[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:zh-cn\u002Fwork-in-china\u002Flabour-laws\u002Fcontracts-and-dismissals":3},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":26,"rendered":35,"description":36,"body":37,"body_blocks":38,"call_to_action":39,"owner":46,"authors":54,"show_related_pages":56,"related_pages":57,"related_sites":135,"in_subsite":56,"contact_page_url":7,"banner_message":136},4431,"contracts-and-dismissals","合同和解雇",null,"","\u002Fzh-cn\u002Fwork-in-china\u002Flabour-laws\u002Fcontracts-and-dismissals","labourlaw.labourlawpage","zh_CN","2025-09-25T12:48:56.635439+00:00","2026-04-12T17:49:34.824571+00:00","\u002Fcms\u002Fpages\u002F4431\u002Fedit\u002F",[16,19,22,25],{"title":17,"slug":18},"中华人民共和国","zh-cn",{"title":20,"slug":21},"在中国工作","work-in-china",{"title":23,"slug":24},"劳动法","labour-laws",{"title":6,"slug":5},{"title":27,"description":8,"image":28,"canonical":29,"robots":30,"og_type":31,"twitter_card":32,"locale":18,"created_at":33,"last_modified_at":34},"书面就业规定 - 试用期规定 - 固定期限合同 - 经济补偿金 - 解除劳动合同通知要求 - 中国","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fzh-cn\u002Fwork-in-china\u002Flabour-laws\u002Fcontracts-and-dismissals\u002F","index, follow","website","summary_large_image","2025-09-25T14:48:56.635439+02:00","2026-04-12T19:49:35.104334+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>合同和解雇\u003C\u002Fh1>\n  \u003Cspan class=\"lastupdated\">本页面最后更新于:\n      2026-04-28\u003C\u002Fspan>\n\n  \n\n    \n\n    \n      \n        \n          \n    \n    \n    \n        \n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>书面就业规定\u003C\u002Fh2>\n          \u003Cp>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。\u003C\u002Fp>\n\u003Cp>根据《劳动法》、《劳动合同法》建立劳动关系，应当订立书面劳动合同。已建立劳动关系，未同时订立书面劳动合同的，应当自用工之日起一个月内订立书面劳动合同。如果用人单位自用工之日起超过一个月不满一年未与劳动者订立书面劳动合同的，应当向劳动者每月支付二倍的工资。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。劳动合同可以是口头的，但只限于兼职工作。但是，即使是在这样的情况下，如果任意一方要求签订书面劳动合同，则必须订立一份书面劳动合同。兼职工指的是最长每日工作时间4小时，每周24小时的员工。\u003C\u002Fp>\n\u003Cp>书面劳动合同必须具备以下条款：用人单位名称，注册地址和用人单位法定代表人或主要负责人；劳动者的姓名，住址和居民身份证号码（或其他有效身份证件号码）；劳动合同的期限；工作内容和工作地点；工作时间，休假规定；劳动报酬；社会保险；和劳动保护，劳动条件和职业危害防护。用人单位与劳动者也可能就试用期，培训和服务期，保密和竞业限制义务，以及补充福利待遇的规定达成一致。与本地和外籍员工订立的劳动合同均必须为中文。用人单位可能会向劳工提供一份外语版本，但仅限参考目的。\u003C\u002Fp>\n\u003Cp>如果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。\u003C\u002Fp>\n\u003Cp>来源：§《劳动合同法》第10-17，69和82条\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>固定期限合同\u003C\u002Fh2>\n          \u003Cp>根据中国《劳动法》和《劳动合同法》，固定期限劳动合同分为两种，一是指用人单位与劳动者约定合同终止时间的劳动合同，以及以完成一定工作任务为期限的劳动合同，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。法律没有规定固定期限劳动合同的最长期限，但劳动者在该用人单位连续工作满十年或者续签两次固定期限劳动合同后，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。外籍员工的固定期限劳动合同最长不得超过五年，经劳动行政部门和公安部门批准后可以续签。\u003C\u002Fp>\n\u003Cp>来源：§《劳动法》第20条，《劳动合同法》第12-15条\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>试用期规定\u003C\u002Fh2>\n          \u003Cp>《劳动合同法》规定必须在劳动合同条款中明确试用期长度，其不得超过6个月。试用期时间取决于劳动合同期限。试用期期限是：\n - 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；\n - >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；\n - 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。\u003C\u002Fp>\n\u003Cp>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。同一用人单位与同一劳动者只能约定一次试用期。上述提及的试用期为法定规定的最大范围，即使员工同意延长试用期，也不得超出法定范围延长试用期。\u003C\u002Fp>\n\u003Cp>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。\u003C\u002Fp>\n\u003Cp>来源：§《劳动合同法》第19-21条\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \n    \n\n\n        \n      \n    \n\n    \n      \n    \n      \u003Cdiv class=\"regulations\">\n        \u003Ch2>雇用条件方面的法律规定\u003C\u002Fh2>\n        \u003Cul>\n          \u003Cli>\n            1994年《劳动法》，2018年修正 \u002F Labour Law 1994, amended in 2018\n          \u003C\u002Fli>\n          \u003Cli>\n            《全国年节及纪念日放假办法》 \u002F Measures on Annual Holidays for Public Festivals and Memorial Days\n          \u003C\u002Fli>\n          \u003Cli>\n            2007年《职工带薪年休假条例》 \u002F Regulations on Paid Annual Leave of Employees 2007\n          \u003C\u002Fli>\n          \u003Cli>\n            2008年《企业职工带薪年休假实施办法》 \u002F Implementation Measures for Paid Annual Leave for Enterprise Employees 2008\n          \u003C\u002Fli>\n          \u003Cli>\n            2007年《中华人民共和国劳动合同法》2012年修正 \u002F Labor Contract Law of the People's Republic of China 2007, amended in 2012\n          \u003C\u002Fli>\n          \u003Cli>\n            1995年《国务院关于职工工作时间的规定》 \u002F State Council Regulations on the Hours of Work of Employees 1995\n          \u003C\u002Fli>\n        \u003C\u002Ful>\n      \u003C\u002Fdiv>\n\n    \n\n    \n      \n    \n    \u003Cdiv class=\"related\">\n      \u003Ch2>相关主题\u003C\u002Fh2>\n      \n          _ll_noticeseverance_URL_\n      \n          _ll_workwages_URL_\n      \n          _ll_maternity_URL_\n      \n          _ll_sickleave_URL_\n      \n          _CBA_FOLDER_URL_\n      \n    \u003C\u002Fdiv>\n\n    \n\n  \n\n    \n    \n\n  \n\n  \n  \n\n  \n    \u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\n  \n\n\u003C\u002Fdiv>","书面就业规定 - 试用期规定 - 固定期限合同 - 经济补偿金 - 解除劳动合同通知要求 – .","\u003Cdiv>\n\n\u003Cspan>本页面最后更新于:\n      2026-04-28\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>书面就业规定\u003C\u002Fh2>\n\u003Cp>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。\u003C\u002Fp>\n\u003Cp>根据《劳动法》、《劳动合同法》建立劳动关系，应当订立书面劳动合同。已建立劳动关系，未同时订立书面劳动合同的，应当自用工之日起一个月内订立书面劳动合同。如果用人单位自用工之日起超过一个月不满一年未与劳动者订立书面劳动合同的，应当向劳动者每月支付二倍的工资。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。劳动合同可以是口头的，但只限于兼职工作。但是，即使是在这样的情况下，如果任意一方要求签订书面劳动合同，则必须订立一份书面劳动合同。兼职工指的是最长每日工作时间4小时，每周24小时的员工。\u003C\u002Fp>\n\u003Cp>书面劳动合同必须具备以下条款：用人单位名称，注册地址和用人单位法定代表人或主要负责人；劳动者的姓名，住址和居民身份证号码（或其他有效身份证件号码）；劳动合同的期限；工作内容和工作地点；工作时间，休假规定；劳动报酬；社会保险；和劳动保护，劳动条件和职业危害防护。用人单位与劳动者也可能就试用期，培训和服务期，保密和竞业限制义务，以及补充福利待遇的规定达成一致。与本地和外籍员工订立的劳动合同均必须为中文。用人单位可能会向劳工提供一份外语版本，但仅限参考目的。\u003C\u002Fp>\n\u003Cp>如果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。\u003C\u002Fp>\n\u003Cp>来源：§《劳动合同法》第10-17，69和82条\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>固定期限合同\u003C\u002Fh2>\n\u003Cp>根据中国《劳动法》和《劳动合同法》，固定期限劳动合同分为两种，一是指用人单位与劳动者约定合同终止时间的劳动合同，以及以完成一定工作任务为期限的劳动合同，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。法律没有规定固定期限劳动合同的最长期限，但劳动者在该用人单位连续工作满十年或者续签两次固定期限劳动合同后，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。外籍员工的固定期限劳动合同最长不得超过五年，经劳动行政部门和公安部门批准后可以续签。\u003C\u002Fp>\n\u003Cp>来源：§《劳动法》第20条，《劳动合同法》第12-15条\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>试用期规定\u003C\u002Fh2>\n\u003Cp>《劳动合同法》规定必须在劳动合同条款中明确试用期长度，其不得超过6个月。试用期时间取决于劳动合同期限。试用期期限是：\n - 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；\n - >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；\n - 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。\u003C\u002Fp>\n\u003Cp>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。同一用人单位与同一劳动者只能约定一次试用期。上述提及的试用期为法定规定的最大范围，即使员工同意延长试用期，也不得超出法定范围延长试用期。\u003C\u002Fp>\n\u003Cp>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。\u003C\u002Fp>\n\u003Cp>来源：§《劳动合同法》第19-21条\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>雇用条件方面的法律规定\u003C\u002Fh2>\n\u003Cul>\n\u003Cli>\n            1994年《劳动法》，2018年修正 \u002F Labour Law 1994, amended in 2018\n          \u003C\u002Fli>\n\u003Cli>\n            《全国年节及纪念日放假办法》 \u002F Measures on Annual Holidays for Public Festivals and Memorial Days\n          \u003C\u002Fli>\n\u003Cli>\n            2007年《职工带薪年休假条例》 \u002F Regulations on Paid Annual Leave of Employees 2007\n          \u003C\u002Fli>\n\u003Cli>\n            2008年《企业职工带薪年休假实施办法》 \u002F Implementation Measures for Paid Annual Leave for Enterprise Employees 2008\n          \u003C\u002Fli>\n\u003Cli>\n            2007年《中华人民共和国劳动合同法》2012年修正 \u002F Labor Contract Law of the People's Republic of China 2007, amended in 2012\n          \u003C\u002Fli>\n\u003Cli>\n            1995年《国务院关于职工工作时间的规定》 \u002F State Council Regulations on the Hours of Work of Employees 1995\n          \u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>相关主题\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Fzh-cn\u002Fwork-in-china\u002Flabour-laws\u002Fcontracts-and-dismissals\u002Fnotice-and-severance-pay'>通知要求和经济补偿金\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fzh-cn\u002Fwork-in-china\u002Flabour-laws\u002Fwork-and-wages'>工作和工资\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fzh-cn\u002Fwork-in-china\u002Flabour-laws\u002Fmaternity-and-work'>生育与工作\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fzh-cn\u002Fwork-in-china\u002Flabour-laws\u002Fsick-leave'>工作和疾病\u003C\u002Fa>\n      \n          \n      \n    \u003C\u002Fdiv>\n\u003Cstyle>\n\n      h1, h2, h3 {\n      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