第一篇：《中华人民共和国劳动合同法》英文版
LAW OF THE PEOPLE'S REPUBLIC OF CHINA ON EMPLOYMENT C
ONTRACTS
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 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.
第二篇：中华人民共和国劳动合同法
《中华人民共和国劳动合同法》讲稿
我国现行的劳动合同制度，是一九九四年七月全国人大常委会通过的《中华人民共和国劳动法》确立的。十三年来的实践证明，劳动法确立的劳动合同制度，对于破除传统计划经济体制下行政分配式的劳动用工制度，建立社会主义市场经济体制相适应的用人单位与劳动者双向选择的劳动用工制度，实现劳动资源的市场配置，促进劳动关系和谐稳定，发挥了十分重要的作用。
为了完善劳动合同制度，明确劳动合同双方当事人的权利和义务，保护劳动者的合法权益，构建和发展和谐稳定的劳动关系，全国人大常委会于2007年6月29日制订《中华人民共和国劳动合同法》，该法将于2008年1月1日起施行。
下面我想从以下几个方面与大家共同探讨一下《劳动合同法》的有关问题：
一、为什么要制定劳动合同法。
1、尊重劳动，维护劳动者的合法权益。劳动合同法在尊重用人单位用工自主权的基础上，要求用人单位应当做到以下几点：
（1）必须与劳动者订立劳动合同；（2）必须全面履行劳动合同；（3）应当与劳动者合理约定劳动合同期限，不得随意与劳动者解除和终止劳动合同；（4）与劳动者解除和终止劳动合同时必须依法支付经济补偿。
2、构建社会主义和谐社会。劳动关系的和谐稳定，是保证企业正常的生产经营秩序，促进经济社会和谐发展的前提和基石。劳动合同法在维护用人单位合法权益的同时，侧重于维护弱势的劳动者的合法权益，以实现双方力量与利益的平衡。
3、完善劳动保障体系。劳动合同一方面从形式上确立劳动关系，从而为劳动者获得劳动报酬，休息休假，社会保险等各项法定权益奠定基础；另一方面又从内容上具体约定了劳动者工资、工作内容，工作时间等权益，从而为劳动者实现劳动保障权益提供了依据。当然，劳动合同法在侧重保护劳动者合法权益的同时，劳动合同法也根据实际需要，增加了维护用人单位合法权益的内容。比如，为保护用人单位商业秘密和知识产权，促进创新和公平竞争，新规定了竞业限制制度。
二、为什么要签订劳动合同？不签劳动合同的法律后果是什么? 我在讲这个问题前，首先要给大家讲一下什么是劳动合同？根据我国《劳动法》第16条的定义：“劳动合同是劳动者与用人单位确立劳动关系、明确双方权利和义务的协议。”理解这一概念，要弄清楚什么是劳动者、用人单位和劳动关系。
劳动者，泛指达到一定法律规定年龄，具有劳动能力，并实际参加社会劳动，以自己的劳动收入为主要生活来源的自然人。我国法定的劳动年龄是男性16-60周岁，女性16-50周岁（女干部16-55周岁），文艺、体育单位招收未满16周岁的未成年人，应经县以上劳动保障行政部门审批。
用人单位，又称雇主，是指具有用人资格（即办理企业法人营业执照或法人许可证），使用劳动力、组织生产劳动且向劳动者支付工资报酬，以赢利为目的或向社会提供公益服务的单位。用人单位包括企业、个体经济组织、民办非企业单位（企事业单位、社会团体和其他社会力量以及公民利用非国有资产举办的，从事非营利性社会服务活动的组织，如民办学校、民办医院等）、国家机关、事业单位和社会团体。
劳动关系，是指用人单位招用劳动者为其成员，劳动者在用人单位的管理下提供有报酬的劳动而产生的权利义务关系。
根据我国《劳动合同法》第10条的规定，建立劳动关系，应当订立劳动合同。这是一条强制性的规定，必须执行，否则就是违法。若用人单位与劳动者已建立劳动关系但未签订劳动合同，或者自用工之日起一个月内仍未订立书面劳动合同，将要承担以下法律后果：
1、用人单位自用工之日起超过一个月不满一年未与劳动者订立书面劳动合同的，应当向劳动者每月支付二倍工资；
2、用人单位自用工之日起满一年不与劳动者订立书面劳动合同，视为用人单位与劳动者已订立无固定期限劳动合同；
3、用人单位违反我国《劳动法》第14条规定不与劳动者订立无固定期限劳动合同的，自应当订立无固定期限劳动合同之日起向劳动者每月支付二倍工资。
三、如何签订劳动合同？签订劳动合同应当注意哪些问题？ 用人单位自用工之日起即与劳动者建立劳动关系，应当订立书面劳动合同。已建立劳动关系，未同时订立书面劳动合同的，应当自用工之日起一个月内订立书面劳动合同。
签订劳动合同时，劳动者和用人单位应当注意哪些问题？
1、从劳动者方面看：
（1）在订立劳动合同前的缔约过程中了解用人单位的主体资格，特别是相关制度、劳动条件、工作地点、工作报酬等情况；
（2）审阅劳动合同的条款是否完备、内容是否合法。
2、从用人单位看：
（1）在缔约过程中了解劳动者年龄、健康状况、知识技能；（2）不得向劳动者收取定金、保证金、抵押物和证件。另外，签订劳动合同还应当弄清劳动合同的形式及试用期的相关规定。
1、劳动合同的期限。
劳动合同期限是指劳动合同的有效时间，是双方当事人所订立的劳动合同起始和终止的时间，也是劳动关系具有法律效力的时间。
劳动合同期限有三种形式：
（1）有固定期限合同，亦称有一定期限的劳动合同。它是指劳动者与用人单位在订立劳动合同中，对劳动合同履行的起始和终止日期有具体明确的约定；
（2）无固定期限劳动合同，亦称没有一定期限或不定期的劳动合同。它是指劳动者与用人单位订立劳动合同时不约定具体明确的终止日期的合同。劳动者与用人单位签订无固定期限劳动合同应具备以下条件：
①只要双方达成一致，无论是初次就业，还是由固定工转制的，都可以签订无固定期限劳动合同；
②劳动者在同一用人单位连续工作满10年以上，当事人双方同意续延劳动合同的，如果劳动者提出订立无固定期限的劳动合同，应当订立无固定期限劳动合同；
③连续订立二次固定期限劳动合同后，续订劳动合同的，如果劳动者提出订立无固定期限劳动合同，应当订立无固定期限劳动合同；
④用人单位自用工之日起满一年不与劳动者订立书面劳动合同的，视为劳动者与用人单位已订立无固定期限的劳动合同。
（3）以完成一定工作任务为期限的劳动合同，即用人单位与劳动者约定以某项工作的完成为合同期限的劳动合同。
2、什么是试用期？试用期长短如何掌握？如何确定试用期的工资标准？
试用期是指用人单位和劳动者在建立劳动关系后为了相互了解，选择而约定的不超过六个月的考察期，劳动合同中可以约定试用期，也可以不约定试用期。
根据我国《劳动合同法》第19条之规定：①劳动合同期限在3个月以上不满1年的，试用期不超过1个月；②劳动合同期限在一年以上不满3年的，试用期不得超过2个月；③3年以上固定期限和无固定期限的劳动合同，试用期不得超过6个月；④以完成一定工作任务为期限的劳动合同或者劳动合同期限不满三个月的，不得约定试用期。在这里我还要向大家说明一下：①同一用人单位与同一劳动者只能约定1次试用期；②试用期已含在劳动合同的期限中，劳动合同中仅约定试用期，试用期不成立，该期限为劳动合同期限；③用人单位在试用期解除劳动合同的，应当向劳动者说明理由。劳动者在试用期的工资不得低于本单位相同岗位最低工档工资或者劳动合同约定工资的百分之八十，并不得低于用人单位所在地最低工资标准。
四、签订劳动合同时，用人单位不能向劳动者收取定金、保证金、抵押物和证件。
我国《劳动合同法》第9条规定：“用人单位招用劳动者，不得扣押劳动者的居民身份证和其他证件，不得要求劳动者提供担保或者以其他名义向劳动者收取财物。”否则，将由公安机关和劳动行政部门责令用人单位限期返还给劳动者本人，并依照法律规定给予处罚，给劳动者造成损害的，还应承担赔偿责任。
五、劳动合同的解除和终止。
劳动合同解除是指劳动合同订立后，尚未全部履行。由于某种原因导致劳动合同的一方或双方当事人提出消灭劳动关系的法律行为。劳动合同的解除分为法定解除和约定解除两种。即劳动合同可以由单方（即用人单位或劳动者）依法解除，也可以由双方协商解除，那么用人单位在什么情况下可以单方解除劳动合同呢？
1、根据我国《劳动合同法》第39条规定，劳动者有下列情形之一的，用人单位可以解除合同：
（1）在试用期间被证明不符合录用条件的；（2）严重违反用人单位规章制度的；
（3）严重失职、营私舞弊、对用人单位造成重大损害的；（4）劳动者同时与其他用人单位建立劳动关系，对完成本单位的工作任务造成严重影响，或者经用人单位提出后拒不改正的；
（5）被依法追究刑事责任的。
2、根据我国《劳动合同法》第40条规定，有下列情形之一的，用人单位可以提出解除劳动合同，但必须提前30日以书面形式通知劳动者本人，并支付劳动者一个月工资后才可以解除劳动合同。
（1）劳动者患病或者非因公负伤，在规定的医疗期后，不能从事原工作也不能从事由用人单位另行安排的工作的；（2）劳动者不能胜任工作，经过培训或者调整工作岗位，仍不能胜任工作的；
（3）劳动合同订立时所依据的客观情况发生重大变化，致使原劳动合同无法履行，经当事人协商不能就变更劳动合同达成协议的。
劳动合同终止是指当事人双方按照劳动合同规定的条款，实现和履行了相应的权利义务。劳动合同期满或者双方约定的终止条件出现而使合同丧失效力，双方的权利义务关系已经停止。
根据《劳动合同法》第44条规定，有下列情形之一的，劳动合同终止：
（1）劳动合同期满的；
（2）劳动者开始依法享受基本养老保险待遇的；
（3）劳动者死亡，或者被人民法院宣告死亡或者宣告失踪的；（4）用人单位被依法宣告破产；
（5）用人单位被吊销营业执照、责令关闭、撤销或者用人单位决定提前解散的；
（6）法律、行政法规规定的其他情形。
3、用人单位终止和解除劳动合同后如何支付经济补偿金？支付标准如何？
根据我国《劳动合同法》第46条之规定，有下列情形之一的，用人单位终止和解劳动合同的，应当向劳动者支付经济补偿。
（1）劳动者依照《劳动合同法》第38条规定解除劳动合同的；（2）用人单位依照第《劳动合同法》36条规定向劳动者提出解除劳动合同并与劳动者协商一致解除劳动合同的；
（3）用人单位依照《劳动合同法》第40条规定解除劳动合同的；（4）用人单位依照《劳动合同法》第41条第1款规定解除劳动合同的；
（5）除用人单位维持或者提高劳动合同约定条件续订劳动合同，劳动者不同意续订的情形外，依照《劳动合同法》第44条第1款规定终止固定期限劳动合同的；（6）依照《劳动合同法》第44条规定第4项、第5项规定终止劳动合同的；
（7）法律、行政法规规定的其他情形。
经济补偿的办法是按劳动者在本单位工作的年限，每满一年支付一个月工资的标准向劳动者支付，六个月以上不满一年的，按一年计算；不满六个月的，向劳动者支付半个月工资的经济补偿。
4、终止和解除劳动合同应怎样履行手续？ 劳动合同的解除或终止，一般应履行以下手续：
（1）将解除或终止劳动合同通知书送达对方当事人。送达主要有三种方式，首先是直接交给对方当事人，由其签收；若有困难，可采取邮寄送达方式，须向邮局查询签收回单；邮寄不成，则可以采取公告送达，可在报刊上刊登公告，自刊登之日起30日，即视为送达。总之，一定要有送达的凭证。
（2）劳动者按用人单位的要求办理工作交接手续。如办理《离职会签单》，向用人单位指定的人员交接财物和工作，应有书面交接单据。
（3）承担违法、违约责任。违法、违约的一方当事人，应依法或依约向对方支付赔偿金、经济补偿金或违约金等。
（4）用人单位在15日内按劳动者的要求为其办理档案关系和社会保险。
六、劳动者在什么情况下可以解除劳动合同。
1、根据《劳动合同法》第38条规定，有下列情形之一的，劳动者可以通知用人单位解除劳动合同：
（1）未按照劳动合同约定提供劳动保护或者劳动条件的；（2）未及时足额支付劳动报酬的；（3）未依法为劳动者缴纳社会保险的；
（4）用人单位的规章制度违反法律、法规的规定，损害劳动者权益的。
（5）因劳动合同无效或者部分无效： ①以欺诈、胁迫的手段或者乘人之危，使对方在违背真实意思的情况下订立或者变更劳动合同的；
②用人单位免除自己的法定责任，排除劳动者权利的； ③违反法律行政法规强制性规定的；
对劳动合同的无效或者部分无效有争议的，由劳动争议仲裁机构或者人民法院确认。
劳动合同被确认无效，劳动者已付出劳动的，用人单位应当向劳动者支付劳动报酬。劳动报酬的数额，参照本单位相同或者相近岗位劳动者的劳动报酬支付。
2、劳动者解除劳动合同，应当提前30日以书面形式通知用人单位。但劳动者在试用期内只需提前3日通知用人单位，就可以解除劳动合同。但有两种情况劳动者可以立即解除劳动合同，不需要先告知用人单位：①用人单位以暴力，威胁或者非法限制人身自由的手段强迫劳动者劳动的；②用人单位违章指挥，强迫冒险作业危及劳动者人身安全的。
3、劳动者违反劳动合同给用人单位造成损失的应如何赔偿？ 劳动部关于《违反<劳动法>有关劳动合同规定的赔偿办法》第4条规定，劳动者违反劳动法的有关规定或劳动合同的约定解除劳动合同，对用人单位造成损失的，劳动者应赔偿用人单位下列损失：
（1）用人单位招收录用其所支付的费用；
（2）用人单位为其支付的培训费用，双方另有约定上的按约定处
理；
（3）对用人单位生产、经营和工作造成的直接经济损失；（4）劳动合同约定的其他赔偿费用。
劳动者违反合同中约定的保密事项，对用人单位造成经济损失的，按《反不正当竞争法》第20条的规定支付用人单位赔偿费用。
七、劳动合同制度实施的监督检查。当用人单位与劳动者发生劳动争议时，劳动者往往是通过申请仲裁，提起诉讼维护自已的合法权益。但这两种方式时间长，维权成本高。为了尽快地解决双方的劳动争议纠纷，劳动者还可以采取向劳动行政部门（劳动监察大队）投诉的方式来解决。根据我国《劳动合同法》第74条之规定，劳动行政部门依法对用人单位与劳动者订立和解除劳动合同的情况，支付劳动合同约定的劳动报酬和和执行最低工资标准的情况，参加各项社会保险和缴纳社会保险的情况进行监督检查，责令限期整改。
最后，我讲一下《劳动合同法》实施后应注意的问题：
1、《劳动合同法》施行前并已依法订立，且在施行之日存续的劳动合同，继续履行；
2、连续订立固定期限劳动合同的次数，自《劳动合同法》施行后续订固定期限劳动合同时开始计算。
3、《劳动合同法》施行前并已建立劳动关系，尚未订立书面劳动合同的，应当自《劳动合同法》施行之日起一个月内订立。
4、《劳动合同法》施行之日存续的劳动合同，在该法施行后解除或者终止，应当按其46条规定支付经济补偿的，经济补偿年限自施行之日起计算。
5、《劳动合同法》施行前按照当时有关规定，用人单位应当向劳动者支付经济补偿的，按照当时有关规定施行。
由于时间的关系，今天我就只能给大家讲这么多了。讲的不好的地方还请大家多指正。
第三篇：中华人民共和国劳动合同法
《中华人民共和国劳动合同法》试题 部门：工号：
一、判断题
1.劳动者与用人单位已建立劳动关系，未同时订立书面劳动合同的，应当自用工之日起一个月内订立书面劳动合同。（）
2.劳动合同类型可分为：有固定期限劳动合同、无固定期限劳动合同、以完成一定工作任务为期限的劳动合同。（）
3、用人单位自用工之日起满一个月不与劳动者订立书面劳动合同的，视为用人单位与劳动者已订立无固定期限劳动合同。（）
4、用人单位违反《劳动合同》规定不与劳动者订立无规定期限劳动合同的，自应当订立无固定期限劳动合同之日起向劳动者每月支付二倍的工资。（）
5.在法定休假日劳动的，按照不低于工资的300％支付加班工资。（）
6.用人单位与劳动者协商一致，可以变更劳动合同约定的内容。可以采取口头形式。（）
7.劳务派遣单位和用工单位可以向被派遣劳动者收取一定的费用。（）
8.用人单位招用与其他单位尚未解除或者终止劳动合同的劳动者，给其他用人单位造成损失的，应当承担连带赔偿责任。（）
9.劳动者对工资支付承担举证责任。（）
10.用人单位应当按时缴纳工伤保险费，职工个人不缴纳工伤保险费。（）
二、选择题
1.根据《劳动合同法》第十条第一款的规定，建立劳动关系，应当订立()。
A.书面劳动合同B.口头劳动合同C.书面或者口头劳动合同
2.根据《劳动合同法》第十二条的规定，劳动合同类型有()。
A.固定期限劳动合同B.无固定期限劳动合同C.以完成一定工作任务为期限的劳动合同
3.根据《劳动合同法》第十四条的规定，有下列()情形的，劳动者提出或者同意续订、订立劳动合同的，除劳动者提出订立固定期限劳动合同外，应当订立无固定期限劳动合同。
A.劳动者在该用人单位连续工作满十年B.用人单位初次实行劳动合同制度或者国有企业改制重新订立劳动合同时，劳动者在该用人单位连续工作满十年且距法定退休年龄不足五年C.连续订立二次固定期限劳动合同，且劳动者没有本法第三十九条和第四十条第一项、二项规定的情形，续订劳动合同的4.根据《劳动合同法》第十四条的规定，用人单位自用工之日起满()不与劳动者订立书面劳动合同的，视为用人单位与劳动者已订立无固定期限劳动合同。
A.1个月B.6个月C.1年
5.根据《劳动合同法》第二十一条的规定，下列关于用人单位在试用期中解除劳动合同的说法不正确的是()。
A.试用期内用人单位可以随时通知劳动者解除劳动合同B.用人单位在试用期解除劳动合同的，不需向劳动者说明理由C.在试用期内被证明不符合录用条件的，用人单位可以解除劳动合同
6.根据《劳动合同法》第二十二条的规定，用人单位为劳动者提供专项培训费用，对其进行专业技术培训，可以与该劳动者订立协议，约定服务期，在服务期中可约定劳动者违反服务期约定的，应支付的违约金数额()。
A.不得超过用人单位提供的培训费用B.应等于用人单位提供的培训费用C.可以大于用人单位提供的培训费用
7.根据《劳动合同法》第二十六条的规定，下列()情形下，劳动合同无效或者部分无效。
A.以欺诈、胁迫的手段或者乘人之危，使对方在违背真实意思的情况下订立或者变更劳动合同的B.用人单位免除自己的法定责任、排除劳动者权利的C.违反法律、行政法规强制性规定的8.根据《劳动合同法》第二十八条的规定，劳动合同被确认无效，但劳动者已付出劳动的，用人单位向劳动者支付劳动报酬的数额，应当()。
A.按照当地最低工资标准支付B.按照本单位平均工资支付
C.参照本单位相同或者相近岗位劳动者的劳动报酬确定
9.按照《劳动合同法》的规定，用人单位拖欠或者未足额支付劳动报酬的，劳动者可以向()申请支付令，应当依法发出支付令。
A.当地人民法院B.当地劳动保障行政部门C.当地人民法院或劳动保障行政部门
10.根据《劳动合同法》第五十八条的规定，劳务派遣单位与被派遣劳动者订立的劳动合同，除应当载明劳动合同法第十七条规定的事项外，还应当载明被派遣劳动者的()等情况。
A.用工单位B.派遣期限C.工作岗位
第四篇：中华人民共和国劳动合同法
中华人民共和国劳动合同法
第一章总则
来源：为了完善劳动合同制度，明确劳动合同双方当事人的权利和义务，保护劳动者的合法权益，构建和发展和谐稳定的劳动关系，制定本法。
适用于：中华人民共和国境内的企业、个体经济组织、民办非企业单位等组织（以下称用人单位）与劳动者建立劳动关系，订立、履行、变更、解除或者终止劳动合同。国家机关、事业单位、社会团体和与其建立劳动关系的劳动者，订立、履行、变更、解除或者终止劳动合同，必须依照本法执行。
原则：订立劳动合同，应当遵循合法、公平、平等自愿、协商一致、诚实信用的原则。依法订立的劳动合同具有约束力，用人单位与劳动者应当履行劳动合同约定的义务。用人单位应当依法建立和完善劳动规章制度，保障劳动者享有劳动权利、履行劳动义务。
用人单位在制定、修改或者决定有关劳动报酬、工作时间、休息休假、劳动安全卫生、保险福利、职工培训、劳动纪律以及劳动定额管理等直接涉及劳动者切身利益的规章制度或者重大事项时，应当经职工代表大会或者全体职工讨论，提出方案和意见，与工会或者职工代表平等协商确定。
用人单位应当将直接涉及劳动者切身利益的规章制度和重大事项决定公示，或者告知劳动者。
第二章劳动合同的订立
第五篇：中华人民共和国劳动合同法
《中华人民共和国劳动合同法》（下文均简称劳动合同法）几经周折商榷、较量，终获颁布，即将于明年伊始实施。有数据显示，自2006 年3 月该法草案公开征求意见以来，短短一个月内，反馈意见就达191849 件，使之成为新中国立法史上仅次于“五四宪法”的热议法典[1]。然而令立法者始料不及的是，新法公布短短几月里，以“华为事件”为典型，各地区企业为规避新法而大幅裁员等与新法正式实施赛跑的裁员、重新定约、“工龄归零”事件层出不穷[2]，以至于更多国人开始质疑和反思劳动合同法所能给劳资权益关系平衡乃至对社会利益的效用。如何理解该法制度设计中所涉对倾斜保护的制度选择及劳资双方的利益矫正，无疑是解答个中社会难题的关键之一。
一、立法性质及主旨之辨
中国劳动力使用及劳动者权益状况历来备受各方关注，也日益稳固其在国家可持续发展的重要因素之地位，同时可考察的劳资争议、纠纷也逐步升级。2005年，劳动与社会保障部在总结我国现行劳动合同制度、借鉴发达市场经济国家劳动合同制度的基础上，起草了《中华人民共和国劳动合同法(草案送审稿)》，于同年报国务院审议。在此基础上，国务院法制办会同劳动保障部、全国总工会经过广泛征求意见，修改形成了《中华人民共和国劳动合同法(草案)》，并于2005 年10月28 日国务院常务会议讨论通过，向社会公布，至近两年后最终颁布时，各界讨论空前激烈[3]，可谓在新中国立法史上极为鲜见，可归结出如下主要争点：
其一，对劳动合同法本身的部门法属性存在争议。此争议涉及立法的定性问题，在劳动合同法制定初期表现较为突出，讨论的争点在于劳动合同是否应当具备不同于一般合同的特殊性，以及其是否当向上归并于民事合同法领域，抑或是纳入劳动法所背靠的范畴更为宽泛的社会法项下[4]。
其二，对劳动合同法是否应采用对劳动者倾斜式“单保护”保护或劳资并重的“双保护”存在争议。严格而言，其当属于立法部门划分的衍生化问题。举凡主张民事合同立法性质必然可导出平等保护的法益分配逻辑；反之则可能得到单向倾斜保护的结论。但这并非是绝然化的，由于在倾斜保护派内部中存在对保护程度及执行方式、力度之别，也导致了对劳方或资方利益协调手段上认识上的差异化，其中之典型即著名的“南北论战”[5]。
其三，立法进程受到前所为有的国际关注和施压。随着中国在世界经济舞台上扮演越发重要的角色，内国劳资关系的调整对国际经济组织在华投资乃至国际市场运行都将产生巨大的连锁效应。可以看到，此次劳动合同立法过程便已突破国际化边界：不仅国内各方纷纷提交反馈意见，各国政府也对其表示了关注，同时国际商会及外国企业等组织也公开向人大法工委提交意见[6]。
立法宗旨即其导向，是法价值的一般外化。劳动法的诞生及独立生长正是基于对劳动者一方力量相对弱小的假设。从社会统计的角度而言，也应当是成立的，尤其表现在中国这样一个长期存在“强资弱劳”的用工大体系中。其决定在规制劳动合同双方权义关系时不可能完全遵照平等主体之间程式化的民事法，而应由国家进行社会性干预，偏重对一方的利益维护以达成实质公正，此也为社会法最为一般化的象征。同时，我国的劳动立法尚不完备，在劳动合同领域或语意不明或告阙如，难以有效应对现阶段转型时期复杂多变的劳动市场变化和各方权益维护。以此为基点，劳动合同法之利益范式自应归并到更为宽泛的社会法之中。既然属于社会法范畴，那么其虽以“合同”定名，但实质则在借用强制性浓郁的非民事合同之躯壳，固定、保存较微观民事平等权利更为抽象、宏观的社会化公益和社会秩序的稳定。
二、简窥劳动合同立法之倾斜保护制度设计
考量劳动合同法所具有的倾斜性“父爱主义”特质[7]，首先应界定衡量的两个纬度。其一在于制度设计中天平权重泛轻一端施法受体的界定，即与劳方相对应的“资方”、“用人单位”；另一纬度则在于合同运行本身。之于第一个纬度之界定，本法所称“用人单位”对企业、个体经济组织、民办非企业单位逐一予以涵摄，范围可谓宽广；之于第二个纬度而言，劳动合同法律关系所涉法益维护则贯穿合同行为之始终，涵盖劳动合同建立、履行、变更、终止乃至后续权利救济几个方面。通过简单解构劳动合同运行的生命周期，不难发现体系化的倾斜性保护制度设计。
首先，劳动合同法努力构架某种稳固化的雇佣合同关系和人事保障制度。
在订立劳动合同方面，订立书面形式的劳动合同成为一般性原则。为防止事实劳动关系游离于法律保护之外带来用工关系多变而导致的利益损失，特别规定此情况下用人单位应在一个月内订立书面合同。同时，劳动合同法的一大亮点还在于其对试用期劳动法律关系、非全日制用工劳动法律关系及劳务派遣劳动法律关系的相应期限都做出了具体化的数量规定。在合同的履行、变更及终止方面，本法明文规定有“用人单位变更名称、法定代表人、主要负责人或投资人等事项”、“合并或者分立”的情况下，原劳动合同继续有效；为维护用工关系和劳动契约的稳定，合同双方在解除劳动合同前法定期限内应尽告知义务，而为保护劳动者免受用人单位不法侵害，依据本法第38条，劳动者可以立即解除劳动合同而不需事先告知。同时，本法同时也对雇佣方在解除劳动合同时规定了限制条款。主要反映为有条件的禁止合同解除，以及裁员意见应听取工会或全体职工反馈、解聘后再招录人员时的优先回聘措施。前者即如本法第42条，后者主要表现为第41条之规定。
其次，劳动合同法详尽设计了合同报酬的支付形式。
合同之效力发源在于意思自治，约定优位于法定。但作为社会法客观组成部分的劳动合同法律关系，其相应权义分配不能仅有合同双方意思约定，否则将导致利益失衡之灾难。“现代契约法的问题已不再是契约自由而是契约正义的问题”[8]。为此，劳动合同法中主要对未约定报酬情形、试用期报酬、非全日制用工条件及劳务派遣对价支付方法做出反应。不难得到，上述规定之情境均为当下用工制度中难以保全劳方经济利益的薄弱环节，也往往是劳资双方利益发生剧烈冲突的高发环节。对这些无力通过平等协商实现劳资双方利益均衡，尤其难以使劳方最起码的财产及生存权利得到充分保障的隐形脱法层面进行强力回补，不但必要，而且是劳动立法应当为的。
再次，劳动合同法丰富了倾斜保护的权利救济手段，对经济赔偿数额予以标准化。对用人单位拖欠或未足额支付劳动报酬所谓“恶意欠薪”的情况，本法第30条规定了法院应依法发出支付令。同时，劳动合同法首次针对不签订书面劳动合同、逾期不履行支付劳动报酬义务及违规解除或终止劳动合同关系的用人单位予以相应的经济警戒抑或惩罚性加倍偿付措施。以此引导用人单位在具体履行劳动合同义务和日常经营行为时将计量行为成本，一定程度上也有利于劳动者稳固雇佣关系和己身合法权益的保护。
三、劳动合同主体之法益博弈与平衡
（一）劳动合同主体权益权衡之要因
诚然，劳动合同法行文虽采用了社会法贯有的倾斜式视角，但并不意味其将深陷纯粹的“劳动者权益保护法”、“就业保障法”之泥淖[9]。虽然各界正呼吁在现存劳动市场用工环境之窘境下诞生劳动者特有的维权法案，但其注定不能是此部劳动合同法。即从合同的字面定义
可知，其理所当然会涉及到两个不同的制度受体或利益主体，全然偏向一方利益而忽视、甚至舍去另一方本身就已经超出了此法典题中之义，而归于离题万里。实际上，受制于“法锁”深意下的合同一方之用人单位的利益若无法得到有效衡平，恐在短期内会滋生并导致劳动者大量的败德行为，损及合法用工人的经济利益，由此发生连锁效应，用工环境恶化乃至脱法，最终必将形成整个劳动力市场的秩序沦丧。
易言之，由于劳动法律关系不能单纯依靠劳动合同双方的意思自治和互相约束机制来确保平衡，而首先应当由政府或权力组织予以界定合同规则的有效空间，同时在具体的运行过程中，尚存接受监督者更为显著规制需求，这本身就是社会法外部性效应的体现。劳动合同中，利益配比关系存在有较民商事法律关系可等同的形式正义表达的机会便很容易被证伪，也宣告了其并非只是对订约双方的利益因素简易考量便告万事大吉，而应当更多地权衡其所能带来的社会责任和隐性影响波及。尤其在强资弱劳反映剧烈的时代，更不能低估倾斜式制度设计背后所可能引发的另一种极端威胁。
恰如财政税收和税率经济杠杆调节过程中著名的拉弗曲线轨迹呈现的那般，税率的提高不必然导致财政收入的净增。同理也易类比得出，劳动合同制度的倾斜保护对雇佣主体而言，并非盘剥、掠夺，更多的在于消弭其可能伴生的用人单位自身维权成本、管理成本、诉讼成本等，促进利益结构调整，调处本不应归属雇佣主体利益或不利益的必然手段。尽管此全然仅非法学视角能揭示劳动合同双方全数的非等效利益关系，但却有助于使之明朗化：对受雇主体一方而言，劳动合同法不应视为一般性的劳动“权利法案”，其作用仅在于稳定劳动法律关系，解决劳动法律行为中的不定性，为其合法维权和促进劳资利益共同发展提供便利之门。由此，权益博弈、比对的平衡自应成为不啻于保护目的的一大关键功能。
故而，劳动合同法中，文意大可适当流露其所关注的主要倾向，但对劳资二者法益的平衡也应明确是十分必要的。视此为基点进行检索，可以看到劳动合同法对合同主体的利益平衡亦具有体系化的规定。
（二）相关条款对衡平法益之显现概览
首先，劳动合同法要求立约双方能够建立信息对称、互通相容的交流氛围。本法第8条明确规定，雇佣者应如实告知劳动者有关工作的内容、条件、地点、职业属性及可能危害，以及劳动者要求了解的情况；与之相对，雇佣方也有权了解劳动者与劳动合同直接相关的信息，但仅限于与工作直接关联的劳动者信息。
其次，为更好维护雇佣者的合法权益，谨防出现劳动者由于不法违约而损及经济主体利益之虞，劳动合同法特针对竞业禁止、约定服务期违约金、培训费用的偿付等问题做出更为明确的涉及。有效缓解用人单位因恐劳动者频繁“跳槽”，无法使在劳动者身上的投资有效转化为现实生产力，或造成用人单位核心自主竞争技术泄漏，负担难以弥补损失之风险。本着平衡的理念，本法同时采取劳资两方合理上限负担原则，对雇佣方和劳动者所定违约金和禁止竞业期限都规定了最高限额或最长期限。
再次，对整个劳动合同关系的生命周期也倾注了衡平的思想。在立约方面，除本法第17条规定的法定必备条款外，允许用人单位和劳动者就试用期、培训、保密、补充保险和福利待遇等方面进行协商。在合同变更和稳定化方面，对无固定期限合同予以列明，此在下文予以详述。在合同终止方面，本法第37条、第39条及第40条对用人单位终结劳动合同做出规制，并配置以相关的经济补偿制度。笔者倾向于认为经济补偿本身是中性的，并不含有倾斜保护的意味。第40条中，“额外支付劳动者一个月工资”的条款也不宜认为是倾斜式规定，也不是用工单位肆意解约的垫脚石，而应被认为是用工单位为达到提前解约目的所应支付的对价。
条文中规定的是用工单位“可以”解约，除去现实法律执行的差异化环境因素，条文的中立性须是不容置疑的。
（三）也谈劳动合同法中的“无固定期限条款”
无固定期限合同条款主要表现在本法第14条的相关规定，从劳动合同法草案到正式颁行都始终逃离不了热议的樊篱，备受讨论与争议，社会各界存在有不同程度的误读。随着劳动合同法的生效渐行渐近，以著名的“华为事件”为始端，各地企业频现以“先辞职再竞岗”的方式让老员工工龄“归零”的事件[10]，用以避免法定的“铁饭碗”，使雇佣者背上沉重的经济重担。而事实上，无固定期限条款与计划经济时代的“铁饭碗”用工制度乃天差地别，正恰恰是实现劳资双方经济利益衡平的重要途径。
此对这些差距做一简要统计。其一，二者成立的制度背景不同。不同于计划经济时代统分模式的招工用工环境，无固定期限劳动合同是由劳动市场机制调配，达到特定用工条件下所施行的用工制度，其本质还在于反映社会化市场经济的要求。其二，无固定期限合同的成立模式更具有多样化。仅从本法第14条就可以看到大致4种不同的情景模式将导致有期限劳动合同的无固定期限化，这与“铁饭碗”的诞生条件明显是迥然有别的。其三，无固定期限劳动合同在于使劳资双方的利益得以有效平衡，实现二者经济收益正效用及尽可能的最大化，从社会福利角度审视则在于追求共生、共赢。而计划经济条件下的工作分派，企业一方从来就不能真正成为市场主力，缺乏充分的自主权利，也就无所谓追求利益优化的目的。换言之，二者的实施目的也应是不同的。
既然无固定期限合同条款可以被排异出“铁饭碗”的用工机制，那么考察发生误读的另一原因，就应归结于人为的将无固定期限合同和无法解除劳动关系相混同，其实际上已掉入概念偷换之陷阱。因为劳动合同法从来便没有变成限制企业合法用工的枷锁和劳动者怠工误岗的“护身符”，自也不会对正常的劳动力市场资源配置设置不应有的障碍。上文中所提及劳动者和用人单位在法定合同条款之外所能约定的合法任意性条款，以及许多合同解除条件均同样适用于无固定期限合同，不存在任何可排除适用的理由。
故而，排除了与无法解约及终生雇佣混同之可能，所谓无固定期限条款主要解决的难点仅在于事实劳动关系条件下可能给合同双方带来的诸多不便。对往往为事实劳动关系所累的劳动方而言，由于事实劳动关系不稳定性和高社会风险所带来的经济支付、经济赔偿、福利保障等纠纷，损及其合法权益的概率及其维权申诉途径耗费之成本都可能造成个体的严重创伤，尽管普遍，但也并非绝对。另一方面，对用人单位一方而言，事实劳动关系下，其无法有效掌握劳动者的日常行为，亦缺少对劳动者竞业禁止、试用期考察、在具体工作中造成对外侵权以及劳动者申请侵权损害赔偿案件的事前约定、事中监督，便难以有效规范约束劳动者，时常脱离了企业的职工绩效考核体系的控制，在事后调查处理纠纷时也颇耗费人力物力，影响正常经营乃至发生损失。
企业不情愿接受无固定期劳动合同，很大程度上也是基于成本的考量，青睐灵活多变的用工制度，而每每担心日后在职工薪酬及退休福利等领域背上重负，丧失经营活力而陷于窘困。此虽不无道理，但往往得不偿失，以牺牲稳定用工条件换取灵活雇工的不明风险。同时已然超出劳动合同法的立法原委，涉及到社会保障体系的构建和整个社会法制度的完善之浩大工程，势单力薄。采用与立法规定的相反措施，用工单位欲通过规避法律而非设计更为人性化、科学化的用人口径来获得较低的成本，只会令其生长空间越发狭小，导致社会评价水平的降低，加剧削弱长期可持续发展能力。比较而言，立法者之所以采用诸如“十年”而非三年、五年、二十年的年限作为转化合同性质的时间条件，就在于希望给用工者和劳动者之间的互信、了解提供一个合适的考察与磨合阶段，更短则恐难以维系用人单位的对劳动者忠诚度、业务勤勉及能力的信任；更长则恐对劳动者激励耗尽，短期内因社会保障资源贫乏而致救济不彰，也会影响到用人单位的经营利益。
故而，在合同双方能够且愿意提供的最小损失限度内，运用外部化手段规定一个可接受的强制性条款，其意味自当与民商法中“情势变更”“不可抗力”一类的半公权力型规则相当，本不应引发社会的如此反响。也应说明的是，只有在一方不愿遵循双方达成的默契条件下而默然践踏善良风俗时，法律对定约的干预力必将导致不可变更的结果，这才可能算得上具备些许倾斜性，此即如第14条第三款之规定。
四、余论
简言之，劳动合同法的立法主旨和精髓在于维持劳动市场要素配置的稳定及优化，以达到社会整体秩序意义上的共赢，对相对弱势的劳动者群体进行倾斜维护和权衡劳动合同双方的法益构架应为其不可偏废的两翼。自劳动合同法颁布以来，诸多学者对劳动合同法将给劳动者、企业等用工单位权益及社会整体效应做了有益的小结和预测。之于用工主体，主要反映为应在用工机制和管理模式的转变，更新与新法不相适应的经营方式和所谓用工“习惯”，无形中对劳动者、劳动力市场良性运行均有裨益，此不再赘述[11]。此仅就劳动合同法正式实施后尚应解决的问题予以简要归并。
其一是新老制度如何替换交接的问题。与此前劳动法律法规相较，其制度变化巨大，例如经济合同补偿金、无固定期合同要求、试用期期限及薪酬、违约金限额、劳务派遣等都做了新的表述和规定，生效后的具体实践伴随着“破立兼行”的历程，这在现阶段和将来很长一段时间内[12]，将是实施的难点所在。
其二是与劳动法、中小企业促进法、促进就业法等社会法及其他部门法的衔接问题。劳动合同法立法宗旨在于实现劳动合同法律关系规范化和平衡劳资利益博弈，不可避免会对我国中小企业的长远发展及社会就业问题的引导与解决等方面产生辐射效应。且其同劳动法体系自身的完善和法学理论发展也有莫大关联。如何使社会法体系同其他相关部门法一道，适应国内劳动力分配及对外劳务派遣的新变化，在劳动力市场配置及规制调节环节产生协同作用，是劳动合同法不断修正完善的一大任务。
其三是条文可操作性和正确执行的强化问题。劳动合同法在做出诸多制度创新的同时，也存有需要强化可操作性和具体出台相应实施细则、立法及司法解释的空间。例如，社会反应强烈的无固定期合同条款中续约次数如何计算的问题，工龄计算问题以及用人单位大规模裁员时怎样规范操作等问题。这一方面应依靠于及时统计新法实施后的司法运用和效用反馈，具体用人单位的实践总结和改进，另一方面在于汲取各国劳动立法的有益经验，避免由于恶性规避所带给社会用工环境及经济氛围的负效用。
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