Labor Law of the People's Republic of China

Issuer: 
National People's Congress Standing Committee

中文版


The following English translation was retrieved on December 14, 2016, from the website of the State Council of the People's Republic of China. The following Chinese text was retrieved from the Central People's Government of the People's Republic of China Web site on January 24, 2013.

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Labour Law of the People’s Republic of China

(Adopted at the Eighth Meeting of the Standing Committee of the Eighth National People’s Congress on July 5, 1994 and promulgated by Order No. 28 of the President of the People’s Republic of China)

Contents

Chapter I General Provisions

Chapter II Promotion of Employment

Chapter III Labour Contracts and Collective Contracts

Chapter IV Working Hours, Rest and Vacations

Chapter V Wages

Chapter VI Occupational Safety and Health

Chapter VII Special Protection for Female Staff and Workers and Juvenile Workers

Chapter VIII Vocational Training

Chapter IX Social Insurance and Welfare

Chapter X Labour Disputes

Chapter XI Supervision and Inspection

Chapter XII Legal Responsibility

Chapter XIII Supplementary Provisions

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Chapter I    General Provisions

Article 1      This Law is formulated in accordance with the Constitution in order to protect the legitimate rights and interests of labourers, regulate labour relationship, establish and safeguard a labour system suited to the socialist market economy, and promote economic development and social progress.

 

Article 2     This Law shall apply to enterprises, individual economic organizations (hereinafter referred to as employing units) and labourers who form a labour relationship therewith within the territory of the People’s Republic of China.

    State organs, institutions and public organizations as well as labourers who form a labour contract relationship therewith shall be bound by this Law.

 

Article 3     Labourers shall have equal right to employment and choice of occupation, the right to remuneration for labour, to rest and vacations, to protection of occupational safety and health, to training in vocational skills, to social insurance and welfare, to submission of labour disputes for settlement and other rights relating to labour stipulated by law.

    Labourers shall fulfill their labour tasks, improve their vocational skills, follow rules on occupational safety and health, and observe labour discipline and professional ethics.

 

Article 4     The employing units shall establish and perfect rules and regulations in accordance with the law so as to ensure that labourers enjoy the right to work and fulfill labour obligations.

 

Article 5     The State shall take various measures to promote employment, develop vocational education, lay down labour standards, regulate social incomes, perfect social insurance system, coordinate labour relationship, and gradually raise the living standard of labourers.

 

Article 6     The State shall advocate the participation of labourers in social voluntary labour and the unfolding of labour emulation and rational proposals campaign, encourage and protect labourers in conducting scientific research, technical renovation, inventions and creations, and commend and reward model and advanced workers.

 

Article 7     Labourers shall have the right to participate in, and organize, trade unions in accordance with the law.

    Trade unions shall represent and safeguard the legitimate rights and interests of labourers, and independently carry out their activities in accordance with the law.

 

Article 8     Labourers shall take part in democratic management or negotiate with the employing units on an equal footing about protection of the legitimate rights and interests of labourers through the assembly of staff and workers or their congress or other forms as provided by law.

 

Article 9     The administrative department of labour under the State Council shall be in charge of the management of labour in the whole country.

    The administrative departments of labour under the local people’s governments at or above the county level shall be in charge of the management of labour in their respective administrative areas.

 

Chapter II    Promotion of Employment

Article 10     The State shall create conditions for employment and increase opportunities therefore by means of promotion of economic and social development.

    The State shall encourage enterprises, institutions and public organizations to initiate industries or expand businesses for the increase of employment, within the scope provided by laws, and administrative rules and regulations.

    The State shall support labourers to achieve employment by organizing themselves on a voluntary basis or by engaging in individual businesses.

 

Article 11     Local people’s governments at various levels shall take measures, by developing employment agencies of various forms, to provide employment services.

 

Article 12     Labourers, regardless of their ethnic group, race, sex, or religious belief, shall not be discriminated against in employment.

 

Article 13     Women shall enjoy the equal right, with men, to employment. With exception of the special types of work or post unsuitable to women as prescribed by the State, no unit may, in employing staff and workers, refuse to employ women by reason of sex or raise the employment standards for women.

 

Article 14     In respect of the employment of the disabled, people of minority ethnic groups, and demobilized armymen, where there are special stipulations in laws, rules and regulations, such stipulations shall apply.

 

Article 15     No employing units are allowed to recruit minors under the age of 16.

    Institutions of literature and art, physical culture, and special arts and crafts that recruit minors under the age of 16 must go through the formalities of examination and approval in accordance with the relevant provisions of the State and guarantee their right to compulsory education.

 

Chapter III    Labour Contracts and Collective Contracts

Article 16     A labour contract is an agreement that establishes the labour relationship between a laborer and an employing unit and defines the rights and obligations of respective parties.

    A labour contract shall be concluded where a labour relationship is to be established.

Article 17     Conclusion and modification of a labour contract shall follow the principles of equality, voluntariness and agreement through consultation, and shall not run counter to the stipulations of laws, administrative rules and regulations.

    A labour contract once concluded in accordance with the law shall be legally binding. The parties must fulfill the obligations stipulated in the labour contract.

 

Article 18     The following labour contracts shall be invalid:

    (1) Labour contracts violating laws, administrative rules and regulations; and

    (2) Labour contracts concluded by means of fraud or intimidation, etc.

    An invalid labour contract shall have no legal effect from the time of its conclusion. Where a part of a labour contract is confirmed as invalid and where the validity of the remaining part is not affected, the remaining part shall remain valid.

    The invalidity of a labour contract shall be confirmed by a labour dispute arbitration committee or a people’s court.

 

Article 19     A labour contract shall be concluded in written form and contain the following clauses:

    (1) Term of a labour contract;

    (2) Work assignment;

    (3) Labour protection and working conditions;

    (4) Labour remuneration;

    (5) Labour discipline;

    (6) Conditions for the termination of the labour contract; and

    (7) Liabilities for the violation of the labour contract.

    Apart from the required clauses specified in the preceding paragraph, a labour contract may contain other clauses agreed upon by the parties through consultation.

 

Article 20     The term of a labour contract is classified into fixed term, non-fixed term and the completion of a specific assignment as a term.

    Where a labourer has worked in the same employing unit for ten consecutive years or more and both parties agree to extend the term of the labour contract, if the labourer requests the conclusion of a labour contract with a non-fixed term, a labour contract with a non-fixed term shall be concluded.

 

Article 21     A probation period may be specified in a labour contract. The probation period shall not exceed six months.

 

Article 22     The parties to a labour contract may stipulate in the labour contract matters concerning keeping business secrets of the employing unit.

 

Article 23     A labour contract shall terminate immediately upon the expiration of its term or the occurrence of the conditions for the termination of the labour contract as agreed upon by the parties.

 

Article 24     A labour contract may be cancelled by agreement reached between the parties through consultation.

 

Article 25     If a labourer is under any of the following circumstances, the employing unit may cancel the labour contract with him:

    (1) Having been proved not up to the requirements for recruitment during the probation period;

    (2) Having seriously violated labour discipline or the rules and regulations of the employing unit;

    (3) Having caused great losses to the employing unit through gross neglect of duty or malpractice for personal gains; and

    (4) Having been investigated for criminal responsibility in accordance with the law.

 

Article 26     In any of the following circumstances, the employing unit may cancel the labour contract, however, a written notice shall be given to the labourer concerned 30 days in advance:

    (1) Where a labourer is unable to take up his original work or any work specially arranged by the employing unit after completion of the period of his medical treatment for illness or not work-related injury;

    (2) Where a labourer is unqualified for his work and remains unqualified even after receiving a training or after readjusting the work post; and

    (3) Where the objective conditions taken as the basis for the conclusion of the contract have changed so greatly that the original labour contract cannot be carried out, and no agreement on modification of the labour contract can be reached through consultation by the parties.

 

Article 27     Where it is really necessary for an employing unit to cut down the number of workforce when it comes to the brink of bankruptcy and undergoes a statutory consolidation or runs deep into difficulties in production and management, the employing unit shall explain the situation to the trade union or all of its staff and workers 30 days in advance, solicit opinions from them and report to the administrative department of labour before it may cut down the number of workforce.

    Where the employing unit that cut down the number of its workforce in accordance with this Article is to recruit personnel within six months, it shall give priority in employment to the persons who have been laid off.

Article 28     Where an employing unit cancelled its labour contracts according to the stipulations in Article 24, Article 26 and Article 27 of this Law, it shall make economic compensations in accordance with the relevant provisions of the State.

 

Article 29     Where a labourer is under any of the following circumstances, the employing unit shall not cancel its labour contract with the labourer by availing itself of the stipulations in Article 26 and Article 27 of this Law:

    (1) Being confirmed to have totally or partially lost the ability to work due to occupational diseases or work-related injuries;

    (2) Receiving medical treatment for diseases or injuries within the prescribed period of time;

    (3) Being a female staff member or worker during her pregnant, puerperal, or breast-feeding period; or

    (4) Other circumstances stipulated by laws, administrative rules and regulations.

 

Article 30     Where an employing unit cancelled its labour contract and the trade union considers it inappropriate, the trade union shall have the right to put forward its opinions. If the employing unit violated the law, rules or regulations or labour contracts, the trade union shall have the right to request that the matter be handled anew. Where the labourer applies for arbitration or institutes a lawsuit, the trade union shall render him support and assistance in accordance with the law.

 

Article 31     If a labourer is to cancel his labour contract, he shall give a written notice to the employing unit 30 days in advance.

 

Article 32     A labourer may, in any of the following circumstances, notify at any time the employing unit of his cancelation of the labour contract:

    (1) Within the probation period;

    (2) Where the employing unit forces the labourer to work by means of violence, intimidation or illegal restriction of personal freedom; or

    (3) Failure on the part of the employing unit to pay labour remuneration or to provide working conditions as agreed upon in the labour contract.

 

Article 33     The staff and workers of an enterprise as one party may conclude a collective contract with the enterprise on matters relating to labour remuneration, working hours, rest and vacations, occupational safety and health, insurance and welfare. The draft collective contract shall be submitted to the congress of the staff and workers or to all the staff and workers for discussion and adoption.

    A collective contract shall be concluded by the trade union on behalf of the staff and workers with the enterprise; in an enterprise where the trade union has not yet been set up, such contract shall be concluded by the representatives elected by the staff and workers with the enterprise.

 

Article 34     Upon conclusion of a collective contract, it shall be submitted to the administrative department of labour. If no objections have been raised by the administrative department of labour within 15 days from the date of receipt of the text of the contract, the collective contract shall go into effect automatically.

 

Article 35     A collective contract concluded in accordance with the law shall be binding on both the enterprise and all of its staff and workers. The standards of working conditions and labour remuneration agreed upon in labour contracts concluded between individual labourers and the enterprise shall not be lower than those stipulated in the collective contract.

 

Chapter IV    Working Hours, Rest and Vacations

Article 36     The State shall practise a working hour system wherein labourers shall work for no more than eight hours a day and no more than 44 hours a week on the average.

 

Article 37     In case of labourers working on the basis of piecework, the employing unit shall rationally fix quotas of work and standards of piecework remuneration in accordance with the working hour system stipulated in Article 36 of this Law.

 

Article 38     The employing unit shall guarantee that its staff and workers have at least one day off in a week.

 

Article 39     Where an enterprise can not follow the stipulations in Article 36 and Article 38 of this Law due to the special nature of its production, it may, with the approval of the administrative department of labour, adopt other rules on working hours and rest.

 

Article 40     The employing unit shall, during the following festivals, arrange holidays for its labourers in accordance with the law:

    (1) The New Year’s Day;

    (2) The Spring Festival;

    (3) The International Labour Day;

    (4) The National Day; and

    (5) Other holidays provided by laws, rules and regulations.

 

Article 41     The employing unit may extend working hours as necessitated by its production or business operation after consultation with the trade union and labourers, but the extended working hour per day shall generally not exceed one hour; if such extension is needed for special reasons, under the condition that the health of labourers is guaranteed, the extended hours shall not exceed three hours per day. However, the total extension in a month shall not exceed thirty six hours.

 

Article 42     Under any of the following circumstances, the extension of working hours shall not be subject to restriction of the provisions of Article 41 of this Law :

    (1) Where in the event of natural disasters, accidents or for other reasons, the life and health of labourers or the safety of property is in peril, and urgent dealing is needed;

    (2) Where in the event of breakdown of production equipment, transportation lines or public facilities, production and public interests are affected; and rush repair must be done without any delay; or (3) Other circumstances stipulated by laws, administrative rules and regulations.

 

Article 43     The employing unit shall not extend working hours of labourers in violation of the provisions of this Law.

 

Article 44     Under any of the following circumstances, the employing unit shall, according to the following standards, pay labourers remunerations that are higher than those for normal working hours:

    (1) To pay no less than 150 per cent of the normal wages if an extension of working hours is arranged;

    (2) To pay no less than 200 per cent of the normal wages if work is arranged on off days and no make-up off days can be arranged; or

    (3) To pay no less than 300 per cent of the normal wages if work is arranged on statutory holidays.

 

Article 45     The State shall practise a system of annual vacation with pay.

    Labourers who have worked for one successive year or more shall be entitled to an annual vacation with pay. The specific measures therefore shall be formulated by the State Council.

 

Chapter V    Wages

Article 46     The distribution of wages shall follow the principle of distribution according to work and equal pay for equal work.

    The level of wages shall be gradually raised on the basis of economic development. The State shall exercise macro-control over the total payroll.

 

Article 47     The employing unit shall, based on the characteristics of its production and business operation as well as economic results, independently determine the form of wage distribution and wage level for its own unit according to law.

 

Article 48     The State shall implement a system of guaranteed minimum wages. The specific standards of minimum wages shall be determined by the people’s governments of provinces, autonomous regions or municipalities directly under the Central Government and submitted to the State Council for the record.

    Wages to be paid to labourers by the employing unit shall not be lower than the local standards of minimum wages.

 

Article 49     The determination and readjustment of the standards of minimum wages shall be made with reference to the following factors in a comprehensive manner:

    (1) The lowest living expenses of labourers themselves plus that of the average number of family members they support;

    (2) The average wage level of the society as a whole;

    (3) The labour productivity;

    (4) The situation of employment; and

    (5) The regional differences in economic development.

 

Article 50     Wages shall be paid monthly to labourers themselves in the form of cash. The wages to be paid to labourers shall not be embezzled nor the payment thereof delayed without justification.

 

Article 51     The employing unit shall pay wages according to law to labourers for their statutory holidays, marriage or funeral leaves or periods when they participate in social activities in accordance with the law.

 

Chapter VI    Occupational Safety and Health

Article 52     The employing unit must establish and perfect the system of occupational safety and health, strictly implement the rules and standards of the State with regard to occupational safety and health, carry out education among labourers in occupational safety and health, prevent accidents in the process of work, and lessen occupational hazards.

 

Article 53     Facilities of occupational safety and health must meet the standards set by the State.

    Facilities of occupational safety and health for a newly-built, renovated or expanded project must be designed, constructed and put into operation or use simultaneously with the main part of the project.

 

Article 54     The employing unit must provide labourers with occupational safety and health conditions conforming to the provisions of the State and necessary articles of labour protection, and provide regular health examination for labourers engaged in work with occupational hazards.

 

Article 55     Labourers to be engaged in specialized operations must receive specialized training and acquire qualifications for such special operations.

 

Article 56     Labourers must strictly abide by rules on safe operation in the process of their work.

    If the managerial personnel of the employing unit give command contrary to the established rules and compel labourers to operate under unsafe conditions, the labourers shall have the right to refuse such operation; labourers shall have the right to criticize, report or file charges against any acts endangering the safety of their life or health.

 

Article 57     The State shall establish a system of statistical report and disposition of accidents of injuries or deaths and cases of occupational diseases. The administrative departments of labour and other relevant departments under the people’s governments at or above the county level and the employing units shall, according to law, carry out statistical report and disposition with respect to accidents of injuries or deaths occurred to labourers in the process of their work and situations of occupational diseases.

 

Chapter VII     Special Protection for Female Staff and Workers and Juvenile Workers

Article 58     The State shall provide special protection to female staff and workers and juvenile workers.

    “Juvenile Workers“ refer to labourers who have reached the age of 16 but under the age of 18 .

 

Article 59     It is prohibited to arrange for female staff and workers to engage in work down the pit of mines, or work with Grade IV physical labour intensity as prescribed by the State, or other work forbidden to women.

 

Article 60     It is prohibited to arrange for female staff and workers during their menstrual periods to engage in work high above the ground, under low temperature, or in cold water or work with Grade III physical labour intensity as prescribed by the State.

 

Article 61     It is prohibited to arrange for women workers or staff members during their pregnancy to engage in work with Grade III physical labour intensity as stipulated by the State or other work forbidden to pregnant women. It is prohibited to arrange for women workers or staff members who have been pregnant for seven months or more to work in extended working hours or to work night shifts.

 

Article 62     Female staff and workers shall be entitled to no less than ninety days of maternity leaves for childbirth.

 

Article 63     It is prohibited to arrange for female staff and workers during the period of breast-feeding their babies of less than one year old to engage in work with Grade III physical labour intensity as prescribed by the State or other labour forbidden to women during their breast-feeding period, or to work in extended working hours or to work night shifts.

 

Article 64     It is prohibited to arrange for juvenile workers to engage in work that is down the pit of mines, or poisonous or harmful, or with Grade IV physical labour intensity as prescribed by the State, or other work forbidden to them.

 

Article 65     The employing unit shall provide regular physical examinations to juvenile workers.

 

Chapter VIII    Vocational Training

Article 66     The State shall take various measures, through various channels, to expand vocational training undertakings so as to develop professional skills of labourers, improve their qualities, and raise their employment capability and work ability.

 

Article 67     People’s governments at various levels shall incorporate the development of vocational training into their plans of social and economic development, encourage and support enterprises, institutions, public organizations and individuals, if conditions permit, to sponsor vocational training in various forms.

 

Article 68     The employing unit shall establish a system of vocational training, retain and use vocational training funds in accordance with the provisions of the State, and provide labourers with vocational training in a planned way and in the light of the actual conditions of the unit.

    Labourers to be engaged in technical work must receive training before taking up their posts.

 

Article 69     The State shall determine occupational classification, set professional skill standards for the occupations classified, and practise a system of vocational qualification certification. The examination and verification organizations approved by the government shall be charged with the responsibility of conducting examination and verification of the professional skills of labourers.

 

Chapter IX    Social Insurance and Welfare

Article 70     The State shall develop social insurance undertakings, establish a social insurance system, and set up social insurance funds so that labourers may receive assistance and compensations under such circumstances as old age, illness, work-related injury, unemployment and child-birth.

 

Article 71     The level of social insurance shall be in proportion to the level of social and economic development and the social affordability.

 

Article 72     The sources of social insurance funds shall be determined according to the branches of insurance, and an overall raising of social insurance funds shall be practised step by step. The employing unit and labourers must participate in social insurance and pay social insurance premiums in accordance with the law.

 

Article 73     Labourers shall, under the following circumstances , enjoy social insurance benefits in accordance with the law :

    (1) Being retired;

    (2) Being ill or injured;

    (3)Being injured or disabled while on duty or contracted with occupational diseases;

    (4) Being unemployed; or

    (5) Childbirth.

    After the death of a labourer, the surviving family members of the deceased shall be entitled to subsidies for such survivors according to law.

    The conditions and standards for labourers to enjoy social insurance benefits shall be stipulated by laws, rules and regulations.

    The social insurance money that labourers are entitled to must be paid on schedule and in full.

 

Article 74     The agencies in charge of social insurance funds shall collect, expend, manage and operate the funds in accordance with legal provisions, and assume the responsibility to preserve and increase the value of such funds.

    The supervisory organizations of social insurance funds shall exercise supervision over the revenue and expenditure, management and operation of social insurance funds in accordance with the stipulations of laws.

    The establishment and functions of the agencies in charge of social insurance funds and the supervisory organizations of social insurance funds shall be prescribed by law.

    No organization or individual is allowed to misappropriate social insurance funds.

 

Article 75     The State shall encourage the employing unit to set up supplementary insurance for labourers according to its actual conditions.

    The State shall advocate that individual labourers practise insurance in the form of saving deposits.

 

Article 76     The State shall develop social welfare undertakings, construct public welfare facilities, and provide conditions for labourers to rest, recuperate and convalesce.

    The employing unit shall create conditions to improve collective welfare and increase labourers’ social benefits.

 

Chapter X    Labour Dispute

Article 77     If a labour dispute between the employing unit and a labourer arises, the parties may apply for mediation or arbitration or take legal proceedings according to law, or may seek for a settlement through consultation.

The principle of mediation shall be applicable to the procedures of arbitration and litigation.

 

Article 78     The settlement of a labour dispute shall follow the principle of legality, justness and promptness so as to safeguard the legitimate rights and interests of the parties in accordance with the law.

 

Article 79     After a labour dispute arises, the parties may apply to the labour dispute mediation committee of their unit for mediation; if the mediation fails and one of the parties requests arbitration, that party may apply to the labour dispute arbitration committee for arbitration. Either party may also directly apply to the labour dispute arbitration committee for arbitration. If any party is not satisfied with the decision of arbitration, the party may bring a lawsuit to the people’s court.

 

Article 80     A labour dispute mediation committee may be established within the employing unit. The committee shall be composed of representatives of the staff and workers, the employing unit, and the trade union. The chairmanship of the committee shall be assumed by a representative of the trade union.

    If an agreement is reached through mediation in the case of a labour dispute, it shall be implemented by the parties.

 

Article 81     A labour dispute arbitration committee shall be composed of representatives of the administrative department of labour, representatives from the trade union at the corresponding level, and representatives of the employing unit. The chairmanship of the committee shall be assumed by a representative of the administrative department of labour.

 

Article 82     The party that requests arbitration shall file a written application with a labour dispute arbitration committee within 60 days from the date of the occurrence of the labour dispute. The arbitration committee shall generally make an arbitration decision within 60 days from the date of receiving the application. If no objections have been raised, the parties must execute the arbitration decision.

 

Article 83     Where a party to a labour dispute is not satisfied with the arbitration decision, the party may bring a lawsuit to the people’s court within 15 days from the date of receiving the award of arbitration. Where a party has neither brought a lawsuit nor executed the arbitration decision within the period prescribed by law, the other party may apply to the people’s court for enforcement.

 

Article 84     Where a dispute arises from the conclusion of a collective contract and no settlement can be reached through consultation by the parties concerned, the administrative department of labour under the local people’s government may coordinate with the parties and organizations concerned in settling the dispute.

    Where a dispute arises from the fulfillment of a collective contract and no settlement can be reached through consultation by the parties concerned, the parties may apply to the labour dispute arbitration committee for arbitration. If any party is not satisfied with the arbitration decision, it may bring a lawsuit to the people’s court within 15 days from the date of receiving the award of arbitration.

 

Chapter XI    Supervision and Inspection

Article 85     The administrative departments of labour under the people’s governments at or above the county level shall, in accordance with the law, supervise and inspect the implementation of laws, rules and regulations on labour by the employing unit, and have the power to stop any acts that run counter to laws, rules and regulations on labour and order the rectification thereof.

 

Article 86     The inspectors from the administrative departments of labour under the people’s governments at or above the county level shall, while performing their public duties, have the right to enter into the employing units to make investigations about the implementation of laws, rules and regulations on labour, consult the necessary data and inspect the labour sites.

    The inspectors from the administrative departments of labour under the people’s governments at or above the county level must produce their papers while performing public duties, enforce laws impartially, and abide by the relevant regulations.

 

Article 87     Relevant departments under the people’s governments at or above the county level shall, within the scope of their respective functions and responsibilities, supervise the implementation of laws, rules and regulations on labour by the employing units.

 

Article 88     Trade unions at various levels shall, in accordance with the law, safeguard the legitimate rights and interests of labourers, and supervise the implementation of laws, rules and regulations on labour by the employing units.

    Any organizations or individuals shall have the right to expose and accuse any acts that violate the law, rules and regulations on labour.

 

Chapter XII    Legal Responsibility

Article 89     Where the rules and regulations on labour formulated by the employing unit run counter to the provisions of laws, rules and regulations, the administrative department of labour shall give a warning to the unit, and order it to make corrections; where any harms have been caused to labourers, the unit shall be liable for compensation.

 

Article 90     Where the employing unit, in violation of the stipulations of this Law, extends the working hours of labourers, the administrative department of labour shall give it a warning, order it to make corrections, and may impose a fine thereon.

 

Article 91     Where the employing unit commits any of the following acts infringing upon the legitimate rights and interests of labourers, the administrative department of labour shall order it to pay labourers remuneration of wages or to make up for economic losses, and may also order it to pay compensation:

    (1) To embezzle wages or delay in paying wages to labourers without reason;

    (2) To refuse to pay labourers remuneration of wages for the extended working hours;

    (3) To pay labourers wages below the local standard of minimum wages; or

    (4) To fail to provide labourers with economic compensations in accordance with the provisions of this Law after cancellation of labour contracts.

 

Article 92     Where the occupational safety facilities and health conditions of an employing unit do not comply with the provisions of the State or the unit fails to provide labourers with necessary labour protection articles and labour protection facilities, the administrative department of labour or other relevant departments shall order it to make corrections, and may impose a fine thereon. If the circumstances are serious, the above-said departments shall refer the matter to the people’s government at or above the county level for a decision ordering the unit to stop production for consolidation. If the unit fails to take measures against the hidden danger of an accident, which leads to the occurrence of a serious accident, thus causing losses of lives and properties to labourers, persons who are held responsible shall be investigated for criminal responsibility by applying mutatis mutandis the provisions of Article 187 of the Criminal Law.

 

Article 93     Where the employing unit compels labourers to operate against the established rules and under unsafe conditions, thus causing major accident of injuries and deaths, and serious consequences, persons who are held responsible shall be investigated for criminal responsibility according to law.

 

Article 94     Where the employing unit illegally recruits minors under the age of 16, the administrative department of labour shall order it to make corrections, and impose a fine thereon. If the circumstances are serious, the administrative department for industry and commerce shall revoke its business license.

 

Article 95     Where the employing unit, in violation of the provisions of this Law on the protection of female staff and workers and juvenile workers, infringes upon their legitimate rights and interests, the administrative department of labour shall order it to make corrections, and impose a fine thereon. Where any harm has been done to female staff and workers and juvenile workers, the unit shall be liable for compensation.

Article 96      Where the employing unit commits one of the following acts, persons who are held responsible shall be punished by the public security organ with a detention of 15 days or less, or a fine, or a warning; where the case constitutes a crime, persons who are held responsible shall be investigated for criminal responsibility according to law:

    (1) Compelling labourers to work by means of violence, intimidation or illegal restriction of personal freedom; or

    (2) Humiliating, imposing corporal punishment upon, beating, illegally searching, or detaining labourers.

 

Article 97     Where an invalid contract concluded for reasons of the employing unit has caused damage to labourers, the employing unit shall be liable for compensation.

 

Article 98     Where the employing unit, in violation of the conditions specified in this Law, cancels labour contracts or intentionally delays the conclusion of labour contracts, the administrative department of labour shall order it to make corrections; where any damage has been caused to labourers, the employing unit shall be liable for compensation according to law.

 

Article 99     Where an employing unit recruits labourers whose labour contracts have not yet been cancelled, thus causing economic losses to the former employing unit of such labourers, the employing unit shall assume joint liabilities for compensation according to law.

 

Article 100     Where the employing unit fails to pay social insurance premiums without reason, the administrative department of labour shall order it to pay within a fixed period. Where the unit still fails to make the payment at the expiration of the time limit, an overdue fine may be demanded.

 

Article 101     Where the employing unit unjustifiably obstructs the administrative department of labour and other relevant departments as well as their functionaries from exercising the powers of supervision and inspection or retaliates against informers, the administrative department of labour or other relevant departments shall impose a fine upon the unit. Where the case constitutes a crime, persons who are held responsible shall be investigated for criminal responsibility according to law.

 

Article 102     Where labourers cancel labour contracts in violation of the conditions specified in this Law or violate terms on secret-keeping matters agreed upon in the labour contracts, thus causing economic losses to the employing unit, such labourers shall be liable for compensation in accordance with the law.

 

Article 103     Where functionaries of the administrative department of labour or other relevant departments abuse their functions and powers, neglect their duties, and engage in malpractices for selfish ends, where the case constitutes a crime, they shall be investigated for criminal responsibility according to law; if the case does not constitute a crime, they shall be given administrative sanctions.

 

Article 104     Where functionaries of the State or personnel of the agencies in charge of social insurance funds misappropriate the social insurance funds, where the case constitutes a crime, they shall be investigated for criminal responsibility according to law.

 

Article 105     With respect to infringement of the legitimate rights and interests of labourers committed in violation of the provisions of this Law, where punishments are provided by other laws or administrative rules and regulations, the provisions thereon in such laws or administrative rules and regulations shall apply.

 

Chapter XIII    Supplementary Provisions

Article 106     People’s governments of provinces, autonomous regions or municipalities directly under the Central Government shall, according to this Law and in light of their local conditions, work out the implementing measures for the system of labour contract and report them to the State Council for the record.

 

Article 107     This Law shall go into effect as of January 1, 1995.


中华人民共和国劳动法

中华人民共和国劳动法

(1994年7月5日第八届全国人民代表大会常务委员会第八次会议通过)

中华人民共和国主席令

(第二十八号)

《中华人民共和国劳动法》已由中华人民共和国第八届全国人民代表大会常务委员会第八次会议于1994年7月5日通过,现予公布,自1995年1月1日起施行。

中华人民共和国主席 江泽民

1994年7月5日

目录

第一章 总则
第二章 促进就业
第三章 劳动合同和集体合同
第四章 工作时间和休息休假
第五章 工资
第六章 劳动安全卫生
第七章 女职工和未成年工特殊保护
第八章 职业培训
第九章 社会保险和福利
第十章 劳动争议
第十一章 监督检查
第十二章 法律责任
第十三章 附则

 

第一章 总则

第一条

为了保护劳动者的合法权益,调整劳动关系,建立和维护适应社会主义市场经济的劳动制度,促进经济发展和社会进步,根据宪法,制定本法。

第二条

在中华人民共和国境内的企业、个体经济组织(以下统称用人单位)和与之形成劳动关系的劳动者,适用本法。

国家机关、事业组织、社会团体和与之建立劳动合同关系的劳动者,依照本法执行。

第三条

劳动者享有平等就业和选择职业的权利、取得劳动报酬的权利、休息休假的权利、获得劳动安全卫生保护的权利、接受职业技能培训的权利、享受社会保险和福利的权利、提请劳动争议处理的权利以及法律规定的其他劳动权利。

劳动者应当完成劳动任务,提高职业技能,执行劳动安全卫生规程,遵守劳动纪律和职业道德。

第四条

用人单位应当依法建立和完善规章制度,保障劳动者享有劳动权利和履行劳动义务。

第五条

国家采取各种措施,促进劳动就业,发展职业教育,制定劳动标准,调节社会收入,完善社会保险,协调劳动关系,逐步提高劳动者的生活水平。

第六条

国家提倡劳动者参加社会义务劳动,开展劳动竞赛和合理化建议活动,鼓励和保护劳动者进行科学研究、技术革新和发明创造,表彰和奖励劳动模范和先进工作者。

第七条

劳动者有权依法参加和组织工会。

工会代表和维护劳动者的合法权益,依法独立自主地开展活动。

第八条

劳动者依照法律规定,通过职工大会、职工代表大会或者其他形式,参与民主管理或者就保护劳动者合法权益与用人单位进行平等协商。

第九条

国务院劳动行政部门主管全国劳动工作。

县级以上地方人民政府劳动行政部门主管本行政区域内的劳动工作。

第二章 促进就业

第十条

国家通过促进经济和社会发展,创造就业条件,扩大就业机会。

国家鼓励企业、事业组织、社会团体在法律、行政法规规定的范围内兴办产业或者拓展经营,增加就业。

国家支持劳动者自愿组织起来就业和从事个体经营实现就业。

第十一条

地方各级人民政府应当采取措施,发展多种类型的职业介绍机构,提供就业服务。

第十二条

劳动者就业,不因民族、种族、性别、宗教信仰不同而受歧视。

第十三条

妇女享有与男子平等的就业权利。在录用职工时,除国家规定的不适合妇女的工种或者岗位外,不得以性别为由拒绝录用妇女或者提高对妇女的录用标准。

第十四条

残疾人、少数民族人员、退出现役的军人的就业,法律、法规有特别规定的,从其规定。

第十五条

禁止用人单位招用未满十六周岁的未成年人。

文艺、体育和特种工艺单位招用未满十六周岁的未成年人,必须依照国家有关规定,履行审批手续,并保障其接受义务教育的权利。

第三章 劳动合同和集体合同

第十六条

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。

建立劳动关系应当订立劳动合同。

第十七条

订立和变更劳动合同,应当遵循平等自愿、协商一致的原则,不得违反法律、行政法规的规定。

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。

第十八条

下列劳动合同无效:

(一)违反法律、行政法规的劳动合同;

(二)采取欺诈、威胁等手段订立的劳动合同。

无效的劳动合同,从订立的时候起,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。

第十九条

劳动合同应当以书面形式订立,并具备以下条款:

(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。

第二十条

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。

劳动者在同一用人单位连续工作满十年以上,当事人双方同意延续劳动合同的,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的劳动合同。

第二十一条

劳动合同可以约定试用期。试用期最长不得超过六个月。

第二十二条

劳动合同当事人可以在劳动合同中约定保守用人单位商业秘密的有关事项。

第二十三条

劳动合同期满或者当事人约定的劳动合同终止条件出现,劳动合同即行终止。

第二十四条

经劳动合同当事人协商一致,劳动合同可以解除。

第二十五条

劳动者有下列情形之一的,用人单位可以解除劳动合同:

(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。

第二十六条

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。

第二十七条

用人单位濒临破产进行法定整顿期间或者生产经营状况发生严重困难,确需裁减人员的,应当提前三十日向工会或者全体职工说明情况,听取工会或者职工的意见,经向劳动行政部门报告后,可以裁减人员。

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。

第二十八条

用人单位依据本法第二十四条、第二十六条、第二十七条的规定解除劳动合同的,应当依照国家有关规定给予经济补偿。

第二十九条

劳动者有下列情形之一的,用人单位不得依据本法第二十六条、第二十七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、产假、哺乳期内的;

(四)法律、行政法规规定的其他情形。

第三十条

用人单位解除劳动合同,工会认为不适当的,有权提出意见。如果用人单位违反法律、法规或者劳动合同,工会有权要求重新处理;劳动者申请仲裁或者提起诉讼的,工会应当依法给予支持和帮助。

第三十一条

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。

第三十二条

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。

第三十三条

企业职工一方与企业可以就劳动报酬、工作时间、休息休假、劳动安全卫生、保险福利等事项,签订集体合同。集体合同草案应当提交职工代表大会或者全体职工讨论通过。

集体合同由工会代表职工与企业签订;没有建立工会的企业,由职工推举的代表与企业签订。

第三十四条

集体合同签订后应当报送劳动行政部门;劳动行政部门自收到集体合同文本之日起十五日内未提出异议的,集体合同即行生效。

第三十五条

依法签订的集体合同对企业和企业全体职工具有约束力。职工个人与企业订立的劳动合同中劳动条件和劳动报酬等标准不得低于集体合同的规定。

第四章 工作时间和休息休假

第三十六条

国家实行劳动者每日工作时间不超过八小时、平均每周工作时间不超过四十四小时的工时制度。

第三十七条

对实行计件工作的劳动者,用人单位应当根据本法第三十六条规定的工时制度合理确定其劳动定额和计件报酬标准。

第三十八条

用人单位应当保证劳动者每周至少休息一日。

第三十九条

企业因生产特点不能实行本法第三十六条、第三十八条规定的,经劳动行政部门批准,可以实行其他工作和休息办法。

第四十条

用人单位在下列节日期间应当依法安排劳动者休假:

(一)元旦;

(二)春节;

(三)国际劳动节;

(四)国庆节;

(五)法律、法规规定的其他休假节日。

第四十一条

用人单位由于生产经营需要,经与工会和劳动者协商后可以延长工作时间,一般每日不得超过一小时;因特殊原因需要延长工作时间的,在保障劳动者身体健康的条件下延长工作时间每日不得超过三小时,但是每月不得超过三十六小时。

第四十二条

有下列情形之一的,延长工作时间不受本法第四十一条规定的限制:

(一)发生自然灾害、事故或者因其他原因,威胁劳动者生命健康和财产安全,需要紧急处理的;

(二)生产设备、交通运输线路、公共设施发生故障,影响生产和公众利益,必须及时抢修的;

(三)法律、行政法规规定的其他情形。

第四十三条

用人单位不得违反本法规定延长劳动者的工作时间。

第四十四条

有下列情形之一的,用人单位应当按照下列标准支付高于劳动者正常工作时间工资的工资报酬:

(一)安排劳动者延长工作时间的,支付不低于工资的百分之一百五十的工资报酬;

(二)休息日安排劳动者工作又不能安排补休的,支付不低于工资的百分之二百的工资报酬;

(三)法定休假日安排劳动者工作的,支付不低于工资的百分之三百的工资报酬。

第四十五条

国家实行带薪年休假制度。

劳动者连续工作一年以上的,享受带薪年休假。具体办法由国务院规定。

第五章 工资

第四十六条

工资分配应当遵循按劳分配原则,实行同工同酬。

工资水平在经济发展的基础上逐步提高。国家对工资总量实行宏观调控。

第四十七条

用人单位根据本单位的生产经营特点和经济效益,依法自主确定本单位的工资分配方式和工资水平。

第四十八条

国家实行最低工资保障制度。最低工资的具体标准由省、自治区、直辖市人民政府规定,报国务院备案。

用人单位支付劳动者的工资不得低于当地最低工资标准。

第四十九条

确定和调整最低工资标准应当综合参考下列因素:

(一)劳动者本人及平均赡养人口的最低生活费用;

(二)社会平均工资水平;

(三)劳动生产率;

(四)就业状况;

(五)地区之间经济发展水平的差异。

第五十条

工资应当以货币形式按月支付给劳动者本人。不得克扣或者无故拖欠劳动者的工资。

第五十一条

劳动者在法定休假日和婚丧假期间以及依法参加社会活动期间,用人单位应当依法支付工资。

第六章 劳动安全卫生

第五十二条

用人单位必须建立、健全劳动安全卫生制度,严格执行国家劳动安全卫生规程和标准,对劳动者进行劳动安全卫生教育,防止劳动过程中的事故,减少职业危害。

第五十三条

劳动安全卫生设施必须符合国家规定的标准。

新建、改建、扩建工程的劳动安全卫生设施必须与主体工程同时设计、同时施工、同时投入生产和使用。

第五十四条

用人单位必须为劳动者提供符合国家规定的劳动安全卫生条件和必要的劳动防护用品,对从事有职业危害作业的劳动者应当定期进行健康检查。

第五十五条

从事特种作业的劳动者必须经过专门培训并取得特种作业资格。

第五十六条

劳动者在劳动过程中必须严格遵守安全操作规程。

劳动者对用人单位管理人员违章指挥、强令冒险作业,有权拒绝执行;对危害生命安全和身体健康的行为,有权提出批评、检举和控告。

第五十七条

国家建立伤亡事故和职业病统计报告和处理制度。县级以上各级人民政府劳动行政部门、有关部门和用人单位应当依法对劳动者在劳动过程中发生的伤亡事故和劳动者的职业病状况,进行统计、报告和处理。

第七章 女职工和未成年工特殊保护

第五十八条

国家对女职工和未成年工实行特殊劳动保护。

未成年工是指年满十六周岁未满十八周岁的劳动者。

第五十九条

禁止安排女职工从事矿山井下、国家规定的第四级体力劳动强度的劳动和其他禁忌从事的劳动。

第六十条

不得安排女职工在经期从事高处、低温、冷水作业和国家规定的第三级体力劳动强度的劳动。

第六十一条

不得安排女职工在怀孕期间从事国家规定的第三级体力劳动强度的劳动和孕期禁忌从事的活动。对怀孕七个月以上的女职工,不得安排其延长工作时间和夜班劳动。

第六十二条

女职工生育享受不少于九十天的产假。

第六十三条

不得安排女职工在哺乳未满一周岁的婴儿期间从事国家规定的第三级体力劳动强度的劳动和哺乳期禁忌从事的其他劳动,不得安排其延长工作时间和夜班劳动。

第六十四条

不得安排未成年工从事矿山井下、有毒有害、国家规定的第四级体力劳动强度的劳动和其他禁忌从事的劳动。

第六十五条

用人单位应当对未成年工定期进行健康检查。

第八章 职业培训

第六十六条

国家通过各种途径,采取各种措施,发展职业培训事业,开发劳动者的职业技能,提高劳动者素质,增强劳动者的就业能力和工作能力。

第六十七条

各级人民政府应当把发展职业培训纳入社会经济发展的规划,鼓励和支持有条件的企业、事业组织、社会团体和个人进行各种形式的职业培训。

第六十八条

用人单位应当建立职业培训制度,按照国家规定提取和使用职业培训经费,根据本单位实际,有计划地对劳动者进行职业培训。

从事技术工种的劳动者,上岗前必须经过培训。

第六十九条

国家确定职业分类,对规定的职业制定职业技能标准,实行职业资格证书制度,由经过政府批准的考核鉴定机构负责对劳动者实施职业技能考核鉴定。

第九章 社会保险和福利

第七十条

国家发展社会保险事业,建立社会保险制度,设立社会保险基金,使劳动者在年老、患病、工伤、失业、生育等情况下获得帮助和补偿。

第七十一条

社会保险水平应当与社会经济发展水平和社会承受能力相适应。

第七十二条

社会保险基金按照保险类型确定资金来源,逐步实行社会统筹。用人单位和劳动者必须依法参加社会保险,缴纳社会保险费。

第七十三条

劳动者在下列情形下,依法享受社会保险待遇:

(一)退休;

(二)患病、负伤;

(三)因工伤残或者患职业病;

(四)失业;

(五)生育。

劳动者死亡后,其遗属依法享受遗属津贴。

劳动者享受社会保险待遇的条件和标准由法律、法规规定。

劳动者享受的社会保险金必须按时足额支付。

第七十四条

社会保险基金经办机构依照法律规定收支、管理和运营社会保险基金,并负有使社会保险基金保值增值的责任。

社会保险基金监督机构依照法律规定,对社会保险基金的收支、管理和运营实施监督。

社会保险基金经办机构和社会保险基金监督机构的设立和职能由法律规定。

任何组织和个人不得挪用社会保险基金。

第七十五条

国家鼓励用人单位根据本单位实际情况为劳动者建立补充保险。

国家提倡劳动者个人进行储蓄性保险。

第七十六条

国家发展社会福利事业,兴建公共福利设施,为劳动者休息、休养和疗养提供条件。

用人单位应当创造条件,改善集体福利,提高劳动者的福利待遇。

第十章 劳动争议

第七十七条

用人单位与劳动者发生劳动争议,当事人可以依法申请调解、仲裁、提起诉讼,也可以协商解决。

调解原则适用于仲裁和诉讼程序。

第七十八条

解决劳动争议,应当根据合法、公正、及时处理的原则,依法维护劳动争议当事人的合法权益。

第七十九条

劳动争议发生后,当事人可以向本单位劳动争议调解委员会申请调解;调解不成,当事人一方要求仲裁的,可以向劳动争议仲裁委员会申请仲裁。当事人一方也可以直接向劳动争议仲裁委员会申请仲裁。对仲裁裁决不服的,可以向人民法院提起诉讼。

第八十条

在用人单位内,可以设立劳动争议调解委员会。劳动争议调解委员会由职工代表、用人单位代表和工会代表组成。劳动争议调解委员会主任由工会代表担任。

劳动争议经调解达成协议的,当事人应当履行。

第八十一条

劳动争议仲裁委员会由劳动行政部门代表、同级工会代表、用人单位方面的代表组成。劳动争议仲裁委员会主任由劳动行政部门代表担任。

第八十二条

提出仲裁要求的一方应当自劳动争议发生之日起六十日内向劳动争议仲裁委员会提出书面申请。仲裁裁决一般应在收到仲裁申请的六十日内作出。对仲裁裁决无异议的,当事人必须履行。

第八十三条

劳动争议当事人对仲裁裁决不服的,可以自收到仲裁裁决书之日起十五日内向人民法院提起诉讼。一方当事人在法定期限内不起诉又不履行仲裁裁决的,另一方当事人可以申请人民法院强制执行。

第八十四条

因签订集体合同发生争议,当事人协商解决不成的,当地人民政府劳动行政部门可以组织有关各方协调处理。

因履行集体合同发生争议,当事人协商解决不成的,可以向劳动争议仲裁委员会申请仲裁;对仲裁裁决不服的,可以自收到仲裁裁决书之日起十五日内向人民法院提起诉讼。

第十一章 监督检查

第八十五条

县级以上各级人民政府劳动行政部门依法对用人单位遵守劳动法律、法规的情况进行监督检查,对违反劳动法律、法规的行为有权制止,并责令改正。

第八十六条

县级以上各级人民政府劳动行政部门监督检查人员执行公务,有权进入用人单位了解执行劳动法律、法规的情况,查阅必要的资料,并对劳动场所进行检查。

县级以上各级人民政府劳动行政部门监督检查人员执行公务,必须出示证件,秉公执法并遵守有关规定。

第八十七条

县级以上各级人民政府有关部门在各自职责范围内,对用人单位遵守劳动法律、法规的情况进行监督。

第八十八条

各级工会依法维护劳动者的合法权益,对用人单位遵守劳动法律、法规的情况进行监督。

任何组织和个人对于违反劳动法律、法规的行为有权检举和控告。

第十二章 法律责任

第八十九条

用人单位制定的劳动规章制度违反法律、法规规定的,由劳动行政部门给予警告,责令改正;对劳动者造成损害的,应当承担赔偿责任。

第九十条

用人单位违反本法规定,延长劳动者工作时间的,由劳动行政部门给予警告,责令改正,并可以处以罚款。

第九十一条

用人单位有下列侵害劳动者合法权益情形之一的,由劳动行政部门责令支付劳动者的工资报酬、经济补偿,并可以责令支付赔偿金:

(一)克扣或者无故拖欠劳动者工资的;

(二)拒不支付劳动者延长工作时间工资报酬的;

(三)低于当地最低工资标准支付劳动者工资的;

(四)解除劳动合同后,未依照本法规定给予劳动者经济补偿的。

第九十二条

用人单位的劳动安全设施和劳动卫生条件不符合国家规定或者未向劳动者提供必要的劳动防护用品和劳动保护设施的,由劳动行政部门或者有关部门责令改正,可以 处以罚款;情节严重的,提请县级以上人民政府决定责令停产整顿;对事故隐患不采取措施,致使发生重大事故,造成劳动者生命和财产损失的,对责任人员比照刑 法第一百八十七条的规定追究刑事责任。

第九十三条

用人单位强令劳动者违章冒险作业,发生重大伤亡事故,造成严重后果的,对责任人员依法追究刑事责任。

第九十四条

用人单位非法招用未满十六周岁的未成年人的,由劳动行政部门责令改正,处以罚款;情节严重的,由工商行政管理部门吊销营业执照。

第九十五条

用人单位违反本法对女职工和未成年工的保护规定,侵害其合法权益的,由劳动行政部门责令改正,处以罚款;对女职工或者未成年工造成损害的,应当承担赔偿责任。

第九十六条

用人单位有下列行为之一,由公安机关对责任人员处以十五日以下拘留、罚款或者警告;构成犯罪的,对责任人员依法追究刑事责任:

(一)以暴力、威胁或者非法限制人身自由的手段强迫劳动的;

(二)侮辱、体罚、殴打、非法搜查和拘禁劳动者的。

第九十七条

由于用人单位的原因订立的无效合同,对劳动者造成损害的,应当承担赔偿责任。

第九十八条

用人单位违反本法规定的条件解除劳动合同或者故意拖延不订立劳动合同的,由劳动行政部门责令改正;对劳动者造成损害的,应当承担赔偿责任。

第九十九条

用人单位招用尚未解除劳动合同的劳动者,对原用人单位造成经济损失的,该用人单位应当依法承担连带赔偿责任。

第一百条

用人单位无故不缴纳社会保险费的,由劳动行政部门责令其限期缴纳;逾期不缴的,可以加收滞纳金。

第一百零一条

用人单位无理阻挠劳动行政部门、有关部门及其工作人员行使监督检查权,打击报复举报人员的,由劳动行政部门或者有关部门处以罚款;构成犯罪的,对责任人员依法追究刑事责任。

第一百零二条

劳动者违反本法规定的条件解除劳动合同或者违反劳动合同中约定的保密事项,对用人单位造成经济损失的,应当依法承担赔偿责任。

第一百零三条

劳动行政部门或者有关部门的工作人员滥用职权、玩忽职守、徇私舞弊,构成犯罪的,依法追究刑事责任;不构成犯罪的,给予行政处分。

第一百零四条

国家工作人员和社会保险基金经办机构的工作人员挪用社会保险基金,构成犯罪的,依法追究刑事责任。

第一百零五条

违反本法规定侵害劳动者合法权益,其他法律、行政法规已规定处罚的,依照该法律、行政法规的规定处罚。

第十三章 附则

第一百零六条

省、自治区、直辖市人民政府根据本法和本地区的实际情况,规定劳动合同制度的实施步骤,报国务院备案。

第一百零七条

本法自1995年1月1日起施行。