China Employment Promotion Law
Law of the People's Republic of China on Promotion of Employment
China
RET-CN-NA-EMPPRO00-2007
The Law of the People's Republic of China on Promotion of Employment, adopted on August 30, 2007, and effective from January 1, 2008, represents a cornerstone of China's legal framework for fostering a robust and equitable labor market. This comprehensive legislation was enacted with the primary objectives of expanding employment, ensuring a positive interaction between economic development and job growth, and promoting social harmony and stability across the nation. Key innovations include detailed government responsibilities, a national coordinating mechanism, and specific measures to support disadvantaged groups, with robust anti-discrimination provisions laying the groundwork for equal opportunities and treatment in the workplace.
Overview
The Law of the People's Republic of China on Promotion of Employment, adopted on August 30, 2007, and effective from January 1, 2008, represents a cornerstone of China's legal framework for fostering a robust and equitable labor market. This comprehensive legislation was enacted with the primary objectives of expanding employment, ensuring a positive interaction between economic development and job growth, and promoting social harmony and stability across the nation. It underscores the State's commitment to prioritizing employment expansion within its economic and social development plans, advocating for proactive employment policies that support laborers in choosing jobs independently, allow the market to regulate employment, and empower the government to actively promote employment through diverse channels. This law is a critical component of China's broader strategy to manage its vast workforce and ensure equitable access to economic opportunities amidst rapid industrialization and urbanization.
Historically, China's labor laws have evolved significantly since the establishment of the People's Republic, moving from a centrally planned system to one that integrates market mechanisms while retaining strong state oversight. The promulgation of this Law built upon earlier foundational legislation, such as the Labor Law of the People's Republic of China (1994) and the Labor Contract Law (2008), by providing a more explicit and comprehensive framework for employment promotion. It specifically addresses challenges arising from economic reforms, such as unemployment among state-owned enterprise workers, rural-urban migration, and the need to integrate diverse segments of the population into the formal economy. The law aims to mitigate social inequalities and ensure that economic growth translates into widespread and fair employment opportunities for all citizens.
Key innovations of the Law include its detailed provisions for government responsibilities at various levels in promoting employment, the establishment of a national coordinating mechanism for employment efforts, and specific measures to support disadvantaged groups. It mandates that people's governments at or above the county level integrate employment expansion into their national economic and social development plans, formulating medium- and long-term strategies and annual work plans. Furthermore, the law's robust chapter on 'Fair Employment' directly addresses issues of discrimination, laying the groundwork for equal opportunities and treatment in the workplace, which has profound implications for pay equity. The 2015 amendment, while not fundamentally altering the core principles, refined certain aspects, demonstrating an ongoing commitment to adapting the legal framework to contemporary employment challenges and ensuring its continued relevance in China's dynamic labor market.
Definitions
The Law of the People's Republic of China on Promotion of Employment establishes several key definitions that are crucial for understanding its scope and application. Central to the law is the concept of 'laborers,' which broadly refers to individuals seeking or engaged in employment within the People's Republic of China. These laborers are explicitly granted the right to equal employment and the freedom to choose their own jobs in accordance with the law (Article 3). This fundamental right forms the basis for the law's anti-discrimination provisions, ensuring that all individuals, regardless of their background, have an equitable chance to participate in the labor market. The law also implicitly defines 'employment' as the state of being engaged in work for remuneration, encompassing various forms of work, including self-employment, flexible employment, and employment with 'employing units.'
A critical term within the law is 'employment discrimination,' which is explicitly prohibited. Article 26 states that laborers seeking employment shall not be subject to discrimination on the basis of ethnicity, race, gender, religious belief, or other factors. This prohibition extends to 'employing units' and 'employment agencies,' which are mandated to provide laborers with equal employment opportunities and fair employment conditions. Specifically concerning gender, Article 27 ensures that women enjoy equal labor rights as men, forbidding employing units from using sex as a pretext to exclude women from employment or to raise recruitment standards for females, except for specific types of work deemed unsuitable for women by the State. It also prohibits clauses in labor contracts that restrict female workers from marrying or bearing children, directly addressing historical biases and ensuring gender equality in contractual terms.
While the law does not explicitly define 'equal pay' or 'comparable work' in separate articles, the principle of non-discrimination in employment, particularly based on gender, inherently supports the concept of equal remuneration for work of equal value. The prohibition against gender discrimination in recruitment and employment conditions, as stipulated in Article 27, implies that any disparity in pay based solely on gender for similar roles or responsibilities would constitute a form of employment discrimination. Furthermore, the law refers to 'employing units' as the entities that recruit laborers and with whom a labor relationship is formed, encompassing enterprises, individual economic organizations, state organs, institutions, and public organizations. These units are responsible for upholding the rights and conditions outlined in the law, including fair treatment in all aspects of employment, which by extension includes remuneration. 'Labor administrative departments' are defined as the government bodies, primarily the Ministry of Human Resources and Social Security (MOHRSS) and its local counterparts, responsible for the administration, supervision, and enforcement of these labor and employment affairs.
Covered Employers
The Law of the People's Republic of China on Promotion of Employment applies broadly to a wide range of entities that engage laborers within the territory of the People's Republic of China. The primary term used to denote these entities is 'employing unit.' This encompasses various organizational forms, including enterprises (both state-owned and private, domestic and foreign-invested), individual economic organizations, state organs, institutions, and public organizations that establish a labor contract relationship with workers. The inclusive nature of this definition ensures that the principles of employment promotion and non-discrimination are applied across virtually all sectors of the economy, from large state-owned enterprises to small private businesses, non-profit organizations, and public service entities. There are no explicit size thresholds or specific sector exemptions detailed in the law, indicating a universal application of its core provisions to any entity that employs individuals.
The law's general provisions, particularly those related to fair employment and non-discrimination, are binding on all employing units. Article 26 explicitly states that when an employing unit recruits laborers or an employment agency engages in job intermediary activities, it shall provide laborers with equal employment opportunities and fair employment conditions and shall not engage in any employment discrimination. This broad mandate means that all employers, regardless of their size, industry, or ownership structure, must adhere to the principles of non-discrimination based on ethnicity, race, gender, religious belief, and other protected characteristics. This includes ensuring fairness in recruitment, hiring, training, promotion, remuneration, and termination. The responsibility to create an environment for fair employment and eliminate discrimination is placed on all levels of people's governments, which are also tasked with formulating policies and taking measures to support and aid individuals facing difficulties in finding jobs.
While the law does not specify phase-in periods for compliance, its effective date of January 1, 2008, meant that all existing and newly established employing units were expected to comply from that point forward. This immediate and universal application underscores the importance the State places on these principles. The law's comprehensive scope ensures that its provisions, including those indirectly supporting pay equity through non-discrimination, are not limited to specific types or sizes of employers but are fundamental requirements for all entities participating in the labor market. The Ministry of Human Resources and Social Security (MOHRSS) and its local counterparts are responsible for overseeing compliance across this diverse employer landscape, conducting inspections, and investigating complaints to ensure adherence to the law's mandates.
Employee Rights
Under the Law of the People's Republic of China on Promotion of Employment, laborers are endowed with fundamental rights aimed at ensuring fair and equal access to employment opportunities. Foremost among these is the right to equal employment and the freedom to choose jobs on their own initiative, in accordance with the law (Article 3). This right is explicitly protected against discrimination based on ethnicity, race, gender, religious belief, and other factors (Article 26). This means that individuals should not be disadvantaged in their pursuit of employment or in their working conditions due to these characteristics. The law places a clear obligation on employing units and employment agencies to uphold these principles by providing equal opportunities and fair conditions during recruitment, hiring, training, promotion, remuneration, and throughout the employment relationship.
A significant aspect of employee rights under this law pertains to gender equality. Article 27 specifically mandates that the State shall ensure women enjoy equal labor rights as men. This provision prohibits employing units from using sex as a pretext to exclude women from employment or to impose higher recruitment standards for female applicants, except for specific types of work or posts deemed unsuitable for women by state regulations (which are narrowly defined to prevent abuse). Furthermore, employing units are forbidden from including any content in labor contracts that restricts female workers from getting married or bearing children. These protections are crucial for addressing historical and systemic biases against women in the workplace, aiming to ensure that their employment and career progression are not hindered by discriminatory practices related to their gender or family status. While not explicitly detailing 'pay comparison rights,' the overarching principle of equal labor rights for women implies a right to equal remuneration for work of equal value, and any gender-based pay disparity could be challenged under the general anti-discrimination provisions.
Beyond non-discrimination, the law also outlines rights related to employment services and aid. Laborers have the right to access various public employment services, including vocational guidance, job placement, and employment policy and regulation consultation (Article 30). The law encourages workers to enhance their employment and business startup capabilities and supports independent entrepreneurship (Article 31). For individuals facing difficulties in finding jobs, such as those with physical conditions, skill gaps, family factors, or long-term unemployment, the law establishes an employment aid system (Chapter V). These individuals are given priority in support and assistance, including tax preferential treatments, discount interest loans, social insurance subsidies, post subsidies, and access to public welfare jobs. If an employee believes their rights have been infringed, they can seek redress through various channels, including lodging complaints with labor administrative departments, applying for labor arbitration, or initiating legal proceedings, as outlined in the law's enforcement mechanisms and broader labor dispute resolution framework.
Pay Transparency Requirements
The Law of the People's Republic of China on Promotion of Employment, while a foundational document for fair employment, does not explicitly detail modern 'pay transparency requirements' such as mandatory salary range disclosures in job postings or regular pay scale publications. The law's primary focus is on ensuring equal employment opportunities and prohibiting discrimination in the broader sense, rather than mandating specific transparency measures related to remuneration. The absence of such explicit provisions reflects the regulatory landscape at the time of its promulgation in 2007, where detailed pay transparency mandates were less common globally compared to current trends seen in jurisdictions like the European Union.
However, the principles embedded within the law, particularly those concerning non-discrimination based on gender, ethnicity, race, and religious belief, indirectly support the notion of fair and equitable pay practices. Article 26, which requires employing units to provide laborers with equal employment opportunities and fair employment conditions without discrimination, can be interpreted to extend to the fairness of remuneration. Similarly, Article 27, stating that women shall enjoy equal labor rights as men, implies that pay disparities based solely on gender for comparable work would be a violation of these equal rights. While employers are not required to publish salary ranges or conduct proactive pay gap reporting, the expectation is that their internal pay structures and recruitment practices do not perpetuate discriminatory wage gaps. Any practices that lead to unequal pay for equal work or work of comparable value, if proven to be based on discriminatory factors, would fall under the purview of the law's anti-discrimination clauses.
In practice, the enforcement of fair employment conditions, including those related to pay, would typically occur through individual complaints or labor dispute resolution mechanisms rather than through proactive reporting or audits of pay transparency. Labor administrative departments, such as the Ministry of Human Resources and Social Security (MOHRSS) and its local counterparts, would investigate claims of discrimination that might involve unequal pay. While the law does not set specific deadlines for pay transparency disclosures, it does establish a general obligation for employers to adhere to fair employment practices from the effective date of January 1, 2008. Therefore, while direct pay transparency is not a feature of this particular law, its strong anti-discrimination stance provides a legal basis for challenging and rectifying pay inequities that stem from prohibited discriminatory grounds, requiring employers to be able to justify their remuneration practices if challenged.
Reporting & Audit Obligations
The Law of the People's Republic of China on Promotion of Employment does not impose explicit reporting or audit obligations on employing units specifically related to pay equity or pay gap analysis. Unlike some international regulations, such as those in the European Union or certain U.S. states, that require companies to publish gender pay gap reports or conduct mandatory equal pay audits, this Chinese law focuses more on establishing a framework for general employment promotion and prohibiting direct discrimination. The emphasis is on ensuring fair employment opportunities and conditions for all laborers, rather than mandating statistical reporting on remuneration. Therefore, there are no specific requirements for report frequency, content, or who must conduct such audits within the text of this law.
However, the law does establish a system of supervision and inspection to ensure compliance with its provisions. Chapter VII, titled 'Supervision and Inspection,' outlines the general framework for oversight. While not specifically detailing pay audits, this chapter empowers relevant government departments to monitor the implementation of the law. This implies that if complaints of employment discrimination, including those potentially related to unequal pay, arise, the responsible administrative departments would have the authority to investigate and require employers to provide relevant information. Such investigations would typically involve examining wage structures, job classifications, and individual remuneration data to ascertain if disparities exist and if they are attributable to prohibited discriminatory factors. The absence of proactive reporting does not negate the employer's responsibility to maintain fair pay practices, especially given the explicit prohibitions against discrimination based on gender, ethnicity, race, and religious belief.
In the context of enforcement, if an employing unit is found to be in violation of the fair employment provisions, particularly those concerning non-discrimination, they would be subject to corrective orders and potential penalties. While the law does not prescribe specific audit methodologies for pay, any investigation into discriminatory pay practices would likely involve a thorough review of the employer's internal policies, job descriptions, performance evaluations, and salary records. The Ministry of Human Resources and Social Security (MOHRSS) and its local branches are the primary bodies responsible for such supervision and inspection. Although direct reporting on pay gaps is not mandated, employers are implicitly expected to maintain accurate and non-discriminatory records that demonstrate compliance with the law's principles, which could be reviewed during an inspection or in response to a complaint, ensuring accountability for fair employment practices.
Governance & Enforcement Bodies
The governance and enforcement of the Law of the People's Republic of China on Promotion of Employment primarily rest with the people's governments at various levels and their specialized labor administrative departments. At the national level, the State Council is responsible for establishing a national mechanism to coordinate efforts for employment promotion, studying major issues, and pushing forward nationwide initiatives. The Ministry of Human Resources and Social Security (MOHRSS) serves as the central government's primary labor administrative department, specifically responsible for the overall promotion of employment across the country. This ministry formulates policies, issues guidelines, and oversees the implementation of the law, ensuring consistency and effectiveness in employment promotion and anti-discrimination efforts, including those related to fair remuneration.
At the local level, people's governments at or above the county level are mandated to regard employment expansion as a crucial goal for economic and social development. They are required to integrate employment promotion into their national economic and social development plans and to formulate medium- and long-term plans and annual work plans. These local governments, through their respective human resources and social security bureaus (which are local branches of MOHRSS), are responsible for creating employment conditions, adjusting industrial structures, regulating human resources markets, improving employment services, strengthening vocational education and training, and providing employment aid. They also play a direct role in creating an environment for fair employment and eliminating employment discrimination within their jurisdictions, actively responding to local labor market needs and challenges.
The complaint filing process for violations of the law typically involves lodging a complaint with the local labor administrative department or through labor arbitration committees. Chapter VII on 'Supervision and Inspection' and Chapter VIII on 'Legal Liabilities' empower these bodies to investigate alleged infringements of legitimate rights and interests of laborers. Trade unions, women's federations, associations of the disabled, and other social organizations are also encouraged to assist people's governments in promoting employment and protecting workers' rights according to the law, acting as important channels for advocacy and support. If a labor dispute arises from a violation of this law, parties may apply for mediation or arbitration, or take legal proceedings, as stipulated by the broader labor dispute resolution framework in China, which ensures multiple avenues for redress and accountability for employing units.
Monitoring & Evaluation
Monitoring and evaluation of the Law of the People's Republic of China on Promotion of Employment are primarily conducted through a combination of government supervision, inspection procedures, and the handling of individual complaints. Chapter VII of the law is dedicated to 'Supervision and Inspection,' outlining the general framework for oversight to ensure compliance with its provisions. While specific details on the frequency of inspections or detailed evaluation criteria for pay equity are not explicitly enumerated within this law, the overarching mandate is for labor administrative departments at all levels to actively monitor the implementation of employment policies and anti-discrimination measures. This includes ensuring that employing units provide equal employment opportunities and fair employment conditions, which implicitly covers fair remuneration practices.
Complaints regarding employment discrimination, including those potentially related to unequal pay based on prohibited grounds such as gender, ethnicity, or race, are investigated by the relevant labor administrative departments. These investigations would typically involve reviewing the employing unit's practices, policies, job classifications, and potentially remuneration data to determine if discriminatory practices have occurred. The law does not specify a fixed audit frequency for employers regarding pay equity; rather, inspections are often triggered by specific complaints, routine checks conducted by local labor bureaus, or targeted campaigns initiated by the government to address particular employment issues or industries. The Ministry of Human Resources and Social Security (MOHRSS) and its local bureaus are the key agencies responsible for conducting these investigations and ensuring corrective actions are taken, including issuing orders for rectification and imposing penalties.
The evaluation criteria for the law's effectiveness are implicitly tied to its stated objectives: promoting employment, coordinating economic development with job growth, and fostering social harmony and stability. Success would be measured by indicators such as increased employment rates, reduced urban and rural unemployment, improved employment opportunities for disadvantaged groups (e.g., disabled persons, rural migrant workers, college graduates), and a decrease in reported cases of employment discrimination. While direct pay gap metrics are not specified for evaluation under this law, the effectiveness of its anti-discrimination provisions in promoting equal labor rights for women and other protected groups would contribute significantly to a more equitable pay landscape. The law also encourages social organizations, such as trade unions and women's federations, to participate in monitoring and protecting workers' rights, thereby contributing to the overall evaluation of its implementation and identifying areas for further improvement.
Enforcement & Penalties
The Law of the People's Republic of China on Promotion of Employment includes a dedicated Chapter VIII on 'Legal Liabilities,' outlining the enforcement mechanisms and penalties for violations. The law stipulates that those who infringe upon workers' legitimate rights and interests in violation of its provisions and cause property damage or other kinds of damage shall assume civil liability according to the law. This means that affected individuals can seek compensation for damages incurred due to discriminatory practices or other violations, such as lost wages or emotional distress. Furthermore, for those who commit a crime in violation of the law, criminal responsibility should be investigated according to the law, indicating the potential for severe consequences in cases of egregious or repeated offenses, particularly those involving serious harm or widespread discrimination.
Specific administrative penalties are also outlined for certain types of violations. For instance, if an employing unit collects workers' educational funds without following state regulations or diverts these funds in violation of the law, labor administrative departments are empowered to order corrections and punish the enterprises according to the law. While the provided snippets do not detail specific fine amounts for all types of discrimination, the general principle is that violations will lead to administrative orders for rectification, and failure to comply can result in fines. For example, if an employment agency provides false employment information, it would be subject to penalties. The law also addresses situations where employing units unlawfully collect deposits from workers, mandating the return of such deposits within a specified time and imposing penalties ranging from 500 yuan to 2,000 yuan for every worker from whom a deposit was collected, demonstrating a clear financial deterrent for certain prohibited practices.
The appeals process for penalties or decisions made by labor administrative departments typically follows the general administrative reconsideration and administrative litigation procedures in China. If a party is dissatisfied with an administrative penalty or decision, they can apply for administrative reconsideration to a higher administrative body or initiate administrative litigation in the people's courts within prescribed time limits. In the context of labor disputes, which may arise from alleged violations of this law (e.g., claims of discriminatory pay), the Labor Law and Labor Contract Law provide for mediation and arbitration as mandatory steps before court litigation. This multi-tiered system ensures that individuals have robust avenues to seek redress and that employing units are held accountable for their compliance with the law's provisions, including those promoting fair employment and non-discrimination, which are crucial for achieving pay equity and protecting workers' rights.
Relationship to Other Laws
The Law of the People's Republic of China on Promotion of Employment operates within a broader legal framework governing labor and employment in China, interacting closely with several other key statutes. It complements the foundational Labor Law of the People's Republic of China (1994), which establishes fundamental labor rights, including working hours, rest periods, wages, occupational safety, and social insurance obligations. While the Labor Law provides the general principles for labor relations, the Employment Promotion Law specifically focuses on expanding employment opportunities and ensuring fair access to the labor market, particularly through its robust anti-discrimination provisions. The right to remuneration for labor, enshrined in the Labor Law, is reinforced by the Employment Promotion Law's mandate for equal employment opportunities, implying that remuneration should be free from discrimination based on protected characteristics.
Another crucial piece of legislation is the Labor Contract Law (2008, amended 2012), which governs the formation, performance, modification, and termination of employment contracts, significantly strengthening employee protections. The Employment Promotion Law's provisions on fair employment conditions and non-discrimination directly influence the content and execution of labor contracts, ensuring that contractual terms do not perpetuate discriminatory practices, such as those related to gender or marital status. For instance, the prohibition in Article 27 against stipulating content in labor contracts that restricts female workers from getting married or bearing children directly links the Employment Promotion Law to the Labor Contract Law's requirements for valid and non-discriminatory contracts. These two laws work in tandem to ensure both the establishment of fair employment relationships and the protection of workers' rights throughout their tenure.
Furthermore, the Employment Promotion Law interacts with the Social Insurance Law (2011), which mandates employer and employee participation in various social insurance schemes (e.g., pension, medical, unemployment). By promoting stable employment and protecting workers' rights, the Employment Promotion Law indirectly supports the broader social security system by ensuring more individuals are in formal employment and contributing. It also works in conjunction with the Law on the Protection of Rights and Interests of Women, providing specific legal backing for gender equality in employment and reinforcing protections against gender-based discrimination. In cases of labor disputes arising from violations of the Employment Promotion Law, the Labor Dispute Mediation and Arbitration Law provides the procedural framework for resolution, ensuring that individuals have accessible avenues to address grievances. This interconnectedness ensures that the principles of employment promotion and non-discrimination are consistently applied and enforced across various aspects of the labor relationship, with the Employment Promotion Law often setting the precedence for fair access and treatment in the job market.
International Context
The Law of the People's Republic of China on Promotion of Employment aligns with several international labor standards, particularly those promoted by the International Labour Organization (ILO), of which China is a member state. The law's core principles of non-discrimination and equal employment opportunities resonate strongly with ILO Convention No. 111 concerning Discrimination in Respect of Employment and Occupation (1958), which China ratified in 2006, just prior to the promulgation of this law. This convention calls for national policies to promote equality of opportunity and treatment in employment and occupation, with a view to eliminating any discrimination. The Chinese law's explicit prohibitions against discrimination based on ethnicity, race, gender, and religious belief directly reflect the spirit and requirements of ILO C111, demonstrating China's commitment to international labor norms.
While the Chinese law does not explicitly mention 'equal pay for work of equal value' in the same direct manner as ILO Convention No. 100 concerning Equal Remuneration for Men and Women Workers for Work of Equal Value (1951), its strong provisions on ensuring women enjoy equal labor rights as men (Article 27) provide a domestic legal basis for addressing gender-based pay disparities. The global trend towards greater pay equity and transparency, often driven by instruments like the EU Pay Transparency Directive, influences national legal developments, even if not directly mirrored in older legislation. The Chinese law's emphasis on fair employment conditions and the elimination of discrimination serves as a foundational element upon which more specific pay equity measures could be built in future legislative updates or implementing regulations, reflecting an ongoing commitment to international best practices in labor rights and the evolving global understanding of pay equity.
Implementation Timeline
| Date | Milestone | Status |
|---|---|---|
| August 30, 2007 | Law of the People's Republic of China on Promotion of Employment adopted at the 29th session of the Standing Committee of the Tenth National People's Congress. | Adopted |
| January 1, 2008 | Law of the People's Republic of China on Promotion of Employment came into force. | In Force |
| April 24, 2015 | Amended in accordance with the Decision on Amending the Six Laws Including the Electric Power Law of the People's Republic of China adopted at the 14th Session of the Twelfth National People's Congress. | In Force (Amended) |
| Ongoing | People's governments at county level and above incorporate employment expansion into national economic and social development plans. | Ongoing Implementation |
| Ongoing | Labor administrative departments conduct supervision and inspection of employing units. | Ongoing Enforcement |
| Ongoing | Provision of employment services and aid for persons with difficulties in finding jobs. | Ongoing Implementation |
Compliance Checklist
| Requirement | Action Required | Deadline |
|---|---|---|
| **Non-Discrimination in Recruitment** | Ensure recruitment processes and criteria do not discriminate based on ethnicity, race, gender, religious belief, or other protected characteristics as per Article 26. | Ongoing from Jan 1, 2008 |
| **Equal Employment Opportunities** | Provide equal employment opportunities and fair employment conditions to all laborers throughout the employment lifecycle (hiring, training, promotion, remuneration). | Ongoing from Jan 1, 2008 |
| **Gender Equality in Employment** | Ensure women enjoy equal labor rights as men (Article 27); do not use sex to exclude women or raise recruitment standards (except for state-stipulated unsuitable work, which is strictly defined). | Ongoing from Jan 1, 2008 |
| **Prohibition of Restrictive Clauses** | Do not stipulate content in labor contracts that restricts female workers from getting married or bearing children (Article 27). | Ongoing from Jan 1, 2008 |
| **Fair Employment Conditions** | Maintain fair employment conditions throughout the employment relationship, including remuneration, promotion, training, and termination, free from discrimination. | Ongoing from Jan 1, 2008 |
| **No Collection of Illegal Deposits** | Do not collect deposits or security fees from workers during recruitment or employment. If collected, return immediately and face penalties (Article 62). | Ongoing from Jan 1, 2008 |
| **Proper Use of Educational Funds** | Comply with state regulations regarding the collection and use of workers' educational funds; do not divert funds (Article 61). | Ongoing from Jan 1, 2008 |
| **Provision of Employment Services** | For employment agencies, provide accurate employment information and legitimate services, adhering to ethical standards and legal requirements (Article 63). | Ongoing from Jan 1, 2008 |
| **Safeguard Legitimate Rights** | Safeguard the legitimate rights and interests of workers according to the stipulations of this law and other relevant laws and regulations. | Ongoing from Jan 1, 2008 |
| **Cooperation with Supervision** | Cooperate fully with labor administrative departments during supervision and inspection activities, providing requested information and access. | Upon Request |
Sources and References
© RewardsET.com / Smitteck GmbH — created on 22-Jan-2026 using Gemini 2.5 Flash