第一篇：中华人民共和国劳动合同法 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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