Abstract
This chapter focuses on issues relating to termination of staff—something that is never pleasant but occasionally necessary. With adequate preparation and clear understanding of the law at least the drama can be reduced to some extent. There is also a more fundamental reason to make sure a termination is handled properly—labor disputes can be expensive for employers in China. For this reason we start this chapter by introducing some of the more important pieces of documentation before moving on to explain the situations under which employees can be terminated.
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Notes
- 1.
Article 24 of the Labor Contract Law implemented on January 1 2008,《中华人民共和国劳动合同法》第24条,自2008年1月1日起施行.
- 2.
Article 39 of the Labor Contract Law implemented on January 1 2008, 《中华人民共和国劳动合同法》第39条,自2008年1月1日起施行.
- 3.
Article 47 of the Labor Contract Law implemented on January 1 2008,《中华人民共和国劳动合同法》第47条,自2008年1月1日起施行.
- 4.
Ibid.
- 5.
Ibid.
- 6.
Article 42 of the Labor Contract Law implemented on January 1 2008, 《中华人民共和国劳动合同法》第42条,自2008年1月1日起施行.
- 7.
Article 41 of the Labor Contract Law implemented on January 1 2008,《中华人民共和国劳动合同法》第41条,自2008年1月1日起施行.
- 8.
Ibid.
- 9.
Article 42 of the Labor Contract Law implemented on January 1 2008,《中华人民共和国劳动合同法》第42条,自2008年1月1日起施行.
- 10.
Notice in Relation to Levying Individual Income Tax on Employee’s Severance Pay implemented on October 1 2001; 《财政部、国家税务总局关于个人与用人单位解除劳动关系取得的一次性补偿收入征免个人所 得税问题的通知》, 自2001年10月1日起施行.
- 11.
Article 41 of the Labor Contract Law implemented on January 1 2008,《中华人民共和国劳动合同法》第41条,自2008年1月1日起施行.
- 12.
Ibid.
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© 2011 Springer-Verlag Berlin Heidelberg
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Devonshire-Ellis, C., Scott, A., Woollard, S. (2011). Terminating the Employment Relationship. In: Devonshire-Ellis, C., Scott, A., Woollard, S. (eds) Human Resources in China. China Briefing. Springer, Berlin, Heidelberg. https://doi.org/10.1007/978-3-642-18209-9_5
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