勞動合同法20130701中英

1、勞動合同法中英文對照版 Order of the President of the Peoples Republic of China (No. 73)The Labor Contract Law of the Peoples Republic of China, which was adopted at the 30th Session of the Standing Committee of the Eleventh National Peoples Congress of the Peoples Republic of China on December 28, 2012, is her

2、eby promulgated and shall come into force as of July 1, 2013. Labor Contract Law of the Peoples Republic of China(2013)Contents Chapter I General ProvisionsChapter II Formation of Labor Contracts Chapter III Fulfillment and Change of Labor ContractsChapter IV Dissolution and Termination of Labor Con

3、tractsChapter V Special Provisions Section 1 Collective ContractSection 2 Worker DispatchSection 3 Part-time EmploymentChapter VI Supervision and InspectionChapter VII Legal Liabilities Chapter VIII Supplementary Provisions中華人民共和國主席令（第七十三號）全國人民代表大會常務(wù)委員會關(guān)于修改中華人民共和國勞動合同法的決定已由中華人民共和國第十一屆全國人民代表大會常務(wù)委員會第三

4、十次會議于2012年12月28日通過，現(xiàn)予公布，自2013年7月1日起施行。 中華人民共和國勞動合同法(2013) 目錄第一章總則第二章勞動合同的訂立第三章勞動合同的履行和變更第四章勞動合同的解除和終止第五章特別規(guī)定第一節(jié)集體合同第二節(jié)勞務(wù)派遣第三節(jié)非全日制用工第六章監(jiān)督檢查第七章法律責(zé)任第八章附則Chapter I General Provisions第一章總則 Article 1This Law is formulated for the purposes of improving the labor contractual system, clarifyin

5、g the rights and obligations of both parties of labor contracts, protecting the legitimate rights and interests of employees, and establishing and developing a harmonious and stable employment relationship.第一條為了完善勞動合同制度，明確勞動合同雙方當(dāng)事人的權(quán)利和義務(wù)，保護(hù)勞動者的合法權(quán)益，構(gòu)建和發(fā)展和諧穩(wěn)定的勞動關(guān)系，制定本法。Article 2 This Law shall apply

6、to the establishment of employment relationship between employees and enterprises, individual economic organizations, private non-enterprise entities, or other organizations (hereafter referred to as employers), and to the formation, fulfillment, change, dissolution, or termination of labor contract

7、s. The state organs, public institutions, social organizations, and their employees among them there is an employment relationship shall observe this Law in the formation, fulfillment, change, dissolution, or termination of their labor contracts.第二條中華人民共和國境內(nèi)的企業(yè)、個體經(jīng)濟(jì)組織、民辦非企業(yè)單位等組織（以下稱用人單位）與勞動者建立勞動關(guān)系，訂

8、立、履行、變更、解除或者終止勞動合同，適用本法。國家機(jī)關(guān)、事業(yè)單位、社會團(tuán)體和與其建立勞動關(guān)系的勞動者，訂立、履行、變更、解除或者終止勞動合同，依照本法執(zhí)行。Article 3 The principle of lawfulness, fairness, equality, free will, negotiation for agreement and good faith shall be observed in the formation of a labor contract. 第三條訂立勞動合同，應(yīng)當(dāng)遵循合法、公平、平等自愿、協(xié)商一致、誠實信用的原則。2 / 38A labor co

9、ntract concluded according to the law shall have a binding force. The employer and the employee shall perform the obligations as stipulated in the labor contract.依法訂立的勞動合同具有約束力，用人單位與勞動者應(yīng)當(dāng)履行勞動合同約定的義務(wù)。Article 4 An employer shall establish a sound system of employment rules so as to ensure that its emp

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

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

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

13、e employer to amend or improve the rules or decisions through negotiations. The employer shall make an announcement of the rules and important events which are directly related to the interests of the employees or inform the employees of these rules or events.第四條用人單位應(yīng)當(dāng)依法建立和完善勞動規(guī)章制度，保障勞動者享有勞動權(quán)利、履行勞動義

14、務(wù)。用人單位在制定、修改或者決定有關(guān)勞動報酬、工作時間、休息休假、勞動安全衛(wèi)生、保險福利、職工培訓(xùn)、勞動紀(jì)律以及勞動定額管理等直接涉及勞動者切身利益的規(guī)章制度或者重大事項時，應(yīng)當(dāng)經(jīng)職工代表大會或者全體職工討論，提出方案和意見，與工會或者職工代表平等協(xié)商確定。在規(guī)章制度和重大事項決定實施過程中，工會或者職工認(rèn)為不適當(dāng)?shù)?，有?quán)向用人單位提出，通過協(xié)商予以修改完善。用人單位應(yīng)當(dāng)將直接涉及勞動者切身利益的規(guī)章制度和重大事項決定公示，或者告知勞動者。Article 5 The labor administrative department of the peoples government at the

15、 county level or above shall, together with the labor union and the representatives of the enterprise, establish a sound three-party mechanism to coordinate employment relationship and shall jointly seek to solve the major problems related to employment relations.第五條縣級以上人民政府勞動行政部門會同工會和企業(yè)方面代表，建立健全協(xié)調(diào)勞

16、動關(guān)系三方機(jī)制，共同研究解決有關(guān)勞動關(guān)系的重大問題。Article 6 The labor union shall assist and direct the employees when they conclude with the employers and fulfill labor contracts and establish a collective negotiation mechanism with the employers so as to maintain the lawful rights and interests of the employees.第六條工會應(yīng)當(dāng)幫助

17、、指導(dǎo)勞動者與用人單位依法訂立和履行勞動合同，并與用人單位建立集體協(xié)商機(jī)制，維護(hù)勞動者的合法權(quán)益。Chapter II Formation of Labor Contracts第二章勞動合同的訂立 Article 7 An employer establishes an employment relationship with an employee from the date when the employer puts the employee to work. The employer shall prepare a roster of employees for inspec

18、tion.第七條用人單位自用工之日起即與勞動者建立勞動關(guān)系。用人單位應(yīng)當(dāng)建立職工名冊備查。Article 8 When an employer hires an employee, it shall faithfully inform him of the work contents, conditions and location, occupational harm, work safety state, remuneration, and other information which the employee requires to be informed. The employer

19、has the right to know the basic information of the employer which is directly related to the labor contract and the employee shall faithfully provide such information.第八條用人單位招用勞動者時，應(yīng)當(dāng)如實告知勞動者工作內(nèi)容、工作條件、工作地點、職業(yè)危害、安全生產(chǎn)狀況、勞動報酬，以及勞動者要求了解的其他情況；用人單位有權(quán)了解勞動者與勞動合同直接相關(guān)的基本情況，勞動者應(yīng)當(dāng)如實說明。3 / 38Article 9 When an emp

20、loyer hires an employee, it shall not detain his identity card or other certificates, nor require him to provide a guaranty or collect money or property from him under any other excuse.第九條用人單位招用勞動者，不得扣押勞動者的居民身份證和其他證件，不得要求勞動者提供擔(dān)保或者以其他名義向勞動者收取財物。Article 10 A written labor contract shall be concluded i

21、n the establishment of an employment relationship. Where an employment relationship has already been established with an employee but no written labor contract has been entered simultaneously, a written labor contract shall be concluded within one month from the date when the employee begins to work

22、. Where an employer and an employee conclude a labor contract prior to the employment, the employment relationship is established from the date when the employee begins to work.第十條建立勞動關(guān)系，應(yīng)當(dāng)訂立書面勞動合同。已建立勞動關(guān)系，未同時訂立書面勞動合同的，應(yīng)當(dāng)自用工之日起一個月內(nèi)訂立書面勞動合同。用人單位與勞動者在用工前訂立勞動合同的，勞動關(guān)系自用工之日起建立。Article 11 Where an employe

23、r fails to conclude a written labor contract when the employer put his employee to work, if the remuneration stipulated between the employer and the employee is not clear, the remuneration to the new employee shall conform to the provisions of the collective contract. If there is no collective contr

24、act or if there is no such stipulation in the collective contract, the principle of equal pay for equal work shall be observed.第十一條用人單位未在用工的同時訂立書面勞動合同，與勞動者約定的勞動報酬不明確的，新招用的勞動者的勞動報酬按照集體合同規(guī)定的標(biāo)準(zhǔn)執(zhí)行；沒有集體合同或者集體合同未規(guī)定的，實行同工同酬。Article 12 Labor contracts are classified into fix-term labor contracts, labor cont

25、racts without a fixed term, and the labor contracts that set the completion of specific tasks as the term to end contracts.第十二條勞動合同分為固定期限勞動合同、無固定期限勞動合同和以完成一定工作任務(wù)為期限的勞動合同。Article 13 A fixed-term labor contract refers to a labor contract in which the employer and the employee stipulate the time of ter

26、mination of the contract. The employer and the employee may conclude a fixed-term labor contract upon negotiation.第十三條固定期限勞動合同，是指用人單位與勞動者約定合同終止時間的勞動合同。用人單位與勞動者協(xié)商一致，可以訂立固定期限勞動合同。Article 14 A labor contract without a fixed term refers to a labor contract in which the employer and the employee stipulat

27、e no certain time to end the contract. An employer and an employee may, through negotiations, conclude a labor contract without a fixed term. Under any of the following circumstances, if the employee proposes or agrees to renew or conclude a labor contract, a labor contract without a fixed term shal

28、l be concluded unless the employee proposes to conclude a fixed-term labor contract:1. The employee has already worked for the employer for 10 full years consecutively;2. When the employer initially adopts the labor contract system or when a state-owned enterprise re-concludes the labor contract due

29、 to restructuring, the employee has already worked for this employer for 10 full years consecutively and he attains to the age which is less than 10 years up to the statutory retirement age; or第十四條無固定期限勞動合同，是指用人單位與勞動者約定無確定終止時間的勞動合同。用人單位與勞動者協(xié)商一致，可以訂立無固定期限勞動合同。有下列情形之一，勞動者提出或者同意續(xù)訂、訂立勞動合同的，除勞動者提出訂立固定期限勞

30、動合同外，應(yīng)當(dāng)訂立無固定期限勞動合同：（一）勞動者在該用人單位連續(xù)工作滿十年的；4 / 383. The labor contract is to be renewed after two fixed-term labor contracts have been concluded consecutively, and the employee is not under any of the circumstances as mentioned in Article 39 and Paragraphs (1) and (2) of Article 40 of this Law. If the

31、employer fails to sign a written labor contract with an employee after the lapse of one full year from the date when the employee begins to work, it shall be deemed that the employer and the employee have concluded a labor contract without a fixed term.（二）用人單位初次實行勞動合同制度或者國有企業(yè)改制重新訂立勞動合同時，勞動者在該用人單位連續(xù)工

32、作滿十年且距法定退休年齡不足十年的；（三）連續(xù)訂立二次固定期限勞動合同，且勞動者沒有本法第三十九條和第四十條第一項、第二項規(guī)定的情形，續(xù)訂勞動合同的。用人單位自用工之日起滿一年不與勞動者訂立書面勞動合同的，視為用人單位與勞動者已訂立無固定期限勞動合同。Article 15 A labor contract that sets the completion of a specific task as the term to end the contract refers to the labor contract in which the employer and the employee st

33、ipulate that the time period of the contract shall be based on the completion of a specific task. An employer and an employee may, upon negotiation, conclude a labor contract that sets the completion of a specific task to end the contract.第十五條以完成一定工作任務(wù)為期限的勞動合同，是指用人單位與勞動者約定以某項工作的完成為合同期限的勞動合同。用人單位與勞動者

34、協(xié)商一致，可以訂立以完成一定工作任務(wù)為期限的勞動合同。Article 16 A labor contract shall be agreed with by the employer and the employee and shall come into effect after the employer and the employee affix their signatures or seals to the labor contract. The employer and the employee shall each hold one copy of the labor contr

35、act.第十六條勞動合同由用人單位與勞動者協(xié)商一致，并經(jīng)用人單位與勞動者在勞動合同文本上簽字或者蓋章生效。勞動合同文本由用人單位和勞動者各執(zhí)一份。Article 17 A labor contract shall include the following clauses:1. The employers name, domicile, legal representative, or major person-in-charge;2. The employees name, domicile, identity card number, or other valid identity cer

36、tificate number;3. The time limit for the labor contract;4. The job descriptions and work locations;5. The work hours, break time, and vocations;6. The remunerations;7. The social security;8. The employment protection, work conditions, and protection against and prevention of occupational harm; and9

37、. Other items that shall be included in the labor contract under any laws or regulations. Apart from the essential clauses as prescribed in the preceding paragraph, the employer and the employee may, in the labor contract, stipulate the probation time period, training, confidentiality, supplementary

38、 insurances, welfares and benefits, and other items.第十七條勞動合同應(yīng)當(dāng)具備以下條款：（一）用人單位的名稱、住所和法定代表人或者主要負(fù)責(zé)人；（二）勞動者的姓名、住址和居民身份證或者其他有效身份證件號碼；（三）勞動合同期限；（四）工作內(nèi)容和工作地點；（五）工作時間和休息休假；（六）勞動報酬；（七）社會保險；（八）勞動保護(hù)、勞動條件和職業(yè)危害防護(hù)；（九）法律、法規(guī)規(guī)定應(yīng)當(dāng)納入勞動合同的其他事項。勞動合同除前款規(guī)定的必備條款外，用人單位與勞動者可以約定試用期、培訓(xùn)、保守秘密、補(bǔ)充保險和福利待遇等其他事項。4 / 38Article 18 If re

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

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

41、he relevant provisions of the state shall be followed.第十八條勞動合同對勞動報酬和勞動條件等標(biāo)準(zhǔn)約定不明確，引發(fā)爭議的，用人單位與勞動者可以重新協(xié)商；協(xié)商不成的，適用集體合同規(guī)定；沒有集體合同或者集體合同未規(guī)定勞動報酬的，實行同工同酬；沒有集體合同或者集體合同未規(guī)定勞動條件等標(biāo)準(zhǔn)的，適用國家有關(guān)規(guī)定。Article 19 If the term of a labor contract is not less than 3 months but less than 1 year, the probation period shall not

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

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

44、 a labor contract only provides the term of probation, the probation shall be null and void and the term of the probation shall be treated as the term of the labor contract.第十九條勞動合同期限三個月以上不滿一年的，試用期不得超過一個月；勞動合同期限一年以上不滿三年的，試用期不得超過二個月；三年以上固定期限和無固定期限的勞動合同，試用期不得超過六個月。同一用人單位與同一勞動者只能約定一次試用期。以完成一定工作任務(wù)為期限的勞動

45、合同或者勞動合同期限不滿三個月的，不得約定試用期。試用期包含在勞動合同期限內(nèi)。勞動合同僅約定試用期的，試用期不成立，該期限為勞動合同期限。Article 20 The wage of an employee during the probation period shall not be lower than the minimum wage for the same position of the same employer or lower than 80% of the wage stipulated in the labor contract, nor may it be lower

46、than the minimum wage of the locality where the employer is located.第二十條勞動者在試用期的工資不得低于本單位相同崗位最低檔工資或者勞動合同約定工資的百分之八十，并不得低于用人單位所在地的最低工資標(biāo)準(zhǔn)。Article 21 During the probation period, except when the employee is under any of the circumstances as described in Article 39 and Article 40 (i) and (ii), the employ

47、er shall not dissolve the labor contract. If an employer dissolves a labor contract during the probation period, it shall make an explanation.第二十一條在試用期中，除勞動者有本法第三十九條和第四十條第一項、第二項規(guī)定的情形外，用人單位不得解除勞動合同。用人單位在試用期解除勞動合同的，應(yīng)當(dāng)向勞動者說明理由。Article 22 Where an employer pays special training expenses for the special

48、technical training of his employees, the employer may enter an agreement with his employees to specify their service time period. If an employee violates the stipulation regarding the service time period, he shall pay the employer a penalty for breach of contract. The amount of penalty for breach of

49、 contract shall not exceed the training fees provided by the employer. The penalty for breach of a contract in which the employer requires the employee to pay shall not exceed the training expenses attributable to the service time period that is unfulfilled. 第二十二條用人單位為勞動者提供專項培訓(xùn)費用，對其進(jìn)行專業(yè)技術(shù)培訓(xùn)的，可以與該勞動者

50、訂立協(xié)議，約定服務(wù)期。勞動者違反服務(wù)期約定的，應(yīng)當(dāng)按照約定向用人單位支付違約金。違約金的數(shù)額不得超過用人單位提供的培訓(xùn)費用。用人單位要求勞動者支付的違約金不得超過服務(wù)期尚未履行部分所應(yīng)分?jǐn)偟呐嘤?xùn)費用。6 / 38The service time period stipulated by the employer and the employee does not affect the promotion of the remuneration of the employee during the probation period under the normal wage adjustment

51、 mechanism.用人單位與勞動者約定服務(wù)期的，不影響按照正常的工資調(diào)整機(jī)制提高勞動者在服務(wù)期期間的勞動報酬。Article 23 An employer may enter an agreement with his employees in the labor contract to require his employees to keep the business secrets and intellectual property of the employer confidential. For an employee who has the obligation of keep

52、ing confidential, the employer and the employee may stipulate non-competition clauses in the labor contract or in the confidentiality agreement and come to an agreement that, when the labor contract is dissolved or terminated, the employee shall be given economic compensations within the non-competi

53、tion period. If the employee violates the stipulation of non-competition, it shall pay the employer a penalty for breaching the contract.第二十三條用人單位與勞動者可以在勞動合同中約定保守用人單位的商業(yè)秘密和與知識產(chǎn)權(quán)相關(guān)的保密事項。對負(fù)有保密義務(wù)的勞動者，用人單位可以在勞動合同或者保密協(xié)議中與勞動者約定競業(yè)限制條款，并約定在解除或者終止勞動合同后，在競業(yè)限制期限內(nèi)按月給予勞動者經(jīng)濟(jì)補(bǔ)償。勞動者違反競業(yè)限制約定的，應(yīng)當(dāng)按照約定向用人單位支付違約金。Articl

54、e 24 The persons who should be subject to non-competition shall be limited to the senior mangers, senior technicians, and the other employees, who have the obligation to keep secrets, of employers. The scope, geographical range and time limit for non-competition shall be stipulated by the employer a

55、nd the employee. The stipulation on non-competition shall not be contrary to any laws or regulations. After the dissolution or termination of a labor contract, the non-competition period for any of the persons as mentioned in the preceding paragraph to work in any other employer producing or engagin

56、g in products of the same category or engaging in business of the same category as this employer shall not exceed two years.第二十四條競業(yè)限制的人員限于用人單位的高級管理人員、高級技術(shù)人員和其他負(fù)有保密義務(wù)的人員。競業(yè)限制的范圍、地域、期限由用人單位與勞動者約定，競業(yè)限制的約定不得違反法律、法規(guī)的規(guī)定。在解除或者終止勞動合同后，前款規(guī)定的人員到與本單位生產(chǎn)或者經(jīng)營同類產(chǎn)品、從事同類業(yè)務(wù)的有競爭關(guān)系的其他用人單位，或者自己開業(yè)生產(chǎn)或者經(jīng)營同類產(chǎn)品、從事同類業(yè)務(wù)的競業(yè)限制期限

57、，不得超過二年。Article 25 Except for the circumstances as prescribed in Articles 22 and 23 of this Law, the employer shall not stipulate with the employee that the employee shall pay the penalty for breaching contract.第二十五條除本法第二十二條和第二十三條規(guī)定的情形外，用人單位不得與勞動者約定由勞動者承擔(dān)違約金。Article 26 The following labor contracts

58、are invalid or are partially invalid if:1. a party employs the means of deception or coercion or takes advantage of the other partys difficulties to force the other party to conclude a labor contract or to make an amendment to a labor contract, which is contrary to his will;2. an employer disclaims its legal liability or denies the employees rights;