上海市人民代表大会常务委员会公告第五十八号《上海市劳动合同条例》已由上海市第十一届人民代表大会常务委员会第三十三次会议于2001年11月15日通过，现予公布，自2002年5月1日起施行。
第一章 总则
第一条 为了调整劳动关系，建立和维护适应社会主义市场经济的劳动合同制度，根据《中华人民共和国劳动法》和有关法律、行政法规，结合本市实际情况，制定本条例。
第二条 在本市行政区域内的企业、个体经济组织，以及国家机关、事业单位、社会团体等用人单位以下统称用人单位与劳动者建立或者形成劳动合同关系的，适用本条例。
第三条 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。
第四条 劳动合同应当以书面形式订立，但本条例有特别规定的除外。
第五条 订立和变更劳动合同，应当遵循平等自愿、协商一致的原则，并且符合法律、法规和有关规章的规定。
劳动合同依法订立即具有法律约束力，当事人必须履行劳动合同规定的义务。
第六条 工会应当为劳动者提供劳动合同方面的指导、帮助，对用人单位履行劳动合同的情况进行监督。用人单位侵犯劳动者合法权益的，工会应当代表劳动者与用人单位交涉，依法维护劳动者在订立和履行劳动合同中的合法权益。
第七条 劳动保障行政部门对劳动合同制度的实施，负有指导和监督检查的职责。
第二章 劳动合同的订立
第八条 劳动者在订立劳动合同前，有权了解用人单位相关的规章制度、劳动条件、劳动报酬等情况，用人单位应当如实说明。
用人单位在招用劳动者时，有权了解劳动者健康状况、知识技能和工作经历等情况，劳动者应当如实说明。
第九条 劳动合同文本可以由用人单位提供，也可以由用人单位与劳动者共同拟订。由用人单位提供的合同文本，应当遵循公平原则，不得损害劳动者的合法权益。
劳动合同应当用中文书写，也可以同时用外文书写，双方当事人另有约定的，从其约定。同时用中、外文书写的劳动合同文本，内容不一致的，以中文劳动合同文本为准。劳动合同一式两份，当事人各执一份。
第十条 劳动合同应当具备以下条款：
一、劳动合同期限；
二、工作内容；
三、劳动保护和劳动条件；
四、劳动报酬；
五、劳动纪律；
六、劳动合同终止的条件；
七、违反劳动合同的责任。
劳动合同除前款规定的必备条款外，当事人可以协商约定其他内容。
第十一条 劳动合同的期限分为有固定期限、无固定期限和以完成一定的工作为期限。劳动合同期限由用人单位和劳动者协商确定。
第十二条 劳动合同自双方当事人签字之日起生效，当事人对生效的期限或者条件有约定的，从其约定。
第十三条 劳动合同当事人可以约定试用期。劳动合同期限不满六个月的，不得设试用期；满六个月不满一年的，试用期不得超过一个月；满一年不满三年的，试用期不得超过三个月；满三年的，试用期不得超过六个月。
劳动合同当事人仅约定试用期的，试用期不成立，该期限即为劳动合同期限。
第十四条 劳动合同当事人可以对由用人单位出资招用、培训或者提供其他特殊待遇的劳动者的服务期作出约定。
第十五条 劳动合同当事人可以在劳动合同中约定保密条款或者单独签订保密协议。商业秘密进入公知状态后，保密条款、保密协议约定的内容自行失效。
对负有保守用人单位商业秘密义务的劳动者，劳动合同当事人可以就劳动者要求解除劳动合同的提前通知期在劳动合同或者保密协议中作出约定，但提前通知期不得超过六个月。在此期间，用人单位可以采取相应的脱密措施。
第十六条 对负有保守用人单位商业秘密义务的劳动者，劳动合同当事人可以在劳动合同或者保密协议中约定竞业限制条款，并约定在终止或者解除劳动合同后，给予劳动者经济补偿。竞业限制的范围仅限于劳动者在离开用人单位一定期限内不得自营或者为他人经营与原用人单位有竞争的业务。竞业限制的期限由劳动合同当事人约定，最长不得超过三年，但法律、行政法规另有规定的除外。
劳动合同双方当事人约定竞业限制的，不得再约定解除劳动合同的提前通知期。
竞业限制的约定不得违反法律、法规的规定。
第十七条 劳动合同对劳动者的违约行为设定违约金的，仅限于下列情形：
一、违反服务期约定的；
二、违反保守商业秘密约定的。
违约金数额应当遵循公平、合理的原则约定。
第十八条 劳动合同约定的劳动条件和劳动报酬等标准，不得低于集体合同的规定；低于集体合同规定的，适用集体合同的规定。
集体合同按照有关法律、法规的规定签订。
第十九条 劳动合同期满，经当事人协商一致，可以续订劳动合同。续订劳动合同不得约定试用期。
第二十条 有下列情形之一的，劳动合同无效：
一、违反法律、行政法规的；
二、采取欺诈、威胁等手段订立的。
无效的劳动合同，自订立的时候起，就没有法律约束力。确认劳动合同部分无效的，如果不影响其余部分的效力，其余部分仍然有效。
劳动合同的无效，由劳动争议仲裁委员会或者人民法院确认。
第二十一条 用人单位与劳动者建立劳动合同关系，应当向劳动保障行政部门指定的经办机构办理用工登记手续。
第三章 劳动合同的履行和变更
第二十二条 劳动合同当事人应当按照合同约定的起始时间履行劳动合同。
劳动合同约定的起始时间与实际履行的起始时间不一致的，按实际履行的起始时间确认。
第二十三条 变更劳动合同，应当经双方当事人协商一致，并采用书面形式。当事人协商不成的，劳动合同应当继续履行，但法律、法规另有规定的除外。
第二十四条 用人单位合并、分立的，劳动合同由合并、分立后的用人单位继续履行；经劳动合同当事人协商一致，劳动合同可以变更或者解除；当事人另有约定的，从其约定。
第二十五条 签订劳动合同的用人单位和实际使用劳动者的单位不一致的，用人单位可以与实际使用劳动者的单位约定，由实际使用劳动者的单位承担或者部分承担对劳动者的义务。实际使用劳动者的单位未按照约定承担对劳动者的义务的，用人单位应当承担对劳动者的义务。
第二十六条 劳动合同期限内，有下列情形之一的，劳动合同中止履行：
一、劳动者应征入伍或者履行国家规定的其他法定义务的；
二、劳动者暂时无法履行劳动合同的义务，但仍有继续履行条件和可能的；
三、法律、法规规定的或者劳动合同约定的其他情形。
劳动合同中止情形消失的，劳动合同继续履行，但法律、法规另有规定的除外。
第二十七条 应当订立书面劳动合同而未订立，但劳动者按照用人单位要求履行了劳动义务的，当事人的劳动合同关系成立，劳动者的劳动报酬和劳动条件，按照下列规定确认：
一、劳动报酬和劳动条件高于用人单位规章制度、集体合同规定或者法定劳动标准相应内容的，按照实际已经履行的内容确认；
二、劳动报酬和劳动条件低于用人单位规章制度、集体合同或者法定劳动标准的，按照有利于劳动者的原则确认。
第二十八条 劳动合同的部分内容不符合法定劳动标准的，用人单位应当按照法定劳动标准承担义务，并依法对劳动合同中不符合法定劳动标准部分予以修改。
第四章 劳动合同的解除和终止
第二十九条 经劳动合同当事人协商一致，劳动合同可以解除。
第三十条 劳动者解除劳动合同，应当提前三十日以书面形式通知用人单位。
第三十一条 有下列情形之一的，劳动者可以随时通知用人单位解除劳动合同。
一、在试用期内的；
二、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的；
三、用人单位未按照劳动合同约定支付劳动报酬或者提供劳动条件的。
第三十二条 有下列情形之一的，用人单位可以解除劳动合同，但是应当提前三十日以书面形式通知劳动者本人：
一、劳动者患病或者非因工负伤，医疗期满后，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；
二、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；
三、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。
用人单位解除合同未按规定提前三十日通知劳动者的，自通知之日起三十日内，用人单位应当对劳动者承担劳动合同约定的义务。
第三十三条 劳动者有下列情形之一的，用人单位可以随时解除劳动合同：
一、在试用期间被证明不符合录用条件的；
二、严重违反劳动纪律或者用人单位规章制度的；
三、严重失职，营私舞弊，对用人单位利益造成重大损害的；
四、被依法追究刑事责任的；
五、法律、法规规定的其他情形。
第三十四条 劳动者有下列情形之一的，用人单位不得依据本条例第三十二条、第三十五条的规定解除劳动合同：
一、患职业病或者因工负伤并被确认丧失或者部分丧失劳动能力的；
二、患病或者负伤，在规定的医疗期内的；
三、女职工在孕期、产期、哺乳期内的；
四、法律、法规规定的其他情形。
第三十五条 用人单位确需依法裁减人员的，应当向工会或者全体职工说明情况，听取意见。用人单位的裁员方案应当在与工会或者职工代表协商采取补救措施的基础上确定，并向劳动保障行政部门报告。
用人单位实施裁员方案，应当提前三十日通知工会和劳动者本人。
用人单位依据本条规定裁减人员，在六个月内录用人员的，应当优先录用被裁减的人员。
第三十六条 用人单位单方面解除职工劳动合同时，应当事先将理由通知工会，工会认为用人单位违反法律、法规和有关合同，要求重新研究处理时，用人单位应当研究工会的意见，并将处理结果书面通知工会。
第三十七条 有下列情形之一的，劳动合同终止：
一、劳动合同期满的；
二、当事人约定的劳动合同终止条件出现的；
三、用人单位破产、解散或者被撤销的；
四、劳动者退休、退职、死亡的。
劳动合同当事人实际已不履行劳动合同满三个月的，劳动合同可以终止。
劳动者患职业病、因工负伤，被确认为部分丧失劳动能力，用人单位按照规定支付伤残就业补助金的，劳动合同可以终止。
第三十八条 劳动者患职业病或者因工负伤，被确认为完全或者大部分丧失劳动能力的，用人单位不得终止劳动合同，但经劳动合同当事人协商一致，并且用人单位按照规定支付伤残就业补助金的，劳动合同也可以终止。
第三十九条 劳动合同期满或者当事人约定的劳动合同终止条件出现，劳动者有下列情形之一的，同时不属于本条例第三十三条第二项、第三项、第四项规定的，劳动合同期限顺延至下列情形消失：
一、患病或者负伤，在规定的医疗期内的；
二、女职工在孕期、产期、哺乳期内的；
三、法律、法规、规章规定的其他情形。
第四十条 应当订立劳动合同而未订立的，劳动者可以随时终止劳动关系。
应当订立劳动合同而未订立的，用人单位提出终止劳动关系，应当提前三十日通知劳动者，但劳动者具有第三十九条规定情形之一的，劳动关系应当顺延至该情形消失。
第四十一条 劳动合同解除或者终止，用人单位应当出具解除或者终止劳动合同关系的有效证明。
劳动者可以凭有效证明材料，直接办理失业登记手续。
第四十二条 有下列情形之一的，用人单位应当根据劳动者在本单位工作年限，每满一年给予劳动者本人一个月工资收入的经济补偿：
一、用人单位依据本条例第二十九条规定提出与劳动者解除劳动合同的；
二、劳动者依据本条例第三十一条第二项、第三项规定解除劳动合同的；
三、用人单位依据本条例第三十二条第一款第二项解除劳动合同的；
四、用人单位依据本条例第三十二条第一款第一项、第三项的规定解除劳动合同的；
五、用人单位依据本条例第三十五条规定解除劳动合同的；
六、用人单位依据本条例第三十七条第三项规定终止劳动合同的。
有前款第一项、第二项、第三项规定情形之一的，补偿总额一般不超过劳动者十二个月的工资收入，但当事人约定超过的，从其约定。
第四十三条 劳动合同约定的终止条件和本条例规定的解除条件相同的，用人单位应当依照本条例相应的解除合同的补偿标准，给予劳动者经济补偿。
第四十四条 用人单位根据本条例第三十二条第一款第一项的规定解除劳动合同的，除按规定给予经济补偿外，还应当给予不低于劳动者本人六个月工资收入的医疗补助费。
第四十五条 本条例第四十二条、第四十四条中的工资收入按劳动者解除或者终止劳动合同前十二个月的平均工资收入计算，劳动者月平均工资收入低于本市职工最低工资标准的，按本市职工最低工资标准计算。
本条例第四十二条中的本单位工作年限，满六个月不满一年的，按一年计算。
第五章 非全日制劳动合同的特别规定
第四十六条 非全日制劳动合同是劳动者与用人单位约定的以小时作为工作时间单位确立劳动关系的协议。
劳动者与一个或者一个以上用人单位确立非全日制劳动合同关系的，劳动者与每个用人单位约定的每日、每周或者每月工作时间，应当分别在法定工作时间的百分之五十以下。
劳动者在多个用人单位的工作时数总和，不得超过法定最高工作时数。
第四十七条 订立非全日制劳动合同可以采用书面形式，也可以采用其他形式。劳动合同当事人一方提出采用书面形式的，应当采用书面形式。
第四十八条 非全日制劳动合同当事人未约定用工期限的，任何一方均可以随时通知对方终止劳动关系。
第四十九条 非全日制劳动合同当事人可以对劳动时间、工作内容、劳动报酬及支付形式、保守用人单位商业秘密等内容进行约定。
第五十条 非全日制劳动者的劳动报酬按小时计算。
劳动报酬包括小时工资收入和法律、法规规定应当缴纳的社会保险费等。
第五十一条 用人单位使用非全日制劳动者，在劳动过程中造成劳动者工伤或者患职业病的，应当承担相应责任。
第五十二条 非全日制劳动者的最低小时工资标准，由上海市劳动和社会保障局报经市人民政府批准后公布。最低小时工资标准的确定，应当综合考虑非全日制工作的职业稳定、福利待遇等因素。
非全日制用工形式的社会保险费的缴纳办法，由市人民政府另行制订。
第五十三条 本条例第二章、第三章、第四章中的规定，不适用于非全日制的劳动合同，但第八条、第二十条和第二十一条除外。
第六章 法律责任
第五十四条 由于劳动合同一方当事人的原因导致劳动合同无效或者部分无效，给对方造成损害的，应当承担赔偿责任。
第五十五条 劳动合同当事人违反劳动合同的，应当承担相应的责任。给对方造成经济损失的，应当承担赔偿责任。
劳动合同双方当事人都违反劳动合同的，应当各自承担相应的责任。
第五十六条 用人单位未按照本条例规定与劳动者订立书面劳动合同的，由劳动保障行政部门责令限期改正，并可以按每人五百至一千元处以罚款。
第五十七条 用人单位使用劳动者不按照本条例规定办理用工登记手续的，由劳动保障行政部门责令限期补办；逾期不办的，按每人五百元处以罚款。
第五十八条 劳动合同当事人发生劳动争议，依照劳动争议处理规定处理。
第五十九条 劳动合同当事人对劳动保障行政部门作出的具体行政行为不服的，可以依照《中华人民共和国行政复议法》或者《中华人民共和国行政诉讼法》的规定，申请行政复议或者提起行政诉讼。
第七章 附则
第六十条 法律、行政法规对适用签订劳动合同的主体有特别规定的，按照有关规定执行。
第六十一条 本条例实施前已经履行的劳动合同，当时的地方性法规、市人民政府的规章对劳动合同当事人的义务有明确规定的，本条例实施后，劳动合同当事人应当继续执行；当时的地方性法规、市人民政府的规章没有明确规定的，按照本条例的规定执行。
本条例实施后，外商投资企业与劳动者新订立的劳动合同，不再适用《上海市外商投资企业劳动人事管理条例》中关于劳动合同的规定。
第六十二条 本条例自2002年5月1日起施行。
Shanghai Municipality, Labour Contract Regulations
(Promulgated on 15 November 2001 and effective as of 1 May 2002.)
PART ONE GENERAL PROVISIONS
Article 1 These Regulations are formulated pursuant to the PRC, Labour Law and relevant laws and administrative regulations and in the light of the actual circumstances of this Municipality in order to adjust labour relations and to establish and maintain a labour contract system appropriate for a socialist market economy.
Article 2 These Regulations apply to employers such as enterprises, individually-owned economic organizations, State organs, institutions and social organizations (Employer(s)) that establish or form labour contract relationships with workers in the administrative area of this Municipality.
Article 3 A labour contract is an agreement between a worker and an Employer to establish a labour relationship and to specify the rights and obligations of both parties.
Article 4 Labour contracts shall be concluded in writing unless otherwise specifically provided for herein.
Article 5 Conclusion and modification of labour contracts shall abide by the principles of equality, voluntariness and consensus through consultation and comply with the provisions of laws, regulations and the relevant rules.
A labour contract shall be legally binding once it is concluded in accordance with the law, and the parties must perform the obligations stipulated therein.
Article 6 Labour unions shall provide workers with guidance and assistance in respect of labour contracts and supervise the performance of labour contracts by Employers. If an Employer infringes upon the lawful rights and interests of a worker, the labour union shall deal with the Employer on behalf of the worker and protect, in accordance with the law, the lawful rights and interests of the worker in his entry into and performance of the labour contract.
Article 7 The administrative department for labour and social security has the duties of guidance, supervision and inspection with regard to the implementation of the labour contract system.
PART TWO CONCLUSION OF LABOUR CONTRACTS
Article 8 Before a worker concludes a labour contract, the worker has the right to be informed, and the Employer shall truthfully inform the worker, of the relevant rules and procedures of the Employer, the labour conditions and the labour remunerations.
When an Employer recruits a worker, the Employer has the right to be informed, and the worker shall truthfully inform the Employer, of the worker's health, knowledge, skills and work experience.
Article 9 The text of a labour contract may be provided by the Employer, or it may be drafted jointly by the Employer and the worker. The text of a labour contract provided by the Employer shall adhere to the principle of fairness and shall not harm the lawful rights and interests of the worker.
A labour contract shall be written in Chinese and may at the same time be written in a foreign language. Where the parties have agreed otherwise, their agreement shall prevail. If the contents of the Chinese and the foreign language versions of a labour contract are inconsistent, the Chinese version of the labour contract shall prevail. A labour contract shall be written in two counterparts, and each party shall hold one counterpart.
Article 10 A labour contract shall contain the following clauses:
(1) term of the labour contract;
(2) job description;
(3) labour protection and working conditions;
(4) labour remuneration;
(5) labour discipline;
(6) conditions for termination of the labour contract; and
(7) liability for breach of the labour contract.
In addition to the mandatory clauses specified above, the parties may include in the labour contract other contents agreed upon between them through negotiation.
Article 11 Terms of labour contracts are divided into fixed terms, open terms and terms determined on the job basis. The term of a labour contract shall be determined by the Employer and the worker through negotiation.
Article 12 A labour contract shall be effective as of the date of signature by the parties. Where the parties have agreement with regard to the date and conditions of effectiveness, their agreement shall prevail.
Article 13 The parties to a labour contract may agree upon a probation period. In a labour contract with a term of less than six months, no probation period shall be provided for; if the term is over six months but less than one year, the probation period shall not exceed one month; if the term is over one year but less than three years, the probation period shall not exceed three months; and if the term is over three years, the probation period shall not exceed six months.
If the parties to the labour contract have agreed only on a probation period and such probation period is not established, that period shall be the term of the labour contract.
Article 14 The parties to a labour contract may agree upon a service term for a worker who will be recruited, used, trained or provided with other special treatment at the expense of the Employer.
Article 15 The parties to a labour contract may agree upon a confidentiality clause in the labour contract or enter into a separate confidentiality agreement. When the trade secret enters into the public domain, the contents agreed upon in the confidentiality clause or confidentiality agreement shall automatically become void.
Where the worker has an obligation to maintain the confidentiality of the trade secrets of the Employer, the parties to the labour contract may agree upon an advance notice period in the labour contract or the confidentiality agreement for the worker to request termination of the labour contract, provided that this advance notice period does not exceed six months. During this period, the Employer may carry out anti-disclosure measures accordingly.
Article 16 Where the worker has an obligation to maintain the confidentiality of the trade secrets of the Employer, the parties to the labour contract may agree upon a no-competition clause in the labour contract or the confidentiality agreement, and may agree to grant economic compensation to the worker upon termination or rescission of the labour contract. The scope of restriction of competition shall be limited to, within a certain period following the departure of the worker from the Employer, that the worker may not himself engage or for any third party in the business that competes with the former Employer. The period of restriction of competition shall be agreed upon by the parties to the labour contract. Its maximum length shall not exceed three years unless otherwise stipulated by laws and administrative regulations.
If the parties to the labour contract have agreed upon restriction of competition, they shall not further agree upon an advance notice period for rescission of the labour contract.
Agreement on restriction of competition may not violate provisions of laws or regulations.
Article 17 If a labour contract provides for liquidated damages for breach of contract by the worker, such damages shall apply only to:
(1) breach of the agreement on the service term; or
(2) breach of the agreement to maintain the confidentiality of trade secrets.
The amount of liquidated damages for breach of contract shall be agreed upon on the principles of fairness and reasonableness.
Article 18 The standards for labour conditions and labour remuneration agreed upon in the labour contract may not be lower than those stipulated in the collective contract. If they are lower than those stipulated in the collective contract, the provisions of the collective contract shall apply.
Collective contracts shall be concluded in accordance with the relevant laws and regulations.
Article 19 A labour contract may be renewed upon expiration of its term if the parties reach a consensus through consultation. No probation period shall be agreed upon in a renewed labour contract.
Article 20 A labour contract shall be invalid if:
(1) it violates laws or administrative regulations; or
(2) it is concluded through such means as fraud or threat.
An invalid labour contract shall not be legally binding as of its conclusion. If a part of the labour contract has been determined to be invalid, the other parts of it shall remain valid to the extent that the invalid part does not have an impact on the effectiveness of such other parts.
The invalidity of a labour contract shall be determined by a labour dispute arbitration commission or a people's court.
Article 21 If an Employer forms a labour contract relationship with a worker, it shall complete the labour employment registration with an agency designated by the administrative department for labour and social security.
PART THREE PERFORMANCE AND MODIFICATION OF LABOUR CONTRACTS
Article 22 The parties to a labour contract shall perform the labour contract according to the commencement and ending times agreed upon therein.
If the commencement and ending times agreed upon in the labour contract are inconsistent with the commencement and ending times of actual performance, determination shall be made on the basis of the commencement and ending times of actual performance.
Article 23 Modification of a labour contract shall require the consensus of the parties through consult
ation, and shall be in writing. If the parties fail to agree, the labour contract shall continue to be performed unless otherwise stipulated by laws and regulations.
Article 24 In the case of a merger or division regarding the Employer, the Employer in existence after the merger or division shall continue to perform the labour contract. Where the parties reach a consensus through consultation, the labour contract may be modified or rescinded. If the parties have agreed otherwise, their agreement shall prevail.
Article 25 If the Employer that concludes the labour contract is not the work unit that actually uses the worker, the Employer may agree with the work unit that actually uses the worker that the obligations to the worker or any part thereof shall be assumed by the work unit that actually uses the worker. If the work unit that actually uses the worker fails to assume the obligations to the worker as agreed, the Employer shall assume such obligations.
Article 26 During the term of a labour contract, performance of the labour contract shall be suspended if:
(1) the worker is conscripted or is to perform other mandatory obligations required by the State;
(2) the worker is temporarily unable to perform his obligations under the labour contract, but the condition for and possibility of resumption of performance still exists; or
(3) there exist such other circumstances as prescribed by laws and regulations or agreed upon in the labour contract.
Once the circumstance requiring the suspension of the labour contract ceases to exist, performance of the labour contract shall continue unless otherwise stipulated by laws and regulations.
Article 27 Where a written labour contract shall be concluded but has not been concluded, but the worker has performed the labour obligations as required by the Employer, a labour contract relationship between the parties is established and the labour remuneration and labour conditions for the worker shall be determined according to the following provisions:
(1) if the labour remuneration and labour conditions are superior to the corresponding particulars contained in the rules and procedures of the Employer, the provisions of the collective contract or the statutory labour standards, they shall be determined according to the parts actually performed; or
(2) if the labour remuneration and labour conditions are inferior to the corresponding particulars contained in the rules and procedures of the Employer, the provisions of the collective contract or the statutory labour standards, they shall be determined on a principle that favours the worker.
Article 28 If a part of the contents in a labour contract does not conform to the statutory labour standards, the Employer shall assume its obligations in accordance with the statutory labour standards and shall revise the part of the labour contract that does not conform to the statutory labour standards in accordance with the law.
PART FOUR RESCISSION AND TERMINATION OF LABOUR CONTRACTS
Article 29 A labour contract may be rescinded upon the agreement of the parties thereto.
Article 30 If a worker wishes to terminate the labour contract, he shall give a written notice to the Employer 30 days in advance.
Article 31 A worker may give a notice to the Employer to terminate the labour contract at any time if:
(1) he is in the probation period;
(2) the Employer resorts to violence, threat or illegal restriction of personal freedom to force him to work; or
(3) the Employer fails to pay the labour remuneration or provide the labour conditions as agreed in the labour contract.
Article 32 Under any of the following circumstances, an Employer may rescind a labour contract subject to a written notice to the worker himself 30 days in advance:
(1) where the worker has suffered from illness or non-work-related injury and is not able to perform the original job nor the other work assigned to him by the Employer upon the conclusion of medical treatment;
(2) the worker is incompetent in the job and remains so after receiving training or being transferred to another post; or
(3) where a major change in the objective circumstances under which the labour contract was being drawn up has rendered such contract incapable of being carried out, and the parties have failed to reach an agreement on the amendment of such contract after negotiations.
If the Employer that rescinds the labour contract fails to give a notice to the worker 30 days in advance as required, the Employer shall bear the obligations to the worker that are agreed upon in the labour contract within 30 days of the date of notice.
Article 33 The Employer may rescind the labour contract at any time if the worker:
(1) has been proven to be unqualified for the employment during the probation period;
(2) has seriously violated the labour discipline or the rules or procedures of the Employer;
(3) has been seriously derelict in duties or has practised graft, causing grave harm to the interests of the Employer;
(4) whose criminal liability has been pursued in accordance with the law; or
(5) is in such other circumstances as prescribed by laws or regulations.
Article 34 The Employer may not rescind the labour contract pursuant to Articles 32 or 35 hereof under any of the following circumstances:
(1) where the worker has suffered from an occupational disease or work-related injury, and has been confirmed to have lost or partially lost capacity to work;
(2) where the worker is undergoing the required period of medical treatment for an illness or injury;
(3) where a female worker is pregnant, in confinement or nursing; or
(4) other circumstances stipulated by laws or regulations.
Article 35 When an Employer truly needs to lay off its workers according to the law, it shall explain the situation to the labour union or all worker
s and listen to their opinions. The labour layoff plan of the Employer shall be decided on the basis that the Employer consults with the labour union or workers' representatives for taking remedial measures, and shall be reported to the administrative department for labour and social security.
The Employer shall notify the labour union and the worker himself 30 days before the implementation of the labour layoff plan.
If the Employer recruits workers within six months after a labour layoff pursuant to this Article, it shall recruit the laid-off workers on a preferential basis.
Article 36 When an Employer unilaterally rescinds a labour contract, it shall notify the labour union in advance of the reason for the rescission. If the labour union considers that the Employer has violated laws and regulations and the relevant contract, and requests the Employer to reconsider its handling of the matter, the Employer shall study the opinion of the trade union and notify the labour union in writing of the result of the handling.
Article 37 A labour contract shall terminate under any of the following circumstances:
(1) where its term has expired;
(2) where the conditions agreed between the parties for terminating the labour contract occur;
(3) where the Employer is bankrupt, dissolved or shut down; or
(4) where the worker has retired, resigned or died.
If the parties to the labour contract have actually stopped performing the labour contract for three months, the labour contract may be terminated.
If the worker suffers from an occupational disease or work-related injury and is confirmed to have partially lost capacity to work, and the Employer has paid disability employment allowances in accordance with regulations, the labour contract may be terminated.
Article 38 If the worker suffers from an occupational disease or work-related injury and is confirmed to have lost all or most of his capacity to work, the Employer may not terminate the labour contract. However, where the parties to the labour contract reach a consensus through consultation and the Employer pays the disability employment allowances in accordance with regulations, the labour contract may be terminated.
Article 39 Notwithstanding the expiration of the term of the labour contract or occurrence of the conditions agreed by the parties for terminating the labour contract, if the worker is in any of the following circumstances and, at the same time, not included in any of the circumstances specified in Item (2), (3) or (4) of Article 33, the term of the labour contract shall extend until the following circumstances cease to exist:
(1) where the worker is undergoing the required period of medical treatment for an illness or injury;
(2) where a female worker is pregnant, in confinement or nursing; or
(3) other circumstances stipulated by laws or regulations.
Article 40 If a labour contract is to be concluded but has not been concluded, the worker may terminate the labour relationship at any time.
If a labour contract is to be concluded but has not been concluded, the Employer shall notify the worker 30 days in advance when it requests to terminate the labour relationship. However, if the worker is in any of the circumstances specified in Article 39, the labour relationship shall extend until such circumstance ceases to exist.
Article 41 If a labour contract is rescinded or terminated, the Employer shall issue an effective supporting document for the rescission o
r termination of the labour contract relationship.
The worker may, on the strength of the effective supporting document, directly carry out unemployment registration procedures.
Article 42 The Employer shall provide the worker with economic compensation according to the worker's employment years with the Employer, i.e. each full year shall be compensated with an amount equivalent to the wage income of the worker for one month if:
(1) the Employer requests to rescind the labour contract with the worker pursuant to Article 29 hereof;
(2) the worker rescinds the labour contract pursuant to Item (2) or (3) of Article 31 hereof;
(3) the Employer rescinds the labour contract pursuant to Item (2) of the first paragraph of Article 32 hereof;
(4) the Employer rescinds the labour contract pursuant to Item (1) or (3) of the first paragraph of Article 32 hereof;
(5) the Employer rescinds the labour contract pursuant to Article 35 hereof; or
(6) the Employer terminates the labour contract pursuant to Item (3) of Article 37 hereof.
If any of the circumstances stipulated in Items (1), (2) and (3) hereof occurs, the total compensation shall generally not exceed the wage income of the worker for 12 months. However, if the parties agree upon a higher amount, such agreement shall prevail.
Article 43 If the conditions for termination agreed upon in the labour contract are identical to the conditions for rescission provided herein, the Employer shall provide the worker with economic compensation in accordance with the corresponding standards for compensation for rescission of contract stipulated herein.
Article 44 If an Employer rescinds a labour contract pursuant to Item (1) of the first paragraph of Article 32, it shall pay to the worker a medical subsidy of an amount not less than the wage income of the worker for six months in addition to granting the economic compensation in accordance with provisions.
Article 45 For the purposes of Articles 42 and 44 hereof, the wage income of the worker shall be the average wage income of the worker in the 12 months immediately before the rescission or termination of the labour contract. If the average wage income of the worker is lower than the minimum wage standard for employees in this municipality, it shall be calculated on the basis of the minimum wage standard for employees in this municipality.
For the purposes of the employment years with the Employer referred to in Article 42 hereof, a period over six months but less than a full year shall be counted as a full year.
PART FIVE SPECIAL PROVISIONS FOR PART TIME LABOUR CONTRACTS
Article 46 A part time labour contract is an agreement between a worker and an Employer to establish a labour relationship on the basis of using hour as the unit of working time.
If a worker establishes a part time labour contract relationship with one or more Employer(s), the daily, weekly or monthly working time of the worker with each Employer shall be less than 50% of the statutory working time.
The aggregate number of working hours of a worker for multiple Employers shall not exceed the statutory maximum working hours.
Article 47 A part time labour contract can be concluded in writing and can also be concluded in other formats. If a party to the labour contract requests to use the written format, the written format shall be used.
Article 48 If the parties to a part time labour contract have not agreed on the term of employment, either party may terminate the labour relationship by notice to the other party at any time.
Article 49 The parties to a part time labour contract may agree upon the contents of the contract such as working time, job description, labour remuneration and form of payment, and the maintenance of confidentiality for trade secrets of the Employer.
Article 50 Labour remuneration to a part time worker shall be calculated on an hourly basis.
Labour remuneration shall include hourly wage income and the social insurance premiums payable as stipulated by laws and regulations.
Article 51 If an Employer employs part time workers and causes the workers to suffer any work-related injury or occupational disease in the course of work, it shall bear the corresponding liability.
Article 52 The minimum wage standard for part time workers shall be announced by the Shanghai Municipal Bureau of Labour and Social Security after it has been reported to the municipal people's government for approval. The minimum wage standard shall be determined with consideration of factors such as job stability and welfare benefits of the part time job.
The procedures for payment of social insurance premiums for part time employment shall be formulated separately by the municipal people's government.
Article 53 The provisions of Part Two, Part Three and Part Four hereof other than Articles 8, 20 and 21 are not applicable to part time labour contracts.
PART SIX LEGAL LIABILITY
Article 54 If a labour contract is invalid or partially invalid for reasons on the part of one party to the labour contract, thereby causing harm to the other party, the party shall be liable for damages.
Article 55 If a party to a labour contract is in breach of the labour contract, it shall be held liable accordingly. If the breach has caused economic loss to the other party, it shall be liable for damages.
If both parties to the labour contract are in breach of the labour contract, they shall each bear the corresponding liability.
Article 56 If an Employer fails to conclude a labour contract in writing with a worker in accordance with the provisions hereof, the administrative department for labour and social security shall order rectification within a specified time limit and may also impose a fine between Rmb 500 and Rmb 1,000 per person1 .
Article 57 If an Employer uses a worker without completing the employment registration procedures pursuant to the provisions hereof, the administrative department for labour and social security shall order it to complete the procedures within a specified time limit. If the Employer fails to do so within the time limit, a fine of Rmb 500 shall be imposed per person1 .
Article 58 If a labour dispute arises between the parties to a labour contract, it shall be handled in accordance with the provisions on labour dispute settlement.
Article 59 If a party to a labour contract is dissatisfied with a specific administrative act of the administrative department for labour and social security, it may request an administrative review or institute administrative proceedings pursuant to the PRC, Administrative Review Law or the PRC, Administrative Litigation Law.
PART SEVEN SUPPLEMENTARY PROVISIONS
Article 60 If the laws or administrative regulations have special provisions regarding the subjects to which conclusion of labour contracts applies, such provisions shall govern.
Article 61 With regard to labour contracts already in performance before the implementation hereof, if the local regulations or the rules of the municipal people's government had specific provisions on the obligations of the parties to the labour contracts at that time, the parties to the labour contracts shall continue to comply with such provisions after the implementation hereof. If the local regulations or the rules of the municipal people's government had no such specific provisions at that time, the provisions hereof shall govern.
Upon the implementation hereof, the provisions of the Shanghai Municipality, Administration of Labour and Personnel Affairs of Foreign Investment Enterprises Regulations regarding labour contracts shall no longer apply to newly concluded labour contracts between foreign investment enterprises and workers.
Article 62 These Regulations shall be implemented as of 1 May 2002.
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