劳动合同法（中英文对照）
中华人民共和国劳动合同法(全文)
LAW OF THE PEOPLE’S REPUBLIC OF CHINA ON EMPLOYMENT CONTRACTS
《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。
(Adopted at the 28th Session of the Standing Committee of the 10th National Peo ple’s Congress on June 29,
2007. Effective from January 1, 2008.)
目录
第一章总则
第二章劳动合同的订立
第三章劳动合同的履行和变更
第四章劳动合同的解除和终止
第五章特别规定
第一节集体合同
第二节劳务派遣
第三节非全日制用工
第六章监督检查
第七章法律责任
第八章附则
Table of Contents
Chapter 1. General
Provisions ............................................................. ............................ 2 Chapter 2. Conclusion Of Employment Contracts (3)
Chapter 3. Performance And Amendment Of Employment
Contracts .............................. 8 Chapter 4. Termination And Ending Of Employment Contracts (9)
Chapter 5. Special
Provisions ............................................................. ........................... 15 SECTION 1. COLLECTIVE
CONTRACTS .............................................................. ............ 15 SECTION 2.
PLACEMENT .............................................................. ................................ 16 SECTION 3. PART-TIME
LABOR .................................................................. ................. 18 Chapter 6. Monitoring
Inspections ............................................................ ..................... 19 Chapter 7. Legal
Liability .............................................................. ................................ 20 Chapter 8. Supplementary
Provisions ............................................................. (24)
第一章总则
CHAPTER 1. GENERAL PROVISIONS
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 has been formulated in order to improve the employment contract system, to specify the rights and obligations of the parties to employment contracts, to protect the lawful rights and interests of workers and to build and develop harmonious and stable employment 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。
Article 2. This Law governs the establishment of employment relationships between, and the conclusion, performance, amendment, termination and ending of employment contracts by, organizations such as enterprises, individual economic organizations and private non-enterprise units in the People’s Republic of China (“Employers”) on the one hand and w orkers in the People’s Republic of China on the other hand.
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。
The conclusion, performance, amendment, termination and ending of employment contracts by state authorities, institutions or social
organizations on the one hand and workers with whom they establish employment relationships on the other hand, shall be handled 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、诚实信
用的原则。
Article 3. The conclusion of employment contracts shall comply with the principles of lawfulness, fairness, equality, free will, negotiated consensus and good faith.
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。
A lawfully concluded employment contract is binding, and both the Employer and the worker shall perform their respective obligations stipulated therein.
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。
Article 4. Employers shall establish and improve labor rules and regulations, so as to ensure that workers enjoy their labor rights and perform their labor obligations.
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。
When an Employer formulates, revises or decides on rules and regulations, or material matters, that have a direct bearing on the immediate interests of its workers, such as those concerning labor compensation, work hours, rest, leave, work safety and hygiene, insurance, benefits, employee training, work discipline or work quota management, the employer shall put forward a relevant proposal and comments after discussion with the employee representative congress or all the employees, whereupon the matter shall be determined through collective bargain with the labor union or employee representatives by the employer.
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。
If, during the implementation of an Employer’s rule or regulation or decision on a material matter, the labor union or an employee is of the opinion that the same is inappropriate, it or he is entitled to communicate such opinion to the Employer, and the rule, regulation or decision shall be improved by making amendments after
consultations.
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。
Rules and regulations, and decisions on material matters, that have a direct bearing on the immediate interests of workers shall be made public or be communicated to the workers by the Employer.
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 labor administration authorities of People’s Governments at the county level and above, together with the labor union and enterprise representatives, shall establish a comprehensive tri-partite mechanism for the coordination of employment relationships, in order to jointly study and resolve major issues
concerning employment relationships.
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
与用人单位建立集体协
商机制，维护劳动者的合法权益。
Article 6. A labor union shall assist and guide workers in the conclusion of employment contracts with their Employer and the performance thereof in accordance with the law, and establish a collective bargaining mechanism with the Employer in order to safeguard the lawful rights and interests of workers.
第二章劳动合同的订立
CHAPTER 2. CONCLUSION OF EMPLOYMENT 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 Empl oyer’s employment relationship with a worker is established on the date it starts using the worker. An Employer shall keep a register of employees, for reference purposes.
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、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。
Article 8. When an Employer hires a worker, it shall truthfully inform him as to the content of the work, the working conditions, the place of work, occupational hazards, production safety conditions, labor compensation
and other matters which the worker requests to be informed about. The Employer has the right to learn from the
worker basic information which directly relates to the employment contract, and the worker shall truthfully
provide the same.
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. When hiring a worker, an Employer may not retain the worker’s resident ID card or other papers, nor may it require him to provide security or collect property from him under some other guise.
第十条建立劳动关系，应当订立书面劳动合同。
Article 10. To establish an employment relationship, a written employment contract shall be concluded.
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。
In the event that no written employment contract was concluded at
the time of establishment of an employment relationship, a written employment contract shall be concluded within one month after the date on which the Employer starts using the worker.
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。
Where an Employer and a worker conclude an employment contract
before the Employer starts using the worker, the employment relationship shall be established on the date on which the Employer starts using the worker.
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。
Article 11. In the event that an Employer fails to conclude a
written employment contract with a worker at the time its starts to use him, and it is not clear what labor compensation was agreed upon with the worker, the labor compensation of the new worker shall be decided pursuant to the rate specified in the collective contract; where there is no collective contract or the collective contract is silent on the matter, equal pay shall be given for equal
work.
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. Employment contracts are divided into fixed-term employment contracts, non-fixed term employment contracts and employment contracts to expire upon completion of a certain job.
第十三条固定期限劳动合同，是指用人单位与劳动者约定合同终止时间的劳
动合同。
Article 13. A “fixed-term emplo yment contract” is an employment contract whose ending date is agreed upon by the Employer and the worker.
用人单位与劳动者协商一致，可以订立固定期限劳动合同。
An Employer and a worker may conclude a fixed-term employment
contract upon reaching a negotiated consensus.
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。
Article 14. A “non-fixed term employment contract” is an
employment contract for which the Employer and the worker have agreed
not to stipulate a definite ending date.
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外，应当订立无
固定期限劳动合同:
An Employer and a worker may conclude a non-fixed term employment contract upon reaching a negotiated consensus. If a worker proposes or
agrees to renew his employment contract or to conclude an employment contract in any of the following circumstances, a non-fixed term employment contract shall be concluded, unless the worker requests the conclusion of a fixed-term employment contract:
(一)劳动者在该用人单位连续工作满十年的;
(1) the worker has been working for the Employer for a consecutive period of not less than 10 years;
(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;
(2) when his Employer introduces the employment contract system or the state owned enterprise that employs
him re-concludes its employment contracts as a result of restructuring, the worker has been working for the
Employer for a consecutive period of not less than 10 years and is less than 10 years away from his legal
retirement age;
(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。
(3) prior to the renewal, a fixed-term employment contract was concluded on two consecutive occasions and the worker is not characterized by any of the circumstances set forth in Article 39 and items (1) and (2) of Article 40 hereof.
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。
If an Employer fails to conclude a written employment contract with a worker within one year from the date on which it starts using the worker, the Employer and the worker shall be deemed to have concluded a non-fixed
term employment 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。
Article 15. An “employment contract with a term to expire upon completion of a certain job” is an employment
contract in which the Employer and the worker have agreed that the completion of a certain job is the term of the
contract.
用人单位与劳动者协商一致，可以订立以完成一定工作任务为期限的劳动合同。 An Employer and a worker may, upon reaching a negotiated consensus, conclude an employment contract with a term to expire upon completion of a certain job.
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。
Article 16. An employment contract shall become effective when the Employer and the worker have reached a
negotiated consensus thereon and each of them has signed or sealed the text of such contract.
劳动合同文本由用人单位和劳动者各执一份。
The Employer and the worker shall each hold one copy of the employment contract.
第十七条劳动合同应当具备以下条款:
Article 17. An employment contract shall specify the following matters:
(一)用人单位的名称、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;
(九)法律、法规规定应当纳入劳动合同的其他事项。
(1) the name, domicile and legal representative or main person in charge of the Employer;
(2) the name, domicile and number of the resident ID card or other valid identity document of the worker;
(3) the term of the employment contract;
(4) the job description and the place of work;
(5) working hours, rest and leave;
(6) labor compensation;
(7) social insurance;
(8) labor protection, working conditions and protection against occupational hazards; and
(9) other matters which laws and statutes require to be included in employment contracts.
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 requisite terms mentioned above, an Employer and
a worker may agree to stipulate other matters in the employment contract, such as probation period, training, confidentiality, supplementary insurance and benefits, 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;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。
Article 18. If a dispute arises due to the fact that the rate or standards for labor compensation or working conditions, etc. are not explicitly specified in the employment contract, the Employer and the worker may renegotiate. If the negotiations are unsuccessful, the provisions of the collective contract shall apply. If there is no
collective contract or the collective contract is silent on the issue of labor compensation, equal pay shall be
given for equal work; if there is no collective contract or the collective contract is silent on the issue of working
conditions, the relevant regulations of the state shall apply.
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。
Article 19. If an employment contract has a term of not less than three months but less than one year, the probation period may not exceed one month; if an employment contract has a term of more than one year and less than three years, the probation period may not exceed two months; and if an employment contract has a term of
not less than three years or is non-fixed term, the probation period may not exceed six months.
同一用人单位与同一劳动者只能约定一次试用期。
An Employer may stipulate only one probation period with any given worker.
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。
No probation period may be specified in an employment contract with a term to expire upon completion of a certain job or an employment contract with a term of less than three months.
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 probation period shall be included in the term of the employment contract. If an employment contract provides for a probation period only, then there is no probation period and the term concerned shall be the term of the employment contract.
第二十条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。
Article 20. The wages of a worker on probation may not be less than the lowest wage level for the same job with the Employer or less than 80 percent of the wage agreed upon in the employment contract, and may not be less than the minimum wage rate in the place where the Employer is located.
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. An Employer may not terminate an employment contract during the probation period unless the worker is characterized by any of the circumstances set forth in Article 39 and items (1) and (2) of
Article 40 hereof. If an Employer terminates an employment contract during the probation period, it shall explain the
reasons to the 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。
Article 22. If an Employer provides special funding for a worker’s training and gives him professional technical training, it may conclude an agreement specifying a term of service with such worker.
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。
If the worker breaches the agreement on the term of service, he
shall pay liquidated damages to the Employer as agreed. The measure of the liquidated damages may not exceed the training expenses paid by the Employer.
The liquidated damages that the Employer requires the worker to pay may not exceed the portion of the training expenses allocable to the unperformed portion of the term of service.
用人单位与劳动者约定服务期的，不影响按照正常的工资调整机制提高劳动者在服务期期间的劳动报
酬。
The reaching of agreement on a term of service between the Employer and the worker does not affect the raising of the worker’s labor compensation during the term of service according to the normal wage adjustment
mechanism.
第二十三条用人单位与劳动者可以在劳动合同中约定保守用人单位的商业秘
密和与知识产权相关
的保密事项。
Article 23. An Employer and a worker may include in their employment contract provisions on confidentiality matters relating to maintaining the confidentiality of the trade secrets of the Employer and to intellectual property.
对负有保密义务的劳动者，用人单位可以在劳动合同或者保密协议中与劳动者约定竞业限制条款，并
约定在解除或者终止劳动合同后，在竞业限制期限内按月给予劳动者经济补偿。劳动者违反竞业限制约定
的，应当按照约定向用人单位支付违约金。
If a worker has a confidentiality obligation, the Employer may agree with the worker on competition restriction
provisions in the employment contract or confidentiality agreement, and stipulate that the Employer shall pay financial compensation to the worker on a monthly basis during the term of the competition restriction after the
termination or ending of the employment contract. If the worker breaches the competition restriction provisions, he shall pay liquidated damages to the Employer as stipulated.
第二十四条竞业限制的人员限于用人单位的高级管理人员、高级技术人员和
其他负有保密义务的人
员。竞业限制的范围、地域、期限由用人单位与劳动者约定，竞业限制的约定不得违反法律、法规的规定。
Article 24. The personnel subject to competition restrictions shall be limited to the Employer’s senior management, senior technicians and other personnel with a confidentiality obligation. The scope, territory and term of the competition restrictions shall be agreed upon by the Employer and the worker, and such agreement shall not violate laws and regulations.
在解除或者终止劳动合同后，前款规定的人员到与本单位生产或者经营同类产品、从事同类业务的有
竞争关系的其他用人单位，或者自己开业生产或者经营同类产品、从事同类业务的竞业限制期限，不得超
过二年。
The term, counted from the termination or ending of the employment contract, for which a person as mentioned in the preceding paragraph is subject to competition restrictions in terms of his working for a competing
Employer that produces the same type of products or is engaged in the same type of business as his current Employer, or in terms of his establishing his own business to produce the same type of products or engage in the
same type of business, shall not exceed two years.
第二十五条除本法第二十二条和第二十三条规定的情形外，用人单位不得与劳动者约定由劳动者承
担违约金。
Article 25. With the exception of the circumstances specified in Articles 22 and 23 hereof, an Employer may not stipulate with a worker provisions on the bearing of liquidated damages by the worker.
第二十六条下列劳动合同无效或者部分无效:
Article 26. An employment contract shall be invalid or partially invalid if:
(一)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;
(1) a party uses such means as deception or coercion, or takes advantage of the other party’s difficulties, to
cause the other party to conclude an employment contract, or to make an amendment thereto, that is
contrary to that party’s true intent;
(二)用人单位免除自己的法定责任、排除劳动者权利的;
(2) the Employer disclaims its legal liability or denies the worker his rights;
(三)违反法律、行政法规强制性规定的。
(3) mandatory provisions of laws or administrative statutes are violated.
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。
If the invalidity or partial invalidity of the employment contract is disputed, it shall be confirmed by a labor dispute arbitration institution or a People’s Court.
第二十七条劳动合同部分无效，不影响其他部分效力的，其他部分仍然有效。
Article 27. If certain provisions of an employment contract are invalid and such invalidity does not affect the validity of the remaining provisions, the remaining provisions shall remain valid.
第二十八条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确定。
Article 28. If an employment contract is confirmed as invalid and the worker has already performed labor, the Employer shall pay the worker labor compensation. The amount of labor compensation shall be determined with reference to the labor compensation of workers in the same or a similar position with the Employer.
第三章劳动合同的履行和变更
CHAPTER 3. PERFORMANCE AND AMENDMENT OF EMPLOYMENT CONTRACTS
第二十九条用人单位与劳动者应当按照劳动合同的约定，全面履行各自的义务。
Article 29. The Employer and the worker shall each fully perform its/his obligations in accordance with the employment contract.
第三十条用人单位应当按照劳动合同约定和国家规定，向劳动者及时足额支付劳动报酬。