中华人民共和国劳动合同法(2008年版)(中英文对照版)

中华人民共和国

劳动合同法

主席令第六十五

号

《中华人民共和国劳动合同法》已由中华人民共和国第十届全国人民代表大会常务委员会第二十八次会议于2007年6月29日通过，现予公布，自2008年1月1日起施行。

中华人民共和国主席

胡锦涛2007年6月29日

中华人民共和国

劳动合同法

（2007年6月2Labour Contract Law of the People's Republic of China

People's Republic of China Presidential Decree No. 65 Passed by the 28th Session of the Standing Committee of the Tenth National People's Congress on 29 June 2007

9日第十届全国人民

代表大会常务委员会

第二十八次会议通

过）

第一章总则CHAPTER 1 — GENERAL

PRINCIPLES

第一条

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。Article 1

This Law is formulated for the purposes of refining the labour contract system, specifying the rights and obligations of the parties to a labour contract, protecting the legitimate rights and interests of workers and building and developing harmonious and stable labour relationships.

第二条

中华人民共和国境内的企业、个体经济组织、民办非企业Article 2

This Law shall apply to establishment of labour relationships between enterprises,

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，适用本法。

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，依照本法执行。individual economic organisations, private non-enterprise entities etc in the People’s Republic of China (hereinafter referred to as the “employers”) and their workers and the conclusion, performance, variation, rescission or termination of labour contracts. Establishment of labour relationships between State agencies, institutions and social organisations and their workers and conclusion, performance, variation, rescission or termination of labour contracts shall be carried out pursuant to this Law.

第三条

订立劳动合同，应当遵循合法、公平、平等自愿、协商一致、Article 3

Conclusion of labour contracts shall comply with the principles of legality, equitableness, fairness, voluntary participation, negotiation

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。and agreement and honesty and trustworthiness.

Labour contracts concluded pursuant to the law shall be legally binding and the employers and the workers shall perform the obligations stipulated in the labour contracts.

第四条

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Article 4

Employers shall establish and improve upon labour rules and system pursuant to the law to ensure workers’ entitlement to labour rights and performance of labour obligations.

When an employer formulates, revises or decides on rules or major matters pertaining to labour remuneration, working hours, rest periods and off days, labour safety

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。

在规章制度和重大事项决定实施过程中，工会或者职工认为不适当的，有权向用人单位提出，通过协商予以修改完善。

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。and health, insurance and welfare, staff training, labour discipline and labour quota administration etc which directly involves the vital interests of workers, such matters shall be discussed by the employee representatives congress or all staff who shall make proposal and give their opinion and the employer shall carry out equal negotiation with the labour union or employee representatives before making a decision.

During the decision and implementation of rules and major matters, the labour union or staff shall have the right to raise their concern with the employer on any inappropriate issues and such issues shall be corrected and refined through negotiation.

Employers shall announce decisions on rules and major matters which directly involve the vital interests of workers or notify the workers.

第五条

县级以上人民政府劳动行政部门会同工会和企业方面代表，建立健全协调劳动关系三方机制，共同研究解决有关劳动关系的重大问题。Article 5

The labour administrative authorities of People's Governments of county level and above shall, jointly with the labour union and representatives of enterprises, establish a proper tripartite labour relationship coordination mechanism to jointly study and resolve major issues in relation to labour relationships.

第六条

工会应当帮助、指导劳动者与用人单位依法订立和履行劳动合同，并与用人单Article 6

Labour unions shall assist in and provide guidance for conclusion and performance of labour contracts between workers and employers

位建立集体协商机制，维护劳动者的合法权益。pursuant to the law and shall establish a collective negotiation mechanism with employers to safeguard the legitimate rights and interests of workers.

第二章劳动合同的订立CHAPTER 2 — CONCLUSION OF LABOUR CONTRACTS

第七条

用人单位自用工之日起即与劳动者建立劳动关系。用人单位应当建立职工名册备查。Article 7

An employer shall be deemed to have established a labour relationship with a worker with effect from the date of employment. Employers shall establish a register of employees for inspection purpose.

第八条

用人单位招用劳动者时，应当如实告知劳动者工作内容、工作条件、工作地点、Article 8

When recruiting a worker, the employer shall truthfully notify the worker of the job duties, working conditions, work premises,

职业危害、安全生产状况、劳动报酬，以及劳动者要求了解的其他情况；用人单位有权了解劳动者与劳动合同直接相关的基本情况，劳动者应当如实说明。occupational hazards, work safety and health conditions, labour remuneration and any other information in which the worker is interested to know; an employer shall have the right to ask about basic information of the worker in direct relation to the labour contract, the worker shall answer truthfully.

第九条

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。Article 9

An employer recruiting workers shall not retain the identity card or other certificate of a worker or require a worker to provide guarantee or collect monies from a worker under any pretext.

第十条

建立劳动关系，Article 10

A written labour contract shall be

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。

用人单位与劳动者在用工前订立劳动合同的，劳动关系自用工之日起建立。concluded for the establishment of a labour relationship.

Where a written labour contract is not concluded simultaneously with the establishment of a labour relationship, a written labour contract shall be concluded within one month from the date of employment.

Where an employer and a worker have concluded a labour contract prior to employment, the labour relationship shall be deemed established on the date of employment.

第十一条

用人单位未在用工的同时订立书面劳动合同，与劳动者约定的劳动报酬不明确Article 11

Where an employer fails to conclude a written labour contract for employment of a worker or where the labour remuneration agreed

的，新招用的劳动者的劳动报酬按照集体合同规定的标准执行；没有集体合同或者集体合同未规定的，实行同工同酬。with a worker is unclear, the labour remuneration of a newly recruited worker shall be executed pursuant to the standard stipulated in the collective contract; where there is no collective contract or where there is no such provision in the collective contract, the same remuneration shall be paid for the same job position.

第十二条

劳动合同分为固定期限劳动合同、无固定期限劳动合同和以完成一定工作任务为期限的劳动合同。Article 12

Labour contracts are divided into fixed-term labour contracts,

non-fixed-term labour contracts and labour contracts which expire upon completion of agreed assignments.

第十三条

固定期限劳动合同，是指用人单位与Article 13

A fixed-term labour contract shall refer to a labour contract for which

劳动者约定合同终止时间的劳动合同。

用人单位与劳动者协商一致，可以订立固定期限劳动合同。the employer and the worker have agreed on the date of termination. Upon negotiation and consensus between the employer and the worker, a fixed-term labour contract may be concluded.

第十四条

无固定期限劳动合同，是指用人单位与劳动者约定无确定终止时间的劳动合同。

用人单位与劳动者协商一致，可以订立无固定期限劳动合同。有下列情形之一，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Article 14

A non-fixed-term labour contract shall refer to a labour contract for which the employer and the worker have agreed that the date of termination is not fixed.

Upon negotiation and consensus between the employer and the worker, a non-fixed-term labour contract may be concluded. Under any of the following circumstances, a worker may propose or agree to renewal or conclusion of labour contract; except where a worker

外，应当订立无固定期限劳动合同：

（一）劳动者在该用人单位连续工作满十年的；

（二）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十年的；

（三）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、第二项规定的情形，续订劳动合同的。proposes for the conclusion of a fixed-term labour contract, a

non-fixed-term labour contract shall be concluded:

(1) the worker has worked for the employer for a period of 10 years consecutively;

(2) when the employer first implemented the labour contract system or when a new labour contract is concluded upon restructuring of a State-owned enterprise, the worker has worked for the employer for a period of 10 years consecutively and will attain his/her statutory retirement age in less than 10 years’ time; or

(3) where a fixed-term labour contract has been concluded twice consecutively and the worker who

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，视为用人单位与劳动者已订立无固定期限劳动合同。does not fall under any of the categories stipulated in Article 39 and item (1) and item (2) of Article 40 renews his/her labour contract. Where an employer fails to conclude a written contract with a worker after one year has lapsed since the date of employment, the employer and the worker shall be deemed to have concluded a non-fixed-term labour contract.

第十五条

以完成一定工作任务为期限的劳动合同，是指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。

用人单位与劳动者协商一致，可以订Article 15

A labour contract which expires upon completion of agreed assignments shall refer to a labour contract between an employer and a worker for which the contract shall terminate upon completion of certain assignment.

Upon negotiation and consensus

立以完成一定工作任务为期限的劳动合同。between an employer and a worker, a labour contract which expires upon completion of agreed assignments may be concluded.

第十六条

劳动合同由用人单位与劳动者协商一致，并经用人单位与劳动者在劳动合同文本上签字或者盖章生效。

劳动合同文本由用人单位和劳动者各执一份。Article 16

A labour contract shall be subject to negotiation and consensus between an employer and a worker and shall come into effect upon signing and affixation of seal by the employer and the worker on copies of the labour contract.

The employer and the worker shall each hold a copy of the labour contract.

第十七条

劳动合同应当具备以下条款：

（一）用人单位Article 17

A labour contract shall include the following clauses:

(1) name and address of the

的名称、住所和法定代表人或者主要负责人；

（二）劳动者的姓名、住址和居民身份证或者其他有效身份证件号码；

（三）劳动合同期限；

（四）工作内容和工作地点；

（五）工作时间和休息休假；

（六）劳动报酬；

（七）社会保险；

（八）劳动保护、劳动条件和职业危害防护；employer and the legal representative or key

person-in-charge of the employer;

(2) name, address and identity card number or other valid identity document number of the worker;

(3) term of labour contract;

(4) job duties and work premises;

(5) working hours and rest periods and off days;

(6) labour remuneration;

(7) social security;

(8) labour protection, working conditions and occupational hazard prevention and protection; and

(9) any other matters to be included in a labour contract as stipulated by the laws and regulations.

（九）法律、法规规定应当纳入劳动合同的其他事项。

劳动合同除前款规定的必备条款外，用人单位与劳动者可以约定试用期、培训、保守秘密、补充保险和福利待遇等其他事项。In addition to the essential clauses of a labour contract stipulated in the preceding paragraph, an employer and a worker may agree on the probationary period, training, confidentiality, supplementary insurance and welfare and incentives etc.

第十八条

劳动合同对劳动报酬和劳动条件等标准约定不明确，引发争议的，用人单位与劳动者可以重新协商；协商不成的，适用集体合同规定；没有集体合同或者集体合同未规定劳动报酬的，实行同工同酬；Article 18

Where a labour contract is unclear on the provisions for labour remuneration and working conditions etc and in the event of a dispute, the employer and the worker may re-negotiate; where the negotiation is unsuccessful, the provisions of the collective contract shall apply; where there is no collective contract or where the

没有集体合同或者集体合同未规定劳动条件等标准的，适用国家有关规定。collective contract has no provision on labour remuneration, the same remuneration shall be paid for the same job position; where there is no collective contract or where the collective contract has no provisions on working conditions etc, the relevant provisions of the State shall apply.

第十九条

劳动合同期限三个月以上不满一年的，试用期不得超过一个月；劳动合同期限一年以上不满三年的，试用期不得超过二个月；三年以上固定期限和无固定期限的劳动合同，试用期不得超过六个月。

同一用人单位与Article 19

Where the term of a labour contract is more than three months but less than one year, the probationary period shall not exceed one month; where the term of a labour contract is more than one year but less than three years, the probationary period shall not exceed two months; for fixed-term contracts of three years and above and

non-fixed-term labour contracts,

同一劳动者只能约定一次试用期。

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。

试用期包含在劳动合同期限内。劳动合同仅约定试用期的，试用期不成立，该期限为劳动合同期限。the probationary period shall not exceed six months.

The same employer and the same worker may only agree on probationary period once.

For labour contracts which expire upon completion of agreed assignments or labour contracts with a term of less than three months, no probationary period shall be agreed upon.

The probationary period shall form part of the term of the labour contract. Where a labour contract only stipulates a probationary period and the worker fails to pass the probationary period, the probationary period shall be the term of the labour contract.

第二十条Article 20

劳动者在试用期的工资不得低于本单位相同岗位最低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的最低工资标准。The wage amount of a worker during his/her probationary period shall not be less than the lowest wage amount for the same job position in the employer’s organisation or 80% of the wage amount agreed in the labour contract and shall not be less than the minimum wage standard of the locality of the employer.

第二十一条

在试用期中，除劳动者有本法第三十九条和第四十条第一项、第二项规定的情形外，用人单位不得解除劳动合同。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。Article 21

Except where a worker falls under any of the categories stipulated in Article 39 and item (1) and item (2) of Article 40 during the probationary period, an employer shall not rescind the labour contract. Where an employer rescinds a labour contract during the probationary period of a worker, it shall explain the reason to the

worker.

第二十二条

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的，可以与该劳动者订立协议，约定服务期。

劳动者违反服务期约定的，应当按照约定向用人单位支付违约金。违约金的数额不得超过用人单位提供的培训费用。用人单位要求劳动者支付的违约金不得超过服务期尚未履行部分所应分摊的培训费用。

用人单位与劳动Article 22

Where an employer bears special training expenses for a worker in providing professional technical training, it may conclude an agreement with the worker to stipulate a period of service. Where a worker breaches the agreement on period of service,

he/she shall pay default penalty to the employer pursuant to the agreement. The amount of default penalty shall not exceed the training expenses borne by the employer. The amount of default penalty demanded by the employer from the worker shall not exceed the amount of training expenses to be amortised over the unperformed