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2012《劳动合同法》修正案出台堵塞劳务派遣漏洞

Temporary Worker Loophole Eliminated by New Legislation in China


十一届全国人大常委会第三十次会议12月28日表决通过关于修改劳动合同法的决定。 藉2008年《劳动合同法》出台,中国政府对用工单位与劳动者之间的合同实施了更严格的规范。但是,这部法律却引致有问题的用工方式,如滥用劳动派遣方式以规避如社会保险和当地较高的最低工资要求。而且,已经有很多的例子被派遣的工人成为这些用工方式的受害者因为派遣中介向工人收取不合法的费用。

With the introduction of the Labor Contract Law in 2008, China Government created more stringent rules governing employer-employee contracts. However, the law ushered an increase of questionable employment practices like exploiting dispatch worker system to circumvent responsibility like social insurance requirements or local higher legal minimum wage requirements. There are also numerous instances that dispatched workers become the victim of such practices when labor brokers or dispatch agencies charge illegal fees to them to get a job.

As a result, the Chinese Government has passed the revisions to the Labor Contract Law on 28th December 2012. The revisions closes many of the loopholes labor brokers and dispatch agencies have exploited along with their customers.

Some of the changes to the labor contract law are as follows:

与用工方相关的《劳动合同法》修改内容
Revisions Related to Employer

1. 对全日制用工的劳动者与被派遣劳动者同工同酬的问题做了明确规定(对第六十三条进行了修改)

  1. Clearly stipulate that full-time contract workers and dispatch workers shall receive equal pay for equal work. (Revision to Article 63)

2. 明确界定了劳务派遣岗位三性的具体内容(对第六十六条进行了修改)
将"一般"改为"只能"。

  1.  临时性:是指用工单位的工作岗位存续期间不超过六个月。
  2.  辅助性:是指用工单位的工作岗位为主营业务岗位提供服务。即被派遣工人不能从事企业的主要营运或生产。
  3. 替代性:是指用工单位的职工因脱产学习、休假等原因在该工作岗位上无法工作的一定期间内,可以由被派遣劳动者替代工作。

Clearly define the nature of dispatch worker job. (Revision to Article 66)

  1. Change "Generally" to "Only"(i.e., the scope of the use of dispatch worker can ONLY within the three natures stated below)
  2. Temporary: The job cannot exist more than 6 month.
  3. Supportive: The job support the major operation of the enterprise. This means that dispatch workers are not eligible to work on key operations or major parts of a company's operations / work product.
  4. Back-up: The existing worker in the job temporarily leave the job due to off-job training, leave, etc. and cannot return to the job in a period of time, the employer can use dispatch workers to replace the existing worker.

3. 加大了对或采用劳务派遣用工方式的法律责任(对第九十二条进行了修改)

  1. 对违法派遣或接受派遣的单位,由劳动行政部门责令改正;情节严重的,以每接受派遣一人五千元以上一万元以下的标准处以罚款。
  2.  违法行为给被派遣劳动者造成损害的,劳务派遣单位与用工单位承担连带赔偿责任。

Tighten the legal responsibility of enterprise using dispatch workers illegally. (Revision to Article 92)

  1. To accepting unit illegally using dispatch worker, labor administrative department shall order correction. Under serious circumstances, 5000RMB-10000RMB penalty per dispatch worker received is applicable.
  2. For any damage caused to a worker due to illegal usage, the agency and the accepting unit are jointly and severally liable.

本修正案明确了采用劳务派遣的性质和违法采用的罚则。对制造业,受影响的主要企业主要有两类:1. 倚赖大量聘用劳务派遣来满足日常用工需要的企业; 2. 以劳务派遣方式来规避对其员工负上应负责任(如社保,符合最低工资要求等)。可见修正案并不会对正常使用劳务派遣来应对需求弹性的企业造成冲击。本修正案自2013年7月1日起施行。要了解更多本法例及其对贵公司造成的影响,请电邮至 This e-mail address is being protected from spambots. You need JavaScript enabled to view it 联系我们。

This revisions have made clear the natures and legal responsibility of using dispatch workers. To the manufacturing sector, the affected enterprises are mainly two kinds: 1. the enterprises depending on using dispatch workers to satisfy their daily labor demand; 2. those using dispatch workers as a way to minimize its labor costs (e.g. social security and minimum wages). The revisions will not greatly impact enterprises using dispatch workers to tackle minor seasonal demands. The revisions come into effective on 1st July, 2013.

To learn more about this law and what the implications are for your company, please contact us at This e-mail address is being protected from spambots. You need JavaScript enabled to view it