employee's name, domicile, identity card number, or other valid identity certificate number;3. The time limit for

39、the labor contract;4. The job descriptions and work locations;5. The work hours, break time, and vocations;6. The remunerations;7. The social security;8. The employment protection, work conditions, and protection against and prevention of occupational harm; and9. Other items that shall be included i

40、n the labor contract under any laws or regulations. Apart from the essential clauses as prescribed in the preceding paragraph, the employer and the employee may, in the labor contract, stipulate the probation time period, training, confidentiality, supplementary insurances, welfares and benefits, an

41、d other items.  第十七條【勞動合同的內容】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。8 / 58Article 18 If remunerations, work cond

42、itions, and other criterions are not expressly stipulated in a labor contract and a dispute is triggered, the employer and the employee may re-negotiate the contract. If no agreement is reached through negotiations, the provisions of the collective contract shall be followed. If there is no collecti

43、ve contract or if there is no such stipulation about the remuneration, the principle of equal pay for equal work shall be observed. If there is no collective contract or if there is no such stipulation about the work conditions and other criterions in the collective contract, the relevant provisions

44、 of the state shall be followed.  第十八條【勞動合同對勞動報酬和勞動條件約定不明確的解決】勞動合同對勞動報酬和勞動條件等標準約定不明確，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 19 If the term of a labor contract is not less than 3 months but less than 1 year, the probation period s

45、hall not exceed one month. If the term of a labor contract is not less than one year but less than 3 years, the probation period shall not exceed 2 months. For a labor contract with a fixed term of 3 years or more or without a fixed term, the probation term shall not exceed 6 months. An employer can

46、 only impose one probation time period on an employee. For a labor contract that sets the completion of a specific task as the term to end the contract or with a fixed term of less than 3 months, no probation period may be stipulated. The probation period shall be included in the term of a labor con

47、tract. If a labor contract only provides the term of probation, the probation shall be null and void and the term of the probation shall be treated as the term of the labor contract.  第十九條【試用期】勞動合同期限三個月以上不滿一年的，試用期不得超過一個月；勞動合同期限一年以上不滿三年的，試用期不得超過二個月；三年以上固定期限和無固定期限的勞動合同，試用期不得超過六個月。同一用人單位與同一勞動者只能約定

48、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。10 / 58Article 20 The wage of an employee during the probation period shall not be lower than the minimum wage for the same position of the same employer or lower than 80% of the wage stipulated in the labor co

49、ntract, nor may it be lower than the minimum wage of the locality where the employer is located.  第二十條【試用期工資】勞動者在試用期的工資不得低于本單位相同崗位最低檔工資或者勞動合同約定工資的百分之八十，并不得低于用人單位所在地的最低工資標準。Article 21 During the probation period, except when the employee is under any of the circumstances as described in Article

50、39 and Article 40 (i) and (ii), the employer shall not dissolve the labor contract. If an employer dissolves a labor contract during the probation period, it shall make an explanation.  第二十一條【試用期內解除勞動合同】在試用期中，除勞動者有本法第三十九條和第四十條第一項、第二項規定的情形外，用人單位不得解除勞動合同。用人單位在試用期解除勞動合同的，應當向勞動者說明理由。Article 22 Wher

51、e an employer pays special training expenses for the special technical training of his employees, the employer may enter an agreement with his employees to specify their service time period. If an employee violates the stipulation regarding the service time period, he shall pay the employer a penalt

52、y for breach of contract. The amount of penalty for breach of contract shall not exceed the training fees provided by the employer. The penalty for breach of a contract in which the employer requires the employee to pay shall not exceed the training expenses attributable to the service time period t

53、hat is unfulfilled. The service time period stipulated by the employer and the employee does not affect the promotion of the remuneration of the employee during the probation period under the normal wage adjustment mechanism.  第二十二條【服務期】用人單位為勞動者提供專項培訓費用，對其進行專業技術培訓的，可以與該勞動者訂立協議，約定服務期。勞動者違反服務期約定的

54、，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。11 / 58Article 23 An employer may enter an agreement with his employees in the labor contract to require his employees to keep the business secrets and intellectual property of

55、 the employer confidential. For an employee who has the obligation of keeping confidential, the employer and the employee may stipulate non-competition clauses in the labor contract or in the confidentiality agreement and come to an agreement that, when the labor contract is dissolved or terminated,

56、 the employee shall be given economic compensations within the non-competition period. If the employee violates the stipulation of non-competition, it shall pay the employer a penalty for breaching the contract.  第二十三條【保密義務和競業限制】用人單位與勞動者可以在勞動合同中約定保守用人單位的商業秘密和與知識產權相關的保密事項。對負有保密義務的勞動者，用人單位可以在勞動合同

57、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。Article 24 The persons who should be subject to non-competition shall be limited to the senior mangers, senior technicians, and the other employees, who have the obligation to keep secrets, of employers. The scope,

58、 geographical range and time limit for non-competition shall be stipulated by the employer and the employee. The stipulation on non-competition shall not be contrary to any laws or regulations. After the dissolution or termination of a labor contract, the non-competition period for any of the persons as mentioned in the preceding paragraph to work in any other employer producing or engaging in products