第一篇：中華人民共和國勞動合同法 英文版

Labor Contract Law of the People's Republic of China Order of the President of the People’s Republic of China

No.65 The Labor Contract Law of the People’s Republic of China, adopted at the 28th Meeting of the Standing Committee of the Tenth National People’s Congress of the People’s Republic of the China on June 29, 2007, is hereby promulgated and shall go into effect as of January 1, 2008.Hu Jintao

President of the People’s Republic of China

June 29, 2007

Labor Contract Law of the People's Republic of China(Adopted at the 28th Meeting of the Standing Committee of the Tenth National People’s Congress

on June 29, 2007)Contents Chapter I General Provisions Chapter II Conclusion of a Labor Contract Chapter III Performance and Modification of a Labor Contract Chapter IV Revocation and Termination of a Labor Contract Chapter V Special Provisions Section 1 A Collective Contract Section 2 Labor Dispatch Section 3 Part-Time Employment Chapter VI Supervision and Inspection Chapter VII Legal Responsibility Chapter VIII Supplementary Provisions Chapter I General Provisions Article 1 This Law is enacted in order to improve the labor contract system, define the rights and obligations of both parties to a labor contract, protect the legitimate rights and interests of workers, and establish and develop a harmonious and stable labor relationship.Article 2 This Law is applicable where organizations such as enterprises, self-employed economic organizations and private non-enterprise units within the territory of the People’s Republic of China(hereinafter referred to as employing units)establish labor relationships with workers through concluding, performing, modifying, revoking or terminating labor contracts with them.State organs, institutions and public organizations and the workers with whom they are to establish labor relationships shall conclude, perform, modify, revoke or terminate labor contracts in accordance with this Law.Article 3 Labor contracts shall be concluded in adherence to the principles of lawfulness, fairness, equality, voluntariness, consensus through consultation, and good faith.A labor contract concluded in accordance with law shall have binding force.Both the employing unit and the worker shall fulfill the obligations stipulated in the labor contract.Article 4 Employing units shall establish and improve labor rules and regulations to ensure that workers enjoy the labor rights and fulfill the labor obligations.When formulating or modifying the rules and regulations, or making decisions on important matters, which have a direct bearing on the immediate interests of workers, such as labor remuneration, working hours, rest and vacation, occupational safety and health, insurance and welfare, training, labor discipline and labor quota control, the employing unit shall, after discussion by the conference of workers or all the workers, put forward plans and suggestions and make decisions after consulting with the trade union or the representatives of the workers on an equal footing.If, during the implementation of the rules and regulations or the decisions on important matters, the trade union or the workers hold that such rules, regulations or decisions are inappropriate, it or they are entitled to put forward the opinion to the employing unit, and have the rules, regulations or decisions modified and improved through consultation.The employing unit shall make public or inform the workers of the rules and regulations, and the decisions on important matters, which have a direct bearing on the immediate interests of the workers.Article 5 The administrative department of labor of the people’s government at or above the county level shall, together with the representatives of the trade union and the enterprise, establish a sound tripartite mechanism for coordination of labor relationships, in order to jointly discuss and resolve the major issues concerning labor relationships.Article 6 The trade union shall give assistance and guidance to the workers in lawfully concluding labor contracts with the employing unit and performing the same, and establish a collective consultation mechanism with the employing unit in order to protect the legitimate rights and interests of workers.Chapter II Conclusion of a Labor Contract Article 7 A labor relationship is established by an employing unit with a worker as of the date the former employs the latter.An employing unit shall keep a register of workers for reference.Article 8 When an employing unit recruits a worker, it shall truthfully inform him of the job description, the working conditions, the place of work, occupational hazards, conditions for work safety, labor remuneration and other matters which the worker requests to be informed of.The employing unit has the right to acquire the basic information of the worker which is directly related to the labor contract, and the worker shall truthfully provide the same.Article 9 When recruiting a worker, the employing unit may not detain the worker’s resident identity card or other certificates, nor may it require him to provide guaranty or collect money or things of value from him in other names.Article 10 To establish a labor relationship, a written labor contract shall be concluded.In the event that no written labor contract is concluded at the time when a labor relationship is established, such a contract shall be concluded within one month as of the date when the employing unit employs a worker.Where an employing unit and a worker conclude a labor contract before the latter starts to work, the labor relationship shall be established as of the date when the latter starts to work.Article 11 In the event that an employing unit fails to conclude a written labor contract with a worker at the same time as it employs him, and labor remuneration agreed upon with him is not definite, the remuneration shall be decided on according 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 for equal work shall be practiced.Article 12 Labor contracts consist of fixed-term labor contracts, open-ended labor contracts and labor contracts that expire upon completion of given jobs.Article 13 A fixed-term labor contract is one the ending date of which is agreed upon between the employing unit and the worker.An employing unit and a worker may conclude a fixed-term labor contract upon reaching consensus through consultation.Article 14 An open-ended labor contract is one where the employing unit and the worker have agreed not to stipulate a definite ending date.An employing unit and a worker may conclude an open-ended labor contract upon reaching consensus through consultation.If a worker proposes or agrees to renew the labor contract or to conclude a labor contract in any of the following circumstances, an open-ended labor contract shall be concluded, unless the worker requests the conclusion of a fixed-term labor contract:(1)The worker has been working for the employing unit for a consecutive period of 10 or more years;(2)The worker has been working for the employing unit for a consecutive period of 10 or more years but less than 10 years away from the statutory retirement age when the employing unit introduces the labor contract system or when the State-owned enterprise has to conclude a new labor contract with him as a result of restructuring;or(3)The worker intends to renew the labor contract after he has consecutively concluded a fixed-term labor contract with the employing unit twice and he has not been found in any of the circumstances specified in Article 39 or Subparagraph(1)or(2)in Article 40 of this Law.If an employing unit fails to conclude a written labor contract with a worker within one year as of the date when it employs the worker, it shall be deemed to have concluded an open-ended labor contract with the latter.Article 15 A labor contract that expires upon completion of a given job is one in which the employing unit and the worker have agreed that the period for completion of the given job is the term of the contract.An employing unit and a worker may, upon reaching consensus through consultation, conclude a labor contract which expires upon completion of a given job.Article 16 A labor contract shall become effective when the employing unit and the worker reach agreement through consultation thereon and both parties sign or affix their seals on the copies of the contract.The employing unit and the worker shall each keep a copy of the labor contract.Article 17 A labor contract shall contain the following terms:(1)name, domicile and legal representative or the principal leading person of the employing unit;(2)name, address and the number of the resident identity card or of other valid identity documents of the worker;(3)term of the labor contract;(4)job description and the place of work;(5)working hours, rest and vacation;(6)labor remuneration;(7)social insurance;(8)occupational protection, working conditions and protection against occupational hazards;and(9)other terms which are required to be included in a labor contract, as provided for by laws and regulations.In addition to the requisite terms mentioned above, an employing unit and a worker may agree to have other matters stipulated in the labor contract, such as probation period, training, confidentiality, supplementary insurance and welfare benefits.Article 18 If a dispute arises because the labor remuneration rate, the standard for working conditions, etc.are not definitely specified in the labor contract, the employing unit and the worker may negotiate anew.If the negotiation is unsuccessful, the relevant stipulations of the collective contract shall be applicable.If there is no collective contract or the collective contract is silent on the issue of labor remuneration, equal pay for equal work shall be practiced.If there is no collective contract or the collective contract is silent on the standards for working conditions, etc., the relevant regulations of the State shall apply.Article 19 If the term of a labor contract is more than three months but less than one year, the probation period may not exceed one month;if the term is more than one year but less than three years, the probation period may not exceed two months;and if the term is fixed for three or more years or is open-ended, the probation period may not exceed six months.An employing unit and a worker may agree upon only one probation period.No probation period may be stipulated in a labor contract that expires upon completion of a given job or in a labor contract for a term of less than three months.The probation period shall be included in the term of a labor contract.If a labor contract only provides for a probation period, that period shall not stand and the term provided for shall be the term of the labor contract.Article 20 The wage of a worker on probation shall not be lower than the lowest wage level for the same job of the employing unit or be less than 80 per cent of the wage agreed upon in the labor contract, and shall not be lower than the minimum wage rate in the place where the employing unit is located.Article 21 An employing unit may not revoke a labor contract during the probation period unless the worker is found in one of the circumstances specified in Article 39 or Subparagraph(1)or(2)in Article 40 of this Law.If an employing unit revokes a labor contract during the probation period, it shall explain the reasons to the worker.Article 22 If an employing unit provides special funding for a worker’s training and gives him professional technical training, it may conclude an agreement with the worker specifying the term of service.If the worker breaches the agreement on the term of service, he shall pay a penalty to the employing unit as agreed upon.The sum of the penalty may not exceed the training expenses paid by the employing unit.The penalty that the employing unit requires the worker to pay may not exceed the portion of the training expenses allocable to the unperformed portion of the term of service.Where the employing unit and the worker reach an agreement on the term of service, the raise in the worker’s remuneration according to the regular wage adjustment mechanism during the term of service shall not be adversely affected.Article 23 An employing unit and a worker may have such terms stipulated in the labor contract as keeping business secrets of the employing unit and keeping confidential the matters relating to its intellectual property rights.With regard to a worker who has a confidentiality obligation, the employing unit may have stipulated in the labor contract or confidentiality agreement competition restriction and payment of financial compensation to him on a monthly basis during the term of the competition restriction after the labor contract is revoked or terminated.If the worker breaches the stipulation on competition restriction, he shall pay penalty to the employing unit as agreed upon.Article 24 The persons subject to competition restriction shall be limited to senior managers, senior technicians and other persons who are under the confidentiality obligation to the employing unit.The scope, geographic area and term of competition restriction shall be agreed upon by the employing unit and the worker, and such agreement shall not be at variance with the provisions of laws and regulations.The term of competition restriction, calculated from the revocation or termination of the labor contract, for one of the persons, as mentioned in the preceding paragraph, to go to work for a competing employing unit that produces or deals in the same type of products or is engaged in the same type of business as his original employing unit, or to establish his own business to produce or deal in 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 of this Law, an employing unit shall not enter into an agreement with a worker on payment of penalty by the worker for breach of contract.Article 26 A labor contract shall be invalid or partially invalid under one of the following circumstances:(1)The labor contract is concluded or modified against a party’s true intention by means of deception or coercion, or when the party is in precarious situations;(2)The employing unit disclaims its statutory responsibility or denies the worker his rights;or(3)The labor contract is at variance with the mandatory provisions of laws or administrative regulations.If a dispute arises over the invalidity or partial invalidity of a labor contract, the matter shall be determined by a labor dispute arbitration institution or a people’s court.Article 27 If part of a labor contract is invalid, which does not affect the validity of the rest of the contract, the rest shall remain valid.Article 28 If a labor contract is determined to be invalid but the worker has performed it, the employing unit shall pay the worker remuneration.The amount of remuneration shall be determined mutatis mutandis according to that for the workers holding the same or similar posts in the employing unit.Chapter III Performance and Modification of a Labor Contract Article 29 An employing unit and a worker shall fully perform their respective obligations in accordance with the labor contract.Article 30 The employing unit shall pay their workers remuneration on time and in full in accordance with the labor contract and the regulations of the State.If an employing unit defaults in payment or underpays the labor remuneration, the worker concerned may, in accordance with law, apply to the local people’s court for an order for payment, and the people’s court shall issue such an order in accordance with law.Article 31 The employing unit shall strictly implement the norm set for labor quota and shall not compel the workers to work overtime or do so in disguised form.If an employing unit arranges for a worker to work overtime, it shall give him overtime pay in accordance with the relevant regulations of the State.Article 32 A worker shall not be deemed to be breaching the labor contract if he refuses to perform hazardous operations under instructions given in violation of rules and regulations or peremptorily given by a manager of the employing unit.A worker shall have the right to criticize or report or lodge accusations against the employing unit in respect of the working conditions that endanger his life or health.Article 33 Where an employing unit alters its name, replaces its legal representative, the principal leading person or investor(s), etc., performance of the labor contract shall not be affected.Article 34 Where an employing unit is merged, divided, etc., the existing labor contract shall remain valid and continue to be performed by the employing unit which succeeds to its rights and obligations.Article 35 An employing unit and a worker may modify the provisions of the labor contract, if they reach consensus on the matter through consultation.Modification of a labor contract shall be made in writing.The employing unit and the worker shall each keep a copy of the modified labor contract.Chapter IV Revocation and Termination of a Labor Contract Article 36 An employing unit and a worker may revoke the labor contract if they reach consensus on the matter through consultation.Article 37 A worker may have the labor contract revoked by giving a written notification to the employing unit 30 days in advance.During the probation period, a worker may have the labor contract revoked by notifying the employing unit of his intention three days in advance.Article 38 A worker may have the labor contract revoked if the employing unit is found in any of the following circumstances:(1)failing to provide occupational protection or working conditions as agreed upon in the labor contract;(2)failing to pay labor remuneration on time and in full;(3)failing to pay the social insurance premiums for the worker in accordance with law;(4)having rules and regulations that are at variance with laws or regulations, thereby impairing the worker’s rights and interests;

(5)invalidating the labor contract as a result of one of the circumstances specified in the first paragraph of Article 26 of this Law;or(6)other circumstances in which a worker may have the labor contract revoked as provided for by laws or administrative regulations.If an employing unit forces a person to work by resorting to violence, intimidation or illegal restriction of personal freedom, or if it gives instructions in violation of rules and regulations or gives peremptory orders to the worker to perform hazardous operations, which endanger his personal safety, the latter may revoke the labor contract forthwith without notifying the employing unit of the matter in advance.Article 39 The employing unit may have the labor contract revoked if a worker is found in any of the following circumstances:(1)being proved unqualified for recruitment during the probation period;(2)seriously violating the rules and regulations of the employing unit;(3)causing major losses to the employing unit due to serious dereliction of duty or engagement in malpractices for personal gain;(4)concurrently establishing a labor relationship with another employing unit, which seriously affects the accomplishment of the task of the original employing unit, or refusing to rectify after the original employing unit brings the matter to his attention;(5)invalidating the labor contract as a result of the circumstance specified in Subparagraph(1)of the first paragraph of Article 26 of this Law;or(6)being investigated for criminal responsibility in accordance with law.Article 40 In one of the following circumstances, an employing unit may revoke the labor contract, if it notifies in writing the worker of its intention 30 days in advance or after paying him an extra one month salary:(1)The worker is unable to take up his original work or any other work arranged by the employing unit on the expiration of the specified period of medical treatment for illness or for injury incurred when not at work;(2)The worker is incompetent for the post and remains incompetent after receiving a training or being assigned to another post;or(3)The objective conditions taken as the basis for conclusion of the contract have greatly changed, so that the original labor contract cannot be performed and, after consultation between the employing unit and the worker, no agreement is reached on modification of the contents of the labor contract.Article 41 If, in any of the following circumstances, an employing unit needs to cut employment by more than 20 persons, or by less than 20 persons, which, however, accounts for more than 10 per cent of the total number of the enterprise’s employees, it may do so after it explains the situation to the trade union or all of its employees 30 days in advance, solicits opinions from among them and submit its plan for cutting employment to the administrative department of labor:(1)The enterprise is to undergo reorganization pursuant to the provisions of the Law on Enterprise Bankruptcy;(2)The enterprise is in dire straits in production and management;(3)The enterprise changes its line of production, introduces a major technological updating or adjusts its business method, and, after modification of the labor contracts, still needs to reduce its personnel;or(4)The objective economic conditions taken as the basis for conclusion of the labor contracts have greatly changed, so that the original labor contracts cannot be performed.When cutting employment, the employing unit shall continue to employ the following persons by giving priority to them:(1)persons who have concluded fixed-term labor contracts for a relatively long term with the employing unit;(2)persons who have concluded open-ended labor contracts with the employing unit;and(3)persons none of whose other family members has a job or who have an elder or minor depending on his support.If an employing unit that has cut its employment pursuant to the provisions in the first paragraph of this Article goes to recruit employees anew within six months, it shall give notification to the laid off persons and, under equal conditions, recruit them before others.Article 42 The employing unit may not revoke the labor contract concluded with the worker, who is under one of the following circumstances, by applying the provisions in Articles 40 and 41 of this Law:(1)Being engaged in operations exposed to occupational disease hazards, the worker is not given pre-departure occupational health examinations, or being suspected of an occupational disease, is in the process of being diagnosed or is under medical observation;(2)Having contracted an occupational disease or being injured at work, the work is confirmed to have totally or partially lost the ability to work;(3)The worker is in the prescribed period of medical treatment for illness, or for injury incurred when not at work, and;(4)The worker is during the pregnant, puerperal or breast-feeding stage;(5)The worker has been working for the employing unit continuously for 15 years in full and is less than 5 years away from the statutory retirement age;or(6)The worker is in any other circumstances as provided for by laws or administrative regulations.Article 43 Where an employing unit intends to revoke a labor contract unilaterally, it shall notify the trade union of the reasons in advance.If the employing unit violates the provisions of laws or administrative regulations or the labor contracts, the trade union shall have the right to demand that the employing unit put it right.The employing unit shall consider the trade union’s opinion and notify the trade union in writing of the settlement of the matter.Article 44 A labor contract shall be terminated under one of the following circumstances:(1)The term of the contract expires;(2)The worker concerned begins to enjoy the benefits of the basic old-age insurance pension in accordance with law;(3)The worker concerned dies, or is declared dead or missing by the people’s court;(4)The employing unit is declared bankrupt in accordance with law;(5)The business license of the employing unit is revoked, the employing unit is ordered to close down or to dissolve, or it decides to dissolve on an earlier date;or(6)any other circumstances provided for by laws and administrative regulations.Article 45 At the expiration of a labor contract, under one of the circumstances prescribed in Article 42 of this Law, the term of the labor contract shall be extended until the necessary conditions cease to exist.However, the termination of a labor contract with a worker who has totally or partially lost the ability to work, as specified in Subparagraph(2)of Article 42 of this Law shall be handled in accordance with the regulations of the State governing insurance for work-related injury.Article 46 The employing unit shall pay financial compensation to a worker under one of the following circumstances:(1)The worker revokes the labor contract pursuant to the provisions in Article 38 of this Law;(2)The employing unit proposes revocation of the labor contract to the worker pursuant to the provisions in Article 36 of this Law and the parties reach an agreement thereon through consultation;(3)The employing unit revokes the labor contract pursuant to the provisions in Article 40 of this Law;(4)The employing unit revokes the labor contract pursuant to the provisions in the first paragraph of Article 41 of this Law;(5)The fixed-term labor contract is terminated pursuant to the provisions in Subparagraph(1)of Article 44 of this Law, except that the worker does not agree to renew the contract even though the employing unit maintains the same conditions as, or offers better conditions than, the ones stipulated in the previous contract;(6)The labor contract is terminated pursuant to the provisions of Subparagraph(4)or(5)of Article 44 of this Law;or(7)Under any other circumstances provided for by laws or administrative regulations.Article 47 Financial compensation shall be paid on the basis of the number of years a person works in a unit, the rate being one month’s salary for the work of one full year.If he has worked for six months or more but less than one year, the time shall be calculated as one year;and if he has worked for less than six months, he shall be paid half of his monthly salary as financial compensation.If the monthly salary of a worker is three times the average monthly salary of the workers of the region for the previous year, which is published by the people’s government of the municipality directly under the Central Government or by that of the city divided into districts where the employing unit is located, the rate for his financial compensation payable shall be three times the average monthly salary of the workers, and the number of years involved shall not exceed 12 years.For the purposes of this Article, the monthly salary means the average of a given worker’s monthly salary for the 12 months prior to the revocation or termination of the labor contract.Article 48 Where an employing unit revokes or terminates a labor contract in violation of the provisions of this Law and the worker involved demands continued performance of the contract, the employing unit shall continue performing the same.If the worker does not demand so or if it becomes impossible for continued performance of the labor contract, the employing unit shall pay compensation pursuant to the provisions in Article 87 of this Law.Article 49 The State takes measures to establish and improve an inter-regional system to ensure that a worker’s social insurance account is continued when he is transferred to another region.Article 50 An employing unit shall issue a certificate of revocation or termination of the labor contract at the time of its revocation or termination and shall, within 15 days, undergo the formalities for the transfer of the worker’s personal file and social insurance account.The worker shall hand over the matters related to his work as agreed upon by both parties.If the employing unit needs to pay financial compensation to the worker according to the relevant provisions of this Law, it shall make such payment upon completion of the procedure for handover of the work-related matters.The employing unit shall keep the copy of a revoked or terminated labor contract for at least two years for reference.Chapter V Special Provisions Section 1 A Collective Contract Article 51 The employees of an enterprise as one party and the employing unit as the another may, through negotiation on an equal basis, conclude a collective contract on matters relating to labor remuneration, working hours, rest and vocation, occupational safety and health, insurance, welfare benefits, etc.The draft collective contract shall be submitted to the worker’s congress or to all the employees for discussion and adoption.A collective contract shall be concluded by the trade union on behalf of the employees of the enterprise with the employing unit.In an enterprise where a trade union has not yet been set up, such a contract shall be concluded with the employing unit by the representatives elected by the workers under the guidance of the trade union at a higher level.Article 52 The employees of an enterprise as one party may conclude special collective contracts with the employing unit in respect of occupational safety and health, protection of the rights and interests of female employees, wage adjustment mechanism, etc.Article 53 In regions at or below the county level, industry-wide or region-wide collective contracts may be concluded between the trade unions and the representatives of the enterprises engaging in such industries as construction, mining and catering service.Article 54 After conclusion, a collective contract shall be submitted to the administrative department of labor and it shall become valid if the department raises no objection within 15 days from the date it receives the text of the labor contract.A collective contract concluded in accordance with law is binding on the employing unit and the workers.An industry-wide or region-wide collective contract is binding on the employing units and the workers engaged in a given local industry or a given region.Article 55 The rates for labor remuneration and the standards for working conditions, etc.stipulated in a collective contract shall not be lower than the minimum rates and standards prescribed by the local People’s government.The rates for labor remuneration and standards for working conditions, etc.stipulated in the labor contract between an employing unit and a worker shall not be lower than those stipulated in the collective contract.Article 56 Where an employing unit breaches the collective contract and infringes upon the labor rights and interests of the workers, the trade union concerned may, in accordance with law, demand that the employing unit assume liability.If a dispute arise over the performance of the collective contract and cannot be resolved through consultation, the trade union may apply for arbitration or bring a lawsuit in accordance with law.Section 2 Labor Dispatch Article 57 A labor-dispatching unit shall be established in accordance with the relevant provisions in the Companies Law, and its registered capital shall be not less than RMB 500,000 yuan.Article 58 For the purposes of this Law, a labor-dispatching unit is an employing unit which performs the obligation of an employing unit to the workers.In the labor contract concluded between the labor-dispatching unit and the workers to be dispatched shall, in addition to the terms specified in Article 17 of this Law, be specified such terms as the units to which the workers are to be dispatched, the period of dispatch and the specific jobs.The labor-dispatching unit shall conclude with the workers to be dispatched a fixed-term labor contract for a period of not less than two years and shall pay labor remuneration on a monthly basis.During the intervals when there is no work to do, the labor-dispatching unit shall pay labor remuneration on a monthly basis at the minimum wage rate prescribed by the people’s government of the place where the workers are working.Article 59 When dispatching workers, the labor-dispatching unit shall conclude an agreement on labor dispatch with the unit that receives the workers under the dispatch arrangement(hereinafter referred to as the receiving unit).In the agreement on labor dispatch shall be stipulated the jobs dispatched to, the number of persons, the period for dispatch, the amounts and methods of payment of labor remuneration and social insurance premiums, and the liability for breach of the agreement.An receiving unit shall decide with the labor-dispatching unit on the period of dispatch based on the actual need for jobs and shall not divide a continuous period of employment in order to conclude a number of short-term agreements.Article 60 The labor-dispatching unit shall inform the workers to be dispatched of the content of the agreement on labor dispatch.The labor-dispatching unit shall not pocket the labor remuneration that the receiving unit pays to the workers in accordance with the agreement on labor dispatch.The labor-dispatching unit and the receiving unit may not charge any fees from the workers dispatched.Article 61 If a labor-dispatching unit dispatches workers to a receiving unit located in another place, the labor remuneration and working conditions to be enjoyed by the workers dispatched shall be provided in conformity with the rates and standards of the place where the receiving unit is located.Article 62 The receiving unit shall perform the following obligations:(1)to apply the labor standards of the State and provide the necessary working conditions and occupational protection;(2)to inform the dispatched workers of the job requirements and labor remuneration;(3)to give overtime pay and performance bonuses and provide welfare benefits related to specific posts;(4)to provide the dispatched workers training that is necessitated by the job they are on;and(5)to apply a regular wage adjustment mechanism in case of continued employment.The receiving unit may not re-dispatch the workers to another employing units.Article 63 Dispatched workers shall enjoy the right of equal pay for equal work as the workers of the receiving unit do.If a receiving unit has no workers holding the same kind of posts, labor remuneration shall be determined in light of that paid to the workers holding the same or similar posts at the place where the receiving unit is located.Article 64 The dispatched workers shall have the right, in accordance with law, to join the trade union of the labor-dispatching unit or the receiving unit or to organize a trade union, in order to protect their own legitimate rights and interests.Article 65 Dispatched workers may have their labor contracts with the labor-dispatching unit revoked pursuant to the provisions in Article 36 or 38 of this Law.If a dispatched worker is in any of the circumstances specified in Article 39 and Subparagraph(1)or(2)of Article 40 of this Law, the receiving unit may send him back to the labor-dispatching unit, which may have the labor contract with him revoked in accordance with the relevant provisions of this Law.Article 66 Workers are dispatched generally for temporary, auxiliary or substitute jobs.Article 67 No employing unit may establish labor-dispatching units to dispatch workers to its own unit or to its subordinate units.Section 3 Part-Time Employment Article 68 Part-time employment is a form of employment under which remuneration is chiefly calculated by the hour and the workers generally work for not more than 4 hours per day in average and not more than an aggregate of 24 hours per week for the same employing unit.Article 69 The two parties to part-time employment may conclude an oral agreement.A worker in part-time employment may conclude a labor contract with one or more employing units;however, the labor contract concluded later may not prejudice the performance of the one concluded earlier.Article 70 The two parties to part-time employment may not conclude an agreement on probation period.Article 71 Either of the two parties to part-time employment may give a notice to the other party at any time to terminate the employment, and in such a case the employing unit shall not pay any financial compensation.Article 72 The hourly remuneration rate for part-time employment may not be lower than the minimum hourly wage rate specified by the people’s government of the place where the employing unit is located.Labor remuneration settlement and payment cycle for part-time employment may not exceed 15 days.Chapter VI Supervision and Inspection Article 73 The administrative department of labor under the State Council shall be in charge of supervision over and administration of the implementation of the labor contract system nationwide.The administrative departments of labor of the local people’s governments at or above the county level shall be in charge of supervision over and administration of the implementation of the labor contract system in their own administrative areas.In supervising and administering the implementation of the labor contract system, the administrative departments of labor of the local people’s governments at or above the county level shall listen to the opinions of the trade unions, the enterprise representatives and the departments in charge of the specific industries.Article 74 The administrative departments of labor of the local people’s governments at or above the county level shall, in accordance with law, supervise and inspect the implementation of the labor contract system in respect of the following matters:(1)the rules and regulations formulated by the employing units that have a direct bearing on the immediate interests of the workers, and the implementation of such rules and regulations;(2)conclusion of labor contracts between employing units and workers and their revocation;(3)compliance with the relevant regulations on labor dispatch by the labor-dispatching units and the receiving units;(4)compliance by the employing units with the State regulations on working hours, rest and vocation of workers;(5)payment by the employing units of labor remuneration as stipulated in the labor contracts, and their compliance with the minimum wage standards;(6)purchase of the various types of social insurance by the employing units for the workers, and payment of social insurance premiums by the same;and(7)other matters subject to supervision and inspection concerning labor as specified in laws and regulations.Article 75 When the administrative department of labor of a local people’s government at or above the county level conducts supervision and inspection, it shall have the right to check the materials relating to labor contracts and collective contracts and to conduct on-the-spot inspection of the workplaces, and both the employing units and the workers shall truthfully provide relevant information and materials.When staff members of an administrative department of labor conduct supervision and inspection, they shall produce their papers, exercise their duties and powers according to law and enforce the law in a polite manner.Article 76 The departments in charge of supervision over and administration of construction, health, work safety, etc.under the people’s governments at or above the county level shall, within the limits of their respective duties, supervise and administer the implementation of the labor contract system by the employing units.Article 77 A worker whose legitimate rights and interests are infringed upon shall have the right to request the relevant department to deal with such infringement according to law, or to apply for arbitration or bring a lawsuit according to law.Article 78 The trade unions shall protect the legitimate rights and interests of the workers in accordance with law and supervise the performance of labor contracts and collective contracts by the employing units.Where an employing unit violates the labor laws or regulations or breaches a labor contract or a collective contract, the trade union concerned shall have the right to put forward its opinions or request rectification.Where a worker applies for arbitration or brings a lawsuit, the trade union concerned shall provide him with support and assistance in accordance with law.Article 79 All organizations and individuals shall have the right to inform against violations of this Law, and the administrative departments of labor of the people’s governments at or above the county level shall verify and deal with such violations in a timely manner and reward the ones that perform meritorious service.Chapter VII Legal Responsibility Article 80 Where the rules and regulations of an employing unit that have a direct bearing on the immediate interests of workers are in contravention with the provisions of laws and regulations, the administrative department of labor shall order it to rectify and shall give it a warning.If harm is done to a worker, the employing unit shall be liable for compensation.Article 81 Where the requisite terms provided for by this Law are not clearly stated in the text of a labor contract provided by an employing unit or an employing unit fails to deliver a copy of the labor contract to the worker, the administrative department of labor shall order it to rectify.If harm is done to the worker, the unit shall be liable for compensation.Article 82 Where an employing unit fails to conclude a written labor contract with a worker for more than a month but less than a year from the date it starts employing him, it shall pay the worker two times his salary for each month.Where an employing unit fails to conclude an open-ended labor contract with a worker in violation of the provisions of this Law, it shall pay the worker two times his salary for each month, starting from the date on which an open-ended labor contract should be concluded.Article 83 Where in violation of the provisions of this Law, an employing unit reaches an agreement with a worker on a probation period, the administrative department of labor shall order it to rectify.If the illegal agreement on a probation period is executed, the employing unit shall pay compensation to the worker at the rate of the worker’s monthly salary following the completion of his probation, for the period of performance by the worker in excess of the statutory probation period.Article 84 Where an employing unit, in violation of the provisions of this Law, detains a worker’s resident identity card or other certificates, the administrative department of labor shall order it to return the same to the worker within a time limit and impose on it a penalty in accordance with the provisions of relevant laws.Where an employing unit, in violation of the provisions of this Law, collect money or things of value from the workers in the name of guaranty or in other names, the administrative department of labor shall order it to return the same to the workers within a time limit and impose on it a fine at the rate of not less than 500 yuan but not more than 2,000 yuan for each person from whom it has collected money or things of value;if harm is done to the workers, it shall be liable for compensation.Where an employing unit detains a worker’s personal file or other articles when the worker has his labor contract revoked or terminated in accordance with law, it shall be penalized in accordance with the provisions in the preceding paragraph.Article 85 Where an employing unit commits one of the following acts, the administrative department of labor shall order it to pay the labor remuneration, give overtime pay or make other financial compensation within a time limit;if the labor remuneration is lower than the local minimum wage rate, it shall pay the difference.If it fails to make such payment at the expiration of the time limit, it shall be ordered to pay an additional compensation to the worker at a rate of not less than 50 percent but not more than 100 percent of the amount payable:(1)failing to pay a worker his labor remuneration on time and in full as stipulated in the labor contract or as prescribed by the State;(2)paying labor remuneration at a rate below the local minimum wage rate;(3)arranging overtime work but giving no overtime pay;or(4)failing to pay the worker financial compensation pursuant to the provisions of this Law when revoking or terminating a labor contract.Article 86 Where a labor contract is determined to be invalid in accordance with the provisions of Article 26 of this Law, which causes harm to the other party, the party in default shall be liable for compensation.Article 87 Where an employing unit revokes or terminates a labor contract in violation of the provisions of this Law, it shall pay compensation to the worker two times the rate of financial compensation specified in Article 47 of this Law.Article 88 Where an employing unit commits one of the following acts, it shall be subjected to an administrative sanction in accordance with law;if a criminal is constituted, it shall be investigated for criminal responsibility according to law;if harm is done to a worker, the employing unit shall be liable for compensation:(1)forcing a person to work by resorting to violence, intimidation or illegal restriction of personal freedom;(2)giving instructions in violation of rules and regulations or giving peremptory orders to a worker to perform hazardous operations, which endanger his personal safety;(3)humiliating, giving corporal punishment to, beating , illegally searching or detaining a worker;or(4)providing a worker with hazardous working conditions or a severely polluted environment, thus causing serious harm to the physical or mental health of the worker.Article 89 Where in violation of the provisions of this Law, an employing unit fails to issue to a worker a written statement proving the revocation or termination of the labor contract, the administrative department of labor shall order it to rectify.If harm is caused to the worker, the unit shall be liable for compensation.Article 90 Where a worker revokes the labor contract in violation of the provisions of this Law or breaches the confidentiality obligation or competition restriction stipulated in the labor contract, thus causing losses to the employing unit, he shall be liable for compensation.Article 91 Where an employing unit recruits a worker whose labor contract with another employing unit has not yet been revoked or terminated, and thus causing losses to the other employing unit, it shall bear joint and several liability for compensation.Article 92 Where a labor-dispatching unit violates the provisions of this Law, the administrative department of labor and other competent departments concerned shall order it to rectify.If the circumstances are serious, a fine shall be imposed on it, with not less than 1,000 yuan but not more than 5,000 yuan for each person, and its business license shall be revoked by the administrative department for industry and commerce.If harm is caused to the dispatched workers, the labor-dispatching unit and the labor-receiving unit shall bear joint and several liability for compensation.Article 93 An employing unit without the lawful business qualifications shall, in accordance with law, be investigated for legal responsibility for its illegal or criminal acts.If the workers have done their work, the employing unit or its sponsor(s)shall pay them labor remuneration, financial compensation and damages in accordance with the relevant provisions of this Law.If losses are caused to the workers, the unit shall be liable for compensation.Article 94 Where an individual that contracts for the operation of a business recruits workers in violation of the provisions of this Law, thus causing losses to the workers, the organization giving out the contract and the individual contractor shall bear joint and several liability for compensation.Article 95 Where an administrative department of labor or another competent department concerned or its staff member neglects its/his duties and fails to perform the statutory duties, or exercises its/his functions and powers in violation of law, thus causing losses to a worker or an employing unit, it /he shall be liable for compensation;the person directly in charge and the other persons directly responsible shall be given administrative sanctions according to law;if a crime is constituted, it/he shall be investigated for criminal responsibility according to law.Chapter VIII Supplementary Provisions Article 96 Where there are stipulations made in other laws or administrative regulations or by the State Council to govern the conclusion, performance, modification, revocation or termination of labor contracts between public institutions and the persons employed by them under the employment system, the provisions there shall prevail;otherwise, the relevant provisions in this Law shall apply.Article 97 A labor contract which is concluded in accordance with law prior to implementation of this Law and remains valid as of the date this Law goes into effect shall continue to be performed.With respect to the number of times for consecutive conclusion of a fixed-term labor contract, as provided for in Subparagraph(3)of the second paragraph in Article 14 of this Law, it shall begin to be calculated from the time the labor contract is renewed after this Law goes into effect.Where a labor relationship is established prior to the implementation of this Law but no written labor contract is concluded yet, such a contract shall be concluded within one month from the date this Law goes into effect.Where a labor contract which remains valid as of the date this Law goes into effect is revoked or terminated thereafter, financial compensation shall be paid pursuant to the provisions of Article 46 of this Law, and the number of years for which financial compensation should be paid shall be calculated from the date this Law goes into effect;where the employing unit should pay financial compensation to the worker concerned according to the relevant regulations at the time before this Law goes into effect, it shall do so in accordance with the relevant provisions then.Article 98 This Law shall go into effect as of January 1, 2008.

第二篇：中華人民共和國勞動合同法

《中華人民共和國勞動合同法》講稿

我國現行的勞動合同制度，是一九九四年七月全國人大常委會通過的《中華人民共和國勞動法》確立的。十三年來的實踐證明，勞動法確立的勞動合同制度，對于破除傳統計劃經濟體制下行政分配式的勞動用工制度，建立社會主義市場經濟體制相適應的用人單位與勞動者雙向選擇的勞動用工制度，實現勞動資源的市場配置，促進勞動關系和諧穩定，發揮了十分重要的作用。

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，全國人大常委會于2007年6月29日制訂《中華人民共和國勞動合同法》，該法將于2008年1月1日起施行。

下面我想從以下幾個方面與大家共同探討一下《勞動合同法》的有關問題：

一、為什么要制定勞動合同法。

1、尊重勞動，維護勞動者的合法權益。勞動合同法在尊重用人單位用工自主權的基礎上，要求用人單位應當做到以下幾點：

（1）必須與勞動者訂立勞動合同；（2）必須全面履行勞動合同；（3）應當與勞動者合理約定勞動合同期限，不得隨意與勞動者解除和終止勞動合同；（4）與勞動者解除和終止勞動合同時必須依法支付經濟補償。

2、構建社會主義和諧社會。勞動關系的和諧穩定，是保證企業正常的生產經營秩序，促進經濟社會和諧發展的前提和基石。勞動合同法在維護用人單位合法權益的同時，側重于維護弱勢的勞動者的合法權益，以實現雙方力量與利益的平衡。

3、完善勞動保障體系。勞動合同一方面從形式上確立勞動關系，從而為勞動者獲得勞動報酬，休息休假，社會保險等各項法定權益奠定基礎；另一方面又從內容上具體約定了勞動者工資、工作內容，工作時間等權益，從而為勞動者實現勞動保障權益提供了依據。當然，勞動合同法在側重保護勞動者合法權益的同時，勞動合同法也根據實際需要，增加了維護用人單位合法權益的內容。比如，為保護用人單位商業秘密和知識產權，促進創新和公平競爭，新規定了競業限制制度。

二、為什么要簽訂勞動合同？不簽勞動合同的法律后果是什么? 我在講這個問題前，首先要給大家講一下什么是勞動合同？根據我國《勞動法》第16條的定義：“勞動合同是勞動者與用人單位確立勞動關系、明確雙方權利和義務的協議。”理解這一概念，要弄清楚什么是勞動者、用人單位和勞動關系。

勞動者，泛指達到一定法律規定年齡，具有勞動能力，并實際參加社會勞動，以自己的勞動收入為主要生活來源的自然人。我國法定的勞動年齡是男性16-60周歲，女性16-50周歲（女干部16-55周歲），文藝、體育單位招收未滿16周歲的未成年人，應經縣以上勞動保障行政部門審批。

用人單位，又稱雇主，是指具有用人資格（即辦理企業法人營業執照或法人許可證），使用勞動力、組織生產勞動且向勞動者支付工資報酬，以贏利為目的或向社會提供公益服務的單位。用人單位包括企業、個體經濟組織、民辦非企業單位（企事業單位、社會團體和其他社會力量以及公民利用非國有資產舉辦的，從事非營利性社會服務活動的組織，如民辦學校、民辦醫院等）、國家機關、事業單位和社會團體。

勞動關系，是指用人單位招用勞動者為其成員，勞動者在用人單位的管理下提供有報酬的勞動而產生的權利義務關系。

根據我國《勞動合同法》第10條的規定，建立勞動關系，應當訂立勞動合同。這是一條強制性的規定，必須執行，否則就是違法。若用人單位與勞動者已建立勞動關系但未簽訂勞動合同，或者自用工之日起一個月內仍未訂立書面勞動合同，將要承擔以下法律后果：

1、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工資；

2、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，視為用人單位與勞動者已訂立無固定期限勞動合同；

3、用人單位違反我國《勞動法》第14條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工資。

三、如何簽訂勞動合同？簽訂勞動合同應當注意哪些問題？ 用人單位自用工之日起即與勞動者建立勞動關系，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。

簽訂勞動合同時，勞動者和用人單位應當注意哪些問題？

1、從勞動者方面看：

（1）在訂立勞動合同前的締約過程中了解用人單位的主體資格，特別是相關制度、勞動條件、工作地點、工作報酬等情況；

（2）審閱勞動合同的條款是否完備、內容是否合法。

2、從用人單位看：

（1）在締約過程中了解勞動者年齡、健康狀況、知識技能；（2）不得向勞動者收取定金、保證金、抵押物和證件。另外，簽訂勞動合同還應當弄清勞動合同的形式及試用期的相關規定。

1、勞動合同的期限。

勞動合同期限是指勞動合同的有效時間，是雙方當事人所訂立的勞動合同起始和終止的時間，也是勞動關系具有法律效力的時間。

勞動合同期限有三種形式：

（1）有固定期限合同，亦稱有一定期限的勞動合同。它是指勞動者與用人單位在訂立勞動合同中，對勞動合同履行的起始和終止日期有具體明確的約定；

（2）無固定期限勞動合同，亦稱沒有一定期限或不定期的勞動合同。它是指勞動者與用人單位訂立勞動合同時不約定具體明確的終止日期的合同。勞動者與用人單位簽訂無固定期限勞動合同應具備以下條件：

①只要雙方達成一致，無論是初次就業，還是由固定工轉制的，都可以簽訂無固定期限勞動合同；

②勞動者在同一用人單位連續工作滿10年以上，當事人雙方同意續延勞動合同的，如果勞動者提出訂立無固定期限的勞動合同，應當訂立無固定期限勞動合同；

③連續訂立二次固定期限勞動合同后，續訂勞動合同的，如果勞動者提出訂立無固定期限勞動合同，應當訂立無固定期限勞動合同；

④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，視為勞動者與用人單位已訂立無固定期限的勞動合同。

（3）以完成一定工作任務為期限的勞動合同，即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。

2、什么是試用期？試用期長短如何掌握？如何確定試用期的工資標準？

試用期是指用人單位和勞動者在建立勞動關系后為了相互了解，選擇而約定的不超過六個月的考察期，勞動合同中可以約定試用期，也可以不約定試用期。

根據我國《勞動合同法》第19條之規定：①勞動合同期限在3個月以上不滿1年的，試用期不超過1個月；②勞動合同期限在一年以上不滿3年的，試用期不得超過2個月；③3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6個月；④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。在這里我還要向大家說明一下：①同一用人單位與同一勞動者只能約定1次試用期；②試用期已含在勞動合同的期限中，勞動合同中僅約定試用期，試用期不成立，該期限為勞動合同期限；③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。勞動者在試用期的工資不得低于本單位相同崗位最低工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最低工資標準。

四、簽訂勞動合同時，用人單位不能向勞動者收取定金、保證金、抵押物和證件。

我國《勞動合同法》第9條規定：“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。”否則，將由公安機關和勞動行政部門責令用人單位限期返還給勞動者本人，并依照法律規定給予處罰，給勞動者造成損害的，還應承擔賠償責任。

五、勞動合同的解除和終止。

勞動合同解除是指勞動合同訂立后，尚未全部履行。由于某種原因導致勞動合同的一方或雙方當事人提出消滅勞動關系的法律行為。勞動合同的解除分為法定解除和約定解除兩種。即勞動合同可以由單方（即用人單位或勞動者）依法解除，也可以由雙方協商解除，那么用人單位在什么情況下可以單方解除勞動合同呢？

1、根據我國《勞動合同法》第39條規定，勞動者有下列情形之一的，用人單位可以解除合同：

（1）在試用期間被證明不符合錄用條件的；（2）嚴重違反用人單位規章制度的；

（3）嚴重失職、營私舞弊、對用人單位造成重大損害的；（4）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后拒不改正的；

（5）被依法追究刑事責任的。

2、根據我國《勞動合同法》第40條規定，有下列情形之一的，用人單位可以提出解除勞動合同，但必須提前30日以書面形式通知勞動者本人，并支付勞動者一個月工資后才可以解除勞動合同。

（1）勞動者患病或者非因公負傷，在規定的醫療期后，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；（2）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；

（3）勞動合同訂立時所依據的客觀情況發生重大變化，致使原勞動合同無法履行，經當事人協商不能就變更勞動合同達成協議的。

勞動合同終止是指當事人雙方按照勞動合同規定的條款，實現和履行了相應的權利義務。勞動合同期滿或者雙方約定的終止條件出現而使合同喪失效力，雙方的權利義務關系已經停止。

根據《勞動合同法》第44條規定，有下列情形之一的，勞動合同終止：

（1）勞動合同期滿的；

（2）勞動者開始依法享受基本養老保險待遇的；

（3）勞動者死亡，或者被人民法院宣告死亡或者宣告失蹤的；（4）用人單位被依法宣告破產；

（5）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；

（6）法律、行政法規規定的其他情形。

3、用人單位終止和解除勞動合同后如何支付經濟補償金？支付標準如何？

根據我國《勞動合同法》第46條之規定，有下列情形之一的，用人單位終止和解勞動合同的，應當向勞動者支付經濟補償。

（1）勞動者依照《勞動合同法》第38條規定解除勞動合同的；（2）用人單位依照第《勞動合同法》36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；

（3）用人單位依照《勞動合同法》第40條規定解除勞動合同的；（4）用人單位依照《勞動合同法》第41條第1款規定解除勞動合同的；

（5）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《勞動合同法》第44條第1款規定終止固定期限勞動合同的；（6）依照《勞動合同法》第44條規定第4項、第5項規定終止勞動合同的；

（7）法律、行政法規規定的其他情形。

經濟補償的辦法是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。

4、終止和解除勞動合同應怎樣履行手續？ 勞動合同的解除或終止，一般應履行以下手續：

（1）將解除或終止勞動合同通知書送達對方當事人。送達主要有三種方式，首先是直接交給對方當事人，由其簽收；若有困難，可采取郵寄送達方式，須向郵局查詢簽收回單；郵寄不成，則可以采取公告送達，可在報刊上刊登公告，自刊登之日起30日，即視為送達。總之，一定要有送達的憑證。

（2）勞動者按用人單位的要求辦理工作交接手續。如辦理《離職會簽單》，向用人單位指定的人員交接財物和工作，應有書面交接單據。

（3）承擔違法、違約責任。違法、違約的一方當事人，應依法或依約向對方支付賠償金、經濟補償金或違約金等。

（4）用人單位在15日內按勞動者的要求為其辦理檔案關系和社會保險。

六、勞動者在什么情況下可以解除勞動合同。

1、根據《勞動合同法》第38條規定，有下列情形之一的，勞動者可以通知用人單位解除勞動合同：

（1）未按照勞動合同約定提供勞動保護或者勞動條件的；（2）未及時足額支付勞動報酬的；（3）未依法為勞動者繳納社會保險的；

（4）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。

（5）因勞動合同無效或者部分無效： ①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；

②用人單位免除自己的法定責任，排除勞動者權利的； ③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。

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支付。

2、勞動者解除勞動合同，應當提前30日以書面形式通知用人單位。但勞動者在試用期內只需提前3日通知用人單位，就可以解除勞動合同。但有兩種情況勞動者可以立即解除勞動合同，不需要先告知用人單位：①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；②用人單位違章指揮，強迫冒險作業危及勞動者人身安全的。

3、勞動者違反勞動合同給用人單位造成損失的應如何賠償？ 勞動部關于《違反<勞動法>有關勞動合同規定的賠償辦法》第4條規定，勞動者違反勞動法的有關規定或勞動合同的約定解除勞動合同，對用人單位造成損失的，勞動者應賠償用人單位下列損失：

（1）用人單位招收錄用其所支付的費用；

（2）用人單位為其支付的培訓費用，雙方另有約定上的按約定處

理；

（3）對用人單位生產、經營和工作造成的直接經濟損失；（4）勞動合同約定的其他賠償費用。

勞動者違反合同中約定的保密事項，對用人單位造成經濟損失的，按《反不正當競爭法》第20條的規定支付用人單位賠償費用。

七、勞動合同制度實施的監督檢查。當用人單位與勞動者發生勞動爭議時，勞動者往往是通過申請仲裁，提起訴訟維護自已的合法權益。但這兩種方式時間長，維權成本高。為了盡快地解決雙方的勞動爭議糾紛，勞動者還可以采取向勞動行政部門（勞動監察大隊）投訴的方式來解決。根據我國《勞動合同法》第74條之規定，勞動行政部門依法對用人單位與勞動者訂立和解除勞動合同的情況，支付勞動合同約定的勞動報酬和和執行最低工資標準的情況，參加各項社會保險和繳納社會保險的情況進行監督檢查，責令限期整改。

最后，我講一下《勞動合同法》實施后應注意的問題：

1、《勞動合同法》施行前并已依法訂立，且在施行之日存續的勞動合同，繼續履行；

2、連續訂立固定期限勞動合同的次數，自《勞動合同法》施行后續訂固定期限勞動合同時開始計算。

3、《勞動合同法》施行前并已建立勞動關系，尚未訂立書面勞動合同的，應當自《勞動合同法》施行之日起一個月內訂立。

4、《勞動合同法》施行之日存續的勞動合同，在該法施行后解除或者終止，應當按其46條規定支付經濟補償的，經濟補償年限自施行之日起計算。

5、《勞動合同法》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，按照當時有關規定施行。

由于時間的關系，今天我就只能給大家講這么多了。講的不好的地方還請大家多指正。

第三篇：中華人民共和國勞動合同法

《中華人民共和國勞動合同法》試題 部門：工號：

一、判斷題

1.勞動者與用人單位已建立勞動關系，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。（）

2.勞動合同類型可分為：有固定期限勞動合同、無固定期限勞動合同、以完成一定工作任務為期限的勞動合同。（）

3、用人單位自用工之日起滿一個月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。（）

4、用人單位違反《勞動合同》規定不與勞動者訂立無規定期限勞動合同的，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。（）

5.在法定休假日勞動的，按照不低于工資的300％支付加班工資。（）

6.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。可以采取口頭形式。（）

7.勞務派遣單位和用工單位可以向被派遣勞動者收取一定的費用。（）

8.用人單位招用與其他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。（）

9.勞動者對工資支付承擔舉證責任。（）

10.用人單位應當按時繳納工傷保險費，職工個人不繳納工傷保險費。（）

二、選擇題

1.根據《勞動合同法》第十條第一款的規定，建立勞動關系，應當訂立()。

A.書面勞動合同B.口頭勞動合同C.書面或者口頭勞動合同

2.根據《勞動合同法》第十二條的規定，勞動合同類型有()。

A.固定期限勞動合同B.無固定期限勞動合同C.以完成一定工作任務為期限的勞動合同

3.根據《勞動合同法》第十四條的規定，有下列()情形的，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。

A.勞動者在該用人單位連續工作滿十年B.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五年C.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、二項規定的情形，續訂勞動合同的4.根據《勞動合同法》第十四條的規定，用人單位自用工之日起滿()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。

A.1個月B.6個月C.1年

5.根據《勞動合同法》第二十一條的規定，下列關于用人單位在試用期中解除勞動合同的說法不正確的是()。

A.試用期內用人單位可以隨時通知勞動者解除勞動合同B.用人單位在試用期解除勞動合同的，不需向勞動者說明理由C.在試用期內被證明不符合錄用條件的，用人單位可以解除勞動合同

6.根據《勞動合同法》第二十二條的規定，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，可以與該勞動者訂立協議，約定服務期，在服務期中可約定勞動者違反服務期約定的，應支付的違約金數額()。

A.不得超過用人單位提供的培訓費用B.應等于用人單位提供的培訓費用C.可以大于用人單位提供的培訓費用

7.根據《勞動合同法》第二十六條的規定，下列()情形下，勞動合同無效或者部分無效。

A.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B.用人單位免除自己的法定責任、排除勞動者權利的C.違反法律、行政法規強制性規定的8.根據《勞動合同法》第二十八條的規定，勞動合同被確認無效，但勞動者已付出勞動的，用人單位向勞動者支付勞動報酬的數額，應當()。

A.按照當地最低工資標準支付B.按照本單位平均工資支付

C.參照本單位相同或者相近崗位勞動者的勞動報酬確定

9.按照《勞動合同法》的規定，用人單位拖欠或者未足額支付勞動報酬的，勞動者可以向()申請支付令，應當依法發出支付令。

A.當地人民法院B.當地勞動保障行政部門C.當地人民法院或勞動保障行政部門

10.根據《勞動合同法》第五十八條的規定，勞務派遣單位與被派遣勞動者訂立的勞動合同，除應當載明勞動合同法第十七條規定的事項外，還應當載明被派遣勞動者的()等情況。

A.用工單位B.派遣期限C.工作崗位

第四篇：中華人民共和國勞動合同法

中華人民共和國勞動合同法

第一章總則

來源：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。

適用于：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。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，必須依照本法執行。

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。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。

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。

第二章勞動合同的訂立

第五篇：中華人民共和國勞動合同法

《中華人民共和國勞動合同法》（下文均簡稱勞動合同法）幾經周折商榷、較量，終獲頒布，即將于明年伊始實施。有數據顯示，自2006 年3 月該法草案公開征求意見以來，短短一個月內，反饋意見就達191849 件，使之成為新中國立法史上僅次于“五四憲法”的熱議法典[1]。然而令立法者始料不及的是，新法公布短短幾月里，以“華為事件”為典型，各地區企業為規避新法而大幅裁員等與新法正式實施賽跑的裁員、重新定約、“工齡歸零”事件層出不窮[2]，以至于更多國人開始質疑和反思勞動合同法所能給勞資權益關系平衡乃至對社會利益的效用。如何理解該法制度設計中所涉對傾斜保護的制度選擇及勞資雙方的利益矯正，無疑是解答個中社會難題的關鍵之一。

一、立法性質及主旨之辨

中國勞動力使用及勞動者權益狀況歷來備受各方關注，也日益穩固其在國家可持續發展的重要因素之地位，同時可考察的勞資爭議、糾紛也逐步升級。2005年，勞動與社會保障部在總結我國現行勞動合同制度、借鑒發達市場經濟國家勞動合同制度的基礎上，起草了《中華人民共和國勞動合同法(草案送審稿)》，于同年報國務院審議。在此基礎上，國務院法制辦會同勞動保障部、全國總工會經過廣泛征求意見，修改形成了《中華人民共和國勞動合同法(草案)》，并于2005 年10月28 日國務院常務會議討論通過，向社會公布，至近兩年后最終頒布時，各界討論空前激烈[3]，可謂在新中國立法史上極為鮮見，可歸結出如下主要爭點：

其一，對勞動合同法本身的部門法屬性存在爭議。此爭議涉及立法的定性問題，在勞動合同法制定初期表現較為突出，討論的爭點在于勞動合同是否應當具備不同于一般合同的特殊性，以及其是否當向上歸并于民事合同法領域，抑或是納入勞動法所背靠的范疇更為寬泛的社會法項下[4]。

其二，對勞動合同法是否應采用對勞動者傾斜式“單保護”保護或勞資并重的“雙保護”存在爭議。嚴格而言，其當屬于立法部門劃分的衍生化問題。舉凡主張民事合同立法性質必然可導出平等保護的法益分配邏輯；反之則可能得到單向傾斜保護的結論。但這并非是絕然化的，由于在傾斜保護派內部中存在對保護程度及執行方式、力度之別，也導致了對勞方或資方利益協調手段上認識上的差異化，其中之典型即著名的“南北論戰”[5]。

其三，立法進程受到前所為有的國際關注和施壓。隨著中國在世界經濟舞臺上扮演越發重要的角色，內國勞資關系的調整對國際經濟組織在華投資乃至國際市場運行都將產生巨大的連鎖效應。可以看到，此次勞動合同立法過程便已突破國際化邊界：不僅國內各方紛紛提交反饋意見，各國政府也對其表示了關注，同時國際商會及外國企業等組織也公開向人大法工委提交意見[6]。

立法宗旨即其導向，是法價值的一般外化。勞動法的誕生及獨立生長正是基于對勞動者一方力量相對弱小的假設。從社會統計的角度而言，也應當是成立的，尤其表現在中國這樣一個長期存在“強資弱勞”的用工大體系中。其決定在規制勞動合同雙方權義關系時不可能完全遵照平等主體之間程式化的民事法，而應由國家進行社會性干預，偏重對一方的利益維護以達成實質公正，此也為社會法最為一般化的象征。同時，我國的勞動立法尚不完備，在勞動合同領域或語意不明或告闕如，難以有效應對現階段轉型時期復雜多變的勞動市場變化和各方權益維護。以此為基點，勞動合同法之利益范式自應歸并到更為寬泛的社會法之中。既然屬于社會法范疇，那么其雖以“合同”定名，但實質則在借用強制性濃郁的非民事合同之軀殼，固定、保存較微觀民事平等權利更為抽象、宏觀的社會化公益和社會秩序的穩定。

二、簡窺勞動合同立法之傾斜保護制度設計

考量勞動合同法所具有的傾斜性“父愛主義”特質[7]，首先應界定衡量的兩個緯度。其一在于制度設計中天平權重泛輕一端施法受體的界定，即與勞方相對應的“資方”、“用人單位”；另一緯度則在于合同運行本身。之于第一個緯度之界定，本法所稱“用人單位”對企業、個體經濟組織、民辦非企業單位逐一予以涵攝，范圍可謂寬廣；之于第二個緯度而言，勞動合同法律關系所涉法益維護則貫穿合同行為之始終，涵蓋勞動合同建立、履行、變更、終止乃至后續權利救濟幾個方面。通過簡單解構勞動合同運行的生命周期，不難發現體系化的傾斜性保護制度設計。

首先，勞動合同法努力構架某種穩固化的雇傭合同關系和人事保障制度。

在訂立勞動合同方面，訂立書面形式的勞動合同成為一般性原則。為防止事實勞動關系游離于法律保護之外帶來用工關系多變而導致的利益損失，特別規定此情況下用人單位應在一個月內訂立書面合同。同時，勞動合同法的一大亮點還在于其對試用期勞動法律關系、非全日制用工勞動法律關系及勞務派遣勞動法律關系的相應期限都做出了具體化的數量規定。在合同的履行、變更及終止方面，本法明文規定有“用人單位變更名稱、法定代表人、主要負責人或投資人等事項”、“合并或者分立”的情況下，原勞動合同繼續有效；為維護用工關系和勞動契約的穩定，合同雙方在解除勞動合同前法定期限內應盡告知義務，而為保護勞動者免受用人單位不法侵害，依據本法第38條，勞動者可以立即解除勞動合同而不需事先告知。同時，本法同時也對雇傭方在解除勞動合同時規定了限制條款。主要反映為有條件的禁止合同解除，以及裁員意見應聽取工會或全體職工反饋、解聘后再招錄人員時的優先回聘措施。前者即如本法第42條，后者主要表現為第41條之規定。

其次，勞動合同法詳盡設計了合同報酬的支付形式。

合同之效力發源在于意思自治，約定優位于法定。但作為社會法客觀組成部分的勞動合同法律關系，其相應權義分配不能僅有合同雙方意思約定，否則將導致利益失衡之災難。“現代契約法的問題已不再是契約自由而是契約正義的問題”[8]。為此，勞動合同法中主要對未約定報酬情形、試用期報酬、非全日制用工條件及勞務派遣對價支付方法做出反應。不難得到，上述規定之情境均為當下用工制度中難以保全勞方經濟利益的薄弱環節，也往往是勞資雙方利益發生劇烈沖突的高發環節。對這些無力通過平等協商實現勞資雙方利益均衡，尤其難以使勞方最起碼的財產及生存權利得到充分保障的隱形脫法層面進行強力回補，不但必要，而且是勞動立法應當為的。

再次，勞動合同法豐富了傾斜保護的權利救濟手段，對經濟賠償數額予以標準化。對用人單位拖欠或未足額支付勞動報酬所謂“惡意欠薪”的情況，本法第30條規定了法院應依法發出支付令。同時，勞動合同法首次針對不簽訂書面勞動合同、逾期不履行支付勞動報酬義務及違規解除或終止勞動合同關系的用人單位予以相應的經濟警戒抑或懲罰性加倍償付措施。以此引導用人單位在具體履行勞動合同義務和日常經營行為時將計量行為成本，一定程度上也有利于勞動者穩固雇傭關系和己身合法權益的保護。

三、勞動合同主體之法益博弈與平衡

（一）勞動合同主體權益權衡之要因

誠然，勞動合同法行文雖采用了社會法貫有的傾斜式視角，但并不意味其將深陷純粹的“勞動者權益保護法”、“就業保障法”之泥淖[9]。雖然各界正呼吁在現存勞動市場用工環境之窘境下誕生勞動者特有的維權法案，但其注定不能是此部勞動合同法。即從合同的字面定義

可知，其理所當然會涉及到兩個不同的制度受體或利益主體，全然偏向一方利益而忽視、甚至舍去另一方本身就已經超出了此法典題中之義，而歸于離題萬里。實際上，受制于“法鎖”深意下的合同一方之用人單位的利益若無法得到有效衡平，恐在短期內會滋生并導致勞動者大量的敗德行為，損及合法用工人的經濟利益，由此發生連鎖效應，用工環境惡化乃至脫法，最終必將形成整個勞動力市場的秩序淪喪。

易言之，由于勞動法律關系不能單純依靠勞動合同雙方的意思自治和互相約束機制來確保平衡，而首先應當由政府或權力組織予以界定合同規則的有效空間，同時在具體的運行過程中，尚存接受監督者更為顯著規制需求，這本身就是社會法外部性效應的體現。勞動合同中，利益配比關系存在有較民商事法律關系可等同的形式正義表達的機會便很容易被證偽，也宣告了其并非只是對訂約雙方的利益因素簡易考量便告萬事大吉，而應當更多地權衡其所能帶來的社會責任和隱性影響波及。尤其在強資弱勞反映劇烈的時代，更不能低估傾斜式制度設計背后所可能引發的另一種極端威脅。

恰如財政稅收和稅率經濟杠桿調節過程中著名的拉弗曲線軌跡呈現的那般，稅率的提高不必然導致財政收入的凈增。同理也易類比得出，勞動合同制度的傾斜保護對雇傭主體而言，并非盤剝、掠奪，更多的在于消弭其可能伴生的用人單位自身維權成本、管理成本、訴訟成本等，促進利益結構調整，調處本不應歸屬雇傭主體利益或不利益的必然手段。盡管此全然僅非法學視角能揭示勞動合同雙方全數的非等效利益關系，但卻有助于使之明朗化：對受雇主體一方而言，勞動合同法不應視為一般性的勞動“權利法案”，其作用僅在于穩定勞動法律關系，解決勞動法律行為中的不定性，為其合法維權和促進勞資利益共同發展提供便利之門。由此，權益博弈、比對的平衡自應成為不啻于保護目的的一大關鍵功能。

故而，勞動合同法中，文意大可適當流露其所關注的主要傾向，但對勞資二者法益的平衡也應明確是十分必要的。視此為基點進行檢索，可以看到勞動合同法對合同主體的利益平衡亦具有體系化的規定。

（二）相關條款對衡平法益之顯現概覽

首先，勞動合同法要求立約雙方能夠建立信息對稱、互通相容的交流氛圍。本法第8條明確規定，雇傭者應如實告知勞動者有關工作的內容、條件、地點、職業屬性及可能危害，以及勞動者要求了解的情況；與之相對，雇傭方也有權了解勞動者與勞動合同直接相關的信息，但僅限于與工作直接關聯的勞動者信息。

其次，為更好維護雇傭者的合法權益，謹防出現勞動者由于不法違約而損及經濟主體利益之虞，勞動合同法特針對競業禁止、約定服務期違約金、培訓費用的償付等問題做出更為明確的涉及。有效緩解用人單位因恐勞動者頻繁“跳槽”，無法使在勞動者身上的投資有效轉化為現實生產力，或造成用人單位核心自主競爭技術泄漏，負擔難以彌補損失之風險。本著平衡的理念，本法同時采取勞資兩方合理上限負擔原則，對雇傭方和勞動者所定違約金和禁止競業期限都規定了最高限額或最長期限。

再次，對整個勞動合同關系的生命周期也傾注了衡平的思想。在立約方面，除本法第17條規定的法定必備條款外，允許用人單位和勞動者就試用期、培訓、保密、補充保險和福利待遇等方面進行協商。在合同變更和穩定化方面，對無固定期限合同予以列明，此在下文予以詳述。在合同終止方面，本法第37條、第39條及第40條對用人單位終結勞動合同做出規制，并配置以相關的經濟補償制度。筆者傾向于認為經濟補償本身是中性的，并不含有傾斜保護的意味。第40條中，“額外支付勞動者一個月工資”的條款也不宜認為是傾斜式規定，也不是用工單位肆意解約的墊腳石，而應被認為是用工單位為達到提前解約目的所應支付的對價。

條文中規定的是用工單位“可以”解約，除去現實法律執行的差異化環境因素，條文的中立性須是不容置疑的。

（三）也談勞動合同法中的“無固定期限條款”

無固定期限合同條款主要表現在本法第14條的相關規定，從勞動合同法草案到正式頒行都始終逃離不了熱議的樊籬，備受討論與爭議，社會各界存在有不同程度的誤讀。隨著勞動合同法的生效漸行漸近，以著名的“華為事件”為始端，各地企業頻現以“先辭職再競崗”的方式讓老員工工齡“歸零”的事件[10]，用以避免法定的“鐵飯碗”，使雇傭者背上沉重的經濟重擔。而事實上，無固定期限條款與計劃經濟時代的“鐵飯碗”用工制度乃天差地別，正恰恰是實現勞資雙方經濟利益衡平的重要途徑。

此對這些差距做一簡要統計。其一，二者成立的制度背景不同。不同于計劃經濟時代統分模式的招工用工環境，無固定期限勞動合同是由勞動市場機制調配，達到特定用工條件下所施行的用工制度，其本質還在于反映社會化市場經濟的要求。其二，無固定期限合同的成立模式更具有多樣化。僅從本法第14條就可以看到大致4種不同的情景模式將導致有期限勞動合同的無固定期限化，這與“鐵飯碗”的誕生條件明顯是迥然有別的。其三，無固定期限勞動合同在于使勞資雙方的利益得以有效平衡，實現二者經濟收益正效用及盡可能的最大化，從社會福利角度審視則在于追求共生、共贏。而計劃經濟條件下的工作分派，企業一方從來就不能真正成為市場主力，缺乏充分的自主權利，也就無所謂追求利益優化的目的。換言之，二者的實施目的也應是不同的。

既然無固定期限合同條款可以被排異出“鐵飯碗”的用工機制，那么考察發生誤讀的另一原因，就應歸結于人為的將無固定期限合同和無法解除勞動關系相混同，其實際上已掉入概念偷換之陷阱。因為勞動合同法從來便沒有變成限制企業合法用工的枷鎖和勞動者怠工誤崗的“護身符”，自也不會對正常的勞動力市場資源配置設置不應有的障礙。上文中所提及勞動者和用人單位在法定合同條款之外所能約定的合法任意性條款，以及許多合同解除條件均同樣適用于無固定期限合同，不存在任何可排除適用的理由。

故而，排除了與無法解約及終生雇傭混同之可能，所謂無固定期限條款主要解決的難點僅在于事實勞動關系條件下可能給合同雙方帶來的諸多不便。對往往為事實勞動關系所累的勞動方而言，由于事實勞動關系不穩定性和高社會風險所帶來的經濟支付、經濟賠償、福利保障等糾紛，損及其合法權益的概率及其維權申訴途徑耗費之成本都可能造成個體的嚴重創傷，盡管普遍，但也并非絕對。另一方面，對用人單位一方而言，事實勞動關系下，其無法有效掌握勞動者的日常行為，亦缺少對勞動者競業禁止、試用期考察、在具體工作中造成對外侵權以及勞動者申請侵權損害賠償案件的事前約定、事中監督，便難以有效規范約束勞動者，時常脫離了企業的職工績效考核體系的控制，在事后調查處理糾紛時也頗耗費人力物力，影響正常經營乃至發生損失。

企業不情愿接受無固定期勞動合同，很大程度上也是基于成本的考量，青睞靈活多變的用工制度，而每每擔心日后在職工薪酬及退休福利等領域背上重負，喪失經營活力而陷于窘困。此雖不無道理，但往往得不償失，以犧牲穩定用工條件換取靈活雇工的不明風險。同時已然超出勞動合同法的立法原委，涉及到社會保障體系的構建和整個社會法制度的完善之浩大工程，勢單力薄。采用與立法規定的相反措施，用工單位欲通過規避法律而非設計更為人性化、科學化的用人口徑來獲得較低的成本，只會令其生長空間越發狹小，導致社會評價水平的降低，加劇削弱長期可持續發展能力。比較而言，立法者之所以采用諸如“十年”而非三年、五年、二十年的年限作為轉化合同性質的時間條件，就在于希望給用工者和勞動者之間的互信、了解提供一個合適的考察與磨合階段，更短則恐難以維系用人單位的對勞動者忠誠度、業務勤勉及能力的信任；更長則恐對勞動者激勵耗盡，短期內因社會保障資源貧乏而致救濟不彰，也會影響到用人單位的經營利益。

故而，在合同雙方能夠且愿意提供的最小損失限度內，運用外部化手段規定一個可接受的強制性條款，其意味自當與民商法中“情勢變更”“不可抗力”一類的半公權力型規則相當，本不應引發社會的如此反響。也應說明的是，只有在一方不愿遵循雙方達成的默契條件下而默然踐踏善良風俗時，法律對定約的干預力必將導致不可變更的結果，這才可能算得上具備些許傾斜性，此即如第14條第三款之規定。

四、余論

簡言之，勞動合同法的立法主旨和精髓在于維持勞動市場要素配置的穩定及優化，以達到社會整體秩序意義上的共贏，對相對弱勢的勞動者群體進行傾斜維護和權衡勞動合同雙方的法益構架應為其不可偏廢的兩翼。自勞動合同法頒布以來，諸多學者對勞動合同法將給勞動者、企業等用工單位權益及社會整體效應做了有益的小結和預測。之于用工主體，主要反映為應在用工機制和管理模式的轉變，更新與新法不相適應的經營方式和所謂用工“習慣”，無形中對勞動者、勞動力市場良性運行均有裨益，此不再贅述[11]。此僅就勞動合同法正式實施后尚應解決的問題予以簡要歸并。

其一是新老制度如何替換交接的問題。與此前勞動法律法規相較，其制度變化巨大，例如經濟合同補償金、無固定期合同要求、試用期期限及薪酬、違約金限額、勞務派遣等都做了新的表述和規定，生效后的具體實踐伴隨著“破立兼行”的歷程，這在現階段和將來很長一段時間內[12]，將是實施的難點所在。

其二是與勞動法、中小企業促進法、促進就業法等社會法及其他部門法的銜接問題。勞動合同法立法宗旨在于實現勞動合同法律關系規范化和平衡勞資利益博弈，不可避免會對我國中小企業的長遠發展及社會就業問題的引導與解決等方面產生輻射效應。且其同勞動法體系自身的完善和法學理論發展也有莫大關聯。如何使社會法體系同其他相關部門法一道，適應國內勞動力分配及對外勞務派遣的新變化，在勞動力市場配置及規制調節環節產生協同作用，是勞動合同法不斷修正完善的一大任務。

其三是條文可操作性和正確執行的強化問題。勞動合同法在做出諸多制度創新的同時，也存有需要強化可操作性和具體出臺相應實施細則、立法及司法解釋的空間。例如，社會反應強烈的無固定期合同條款中續約次數如何計算的問題，工齡計算問題以及用人單位大規模裁員時怎樣規范操作等問題。這一方面應依靠于及時統計新法實施后的司法運用和效用反饋，具體用人單位的實踐總結和改進，另一方面在于汲取各國勞動立法的有益經驗，避免由于惡性規避所帶給社會用工環境及經濟氛圍的負效用。