{"id":1180,"date":"2024-01-16T14:57:46","date_gmt":"2024-01-16T06:57:46","guid":{"rendered":"http:\/\/www.royalaw.com\/en\/27-how-should-we-as-an-employer-set-up-and-maintain-our-employees-employment-files\/"},"modified":"2024-01-16T15:08:10","modified_gmt":"2024-01-16T07:08:10","slug":"27-how-should-we-as-an-employer-set-up-and-maintain-our-employees-employment-files","status":"publish","type":"post","link":"http:\/\/www.royalaw.com\/en\/27-how-should-we-as-an-employer-set-up-and-maintain-our-employees-employment-files\/","title":{"rendered":"27.How should we as an employer set up and maintain our employees&#8217; employment files?"},"content":{"rendered":"<p>\u2019Answer: Employers are rightfully obligated to provide a certificate of dissolution or termination of an employment relationship if the employment is dissolved or terminated, and to process the transfer of the employee\u00a1\u00afs personnel file and social insurance. Employers should also keep employment contracts and wage payment records for at least two years after employees leave their jobs.<sup class=\"modern-footnotes-footnote \" data-mfn=\"1\" data-mfn-post-scope=\"0000000063abe6ff0000000007dd65e7_1180\"><a href=\"javascript:void(0)\"  role=\"button\" aria-pressed=\"false\" aria-describedby=\"mfn-content-0000000063abe6ff0000000007dd65e7_1180-1\">1<\/a><\/sup><span id=\"mfn-content-0000000063abe6ff0000000007dd65e7_1180-1\" role=\"tooltip\" class=\"modern-footnotes-footnote__note\" tabindex=\"0\" data-mfn=\"1\">Paragraph 3 of Article 50 of the Employment Contract Law (employment contracts are kept for two years) and Article 9 of the Provisional Regulations on Wage Payment (wage payment records must be kept for two years).<\/span><\/p>\n<p>According to article 8 and 18 of the Provisions on Management of Employee\u2018s Personnel Files, after employment relationship is established, employer bear the responsibilities of collecting, keeping, and receiving employees\u2019 personnel files; after employment relationship terminates, employer is responsible to transfer employees\u2018 personnel files.<\/p>\n<p>The purpose of the employee personnel file is to record the employee&#8217;s wage payment, leave entitlements, evaluation of employee performance, and all employee work information to help the employer manage the employee&#8217;s affairs and maintain legal compliance.<\/p>\n<blockquote>\r\n<div class=\"c_kv_3af60a1096ed5\" dir=\"auto\"><em><strong>This article is a part of our new book<\/strong><\/em><\/div>\r\n<div class=\"c_kv_3af60a1096ed5\" dir=\"auto\">\u00a0<\/div>\r\n<div class=\"c_kv_3af60a1096ed5\" dir=\"auto\"><em><strong>\u201cEmployment Law in China: A Practical Guide. A book about \u201cWhat should I do\u201d with case laws.\u201d<\/strong><\/em><\/div>\r\n<div class=\"c_kv_3af60a1096ed5\" dir=\"auto\">\u00a0<\/div>\r\n<div class=\"c_kv_3af60a1096ed5\" dir=\"auto\"><em><strong>Stay tuned, and the book will soon be published as an electronic books!<\/strong><\/em><\/div>\r\n<\/blockquote><ul class=\"modern-footnotes-list \"><li><span>1<\/span><div>Paragraph 3 of Article 50 of the Employment Contract Law (employment contracts are kept for two years) and Article 9 of the Provisional Regulations on Wage Payment (wage payment records must be kept for two years).<\/div><\/li><\/ul>","protected":false},"excerpt":{"rendered":"<p>\u2019Answer: Employers are rightfully obligated to provide a certificate of dissolution or termination of an employment relationship if the employment is dissolved or terminated, and to process the transfer of the employee\u00a1\u00afs personnel file and social insurance. Employers should also keep employment contracts and wage payment records for at least two years after employees leave<a class=\"moretag\" href=\"http:\/\/www.royalaw.com\/en\/27-how-should-we-as-an-employer-set-up-and-maintain-our-employees-employment-files\/\"><span class=\"screen-reader-text\">Read more about 27.How should we as an employer set up and maintain our employees&#8217; employment files?<\/span>[&#8230;]<\/a><\/p>\n","protected":false},"author":4,"featured_media":1083,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[35,3,33],"tags":[],"_links":{"self":[{"href":"http:\/\/www.royalaw.com\/en\/wp-json\/wp\/v2\/posts\/1180"}],"collection":[{"href":"http:\/\/www.royalaw.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"http:\/\/www.royalaw.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"http:\/\/www.royalaw.com\/en\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"http:\/\/www.royalaw.com\/en\/wp-json\/wp\/v2\/comments?post=1180"}],"version-history":[{"count":1,"href":"http:\/\/www.royalaw.com\/en\/wp-json\/wp\/v2\/posts\/1180\/revisions"}],"predecessor-version":[{"id":1204,"href":"http:\/\/www.royalaw.com\/en\/wp-json\/wp\/v2\/posts\/1180\/revisions\/1204"}],"wp:featuredmedia":[{"embeddable":true,"href":"http:\/\/www.royalaw.com\/en\/wp-json\/wp\/v2\/media\/1083"}],"wp:attachment":[{"href":"http:\/\/www.royalaw.com\/en\/wp-json\/wp\/v2\/media?parent=1180"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"http:\/\/www.royalaw.com\/en\/wp-json\/wp\/v2\/categories?post=1180"},{"taxonomy":"post_tag","embeddable":true,"href":"http:\/\/www.royalaw.com\/en\/wp-json\/wp\/v2\/tags?post=1180"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}