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China Foreign Investment in China Human Resources Statutory Grounds to Terminate Labour Contracts in China
KNOWLEDGE|
(1) |
is proved during the probation period not to satisfy the conditions for employment. |
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(2) |
materially breaches the employer’s rules and regulations. |
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(3) |
commits serious dereliction of duty or practices graft, causing substantial damage to the employer. |
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(4) |
has established an employment relationship with another employer at the same time which materially affects the completion of his/her tasks with the employer, or the employee refuses to make a correction as demanded by the employer. |
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(5) |
is prosecuted in criminal proceedings in accordance with the law. |
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(1) |
After the set period of medical care for an illness or non-work-related injury, the employee can engage neither in his/her previous work nor in other work arranged for him/her by the employer. |
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(2) |
The employee is incompetent and remains incompetent after training or adjustment of his/her position. |
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(3) |
The objective circumstances relied upon at the time of conclusion of the labour contract has changed significantly and as a result the labour contract can no longer be performed. And, after negotiation, the employer and employee are unable to reach agreement on amendment to the labour contract. |
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(1) |
The fix-term labour contract has expired. |
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(2) |
The employer is declared bankrupt pursuant to the law. |
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(3) |
The employer is revoked of business license, or is ordered to close down or is discharged, or decides to dissolve before the schedule. |
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(4) |
The employee has started to enjoy the basic pension insurance benefits. |
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(5) |
The employee is dead or declared dead or declared missing by a People's Court. |
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Disclaimer All information in this article is only for the purpose of information sharing, instead of professional suggestion. Kaizen will not assume any responsibility for loss or damage. |
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