中国企业出海东盟——各国劳动用工指引Q&A（印度尼西亚篇）
发布日期：2025-01-27
作者： 孔琪 徐香芝 章瑶瑶
以下内容转载自：威科先行劳动法库，作者孔琪、徐香芝、章瑶瑶
中国企业出海东盟——各国劳动用工指引Q&A（印度尼西亚篇）
Guide for Chinese Enterprises Expanding to ASEAN – Labor Management Q&A (Indonesia Edition)
在全球经济不确定性加剧的大背景下，东盟投资却呈逆势增长，也因此成为备受中国投资者青睐的“热土”。东盟各国虽商业机会多，但潜在投资障碍和风险也仍存在，其中也包括劳动用工风险。中资企业出海东盟各国时，须密切关注并遵守当地劳动用工规范。
Against the backdrop of escalating global economic uncertainties, ASEAN investments are showing a counter-trend growth, making the region a highly sought-after hot spot for Chinese investors. While ASEAN countries offer numerous business opportunities, potential investment obstacles and risks, including labor and employment risks, still exist. When Chinese enterprises expand into ASEAN countries, it is crucial to closely monitor and comply with local labor and employment regulations.
考虑到东南亚各国劳动用工法律法规各不相同，给企业的跨国经营带来了不小的挑战。我们依据我们长期服务跨国公司的经验，整理了一些常见的劳动用工实务问题，以Q&A的形式，为投资者、相关从业者提供实用的操作指南，帮助企业更好地应对这些挑战，确保合规经营。
The labor policies and regulations vary across ASEAN countries, which presenting significant challenges for cross-border operations. In this issue, drawing on our extensive experience serving multinational corporations, we have compiled some common practical questions regarding labor management and provided a Q&A format guide to help company navigate these challenges and ensure compliant operations.
印度尼西亚篇 Indonesia Edition
为了帮助企业更好地理解和适应泰国的劳动用工政策，我们整理了常见的实务操作问题，并以Q&A形式提供详细解答，希望能为企业在泰国的顺利运营提供实用指导。
To help companies better understand and adapt to Thailand's labor policies, we have compiled common practical questions and provided detailed answers in a Q&A format, aiming to offer practical guidance for smooth operations in Thailand.
1
雇佣关系领域主要立法包括哪些？
What are the main legislative acts in the field of labor relations?
劳动法（第13/2003号法律）Labour Law (Law NO.13 of 2003)
社会保障法（第24/2011号法律）Social Security Law (Law NO.24 of 2011)
工会法（第21/2000号法律）Union Law (Law NO.21 of 2000)
外籍劳工使用规定（第20/2018号总统条例）Regulation on the Utilization of Foreign Workers (Presidential Regulation NO.20 of 2018)
创造就业综合法案（第11/2020号法律）Omnibus Law on Job Creation（Law No.11 of 2020）
劳资关系纠纷解决法（第2/2004号法律）Settlement of Industrial relations Disputes Law（Law No. 2 of 2004）
第35号政府条例（2021）Government Regulation No. 35
个人数据保护法（第27/2022号法律）PDP Law（Law No. 27 of 2022）
以上为非官方翻译，供参考。
The above is an unofficial translation for reference.
2
雇主与雇员如何订立雇佣合同？雇佣合同的订立形式是否有要求？
How do employers and employees conclude the contract of service? Are there any requirements for the form of the contract?
雇主与雇员签订雇佣合同，内容包括工作条件、双方权利和义务等，由此雇佣关系形成。根据印尼法律规定，雇主通过支付工资或其他形式的报酬雇用员工，雇主可以是自然人。
An employer and an employee enter into an employment contract, which includes terms and conditions of work, as well as the rights and obligations of both parties, thereby forming the employment relationship. According to Indonesian law, an employer hires an employee by paying wages or other forms of remuneration, and the employer can be an individual.
原则上，雇佣合同应当采用书面形式，但鉴于社会条件的多样性，也可以采用口头形式，但是，固定期限雇佣合同只能以书面形式订立，并应当使用印尼语，若以印尼语和外语订立，那么两者出现解释上的差异时，以印尼语为准。同时，若以口头形式订立无固定期限雇佣合同，雇主应当出具聘书，至少包括（1）雇员的姓名和地址；（2）工作开始日期；（3）工作类型；以及（4）工资数额。
In principle, the employment contract should be in writing. However, given the diversity of social conditions, it can also be made orally. Nevertheless, a fixed-term employment contract must be in writing and should be in the Indonesian language. If the contract is made in both Indonesian and a foreign language, in the event of any discrepancies in interpretation, the Indonesian version shall prevail. At the same time, if a non-fixed-term employment contract is orally concluded, the employer shall issue a letter of employment, which should at least include: (a) the employee's name and address; (b) the starting date of employment; (c) the type of work; and (d) the amount of salary.
因此，为了避免实践中出现劳动争议，建议雇主采用书面形式。
To avoid labor disputes in practice, it is recommended that employers use a written form.
3
雇主在哪些合法情形下可以单方解除雇佣合同？合法解除情形下需要承担什么责任？解除雇佣合同是否需要通知？通知的期限如何规定？如若雇主违法解除，那么需要承担哪些法律责任？
Under what legal circumstances can an employer unilaterally terminate a contract of service? What responsibilities does the employer undertake when terminating the contract legally? Is it necessary to provide notice when terminating a contract of service? How is the notice period determined? If an employer unlawfully terminates a contract, what legal consequences will they face?
一般情况下，雇主应当与工会/劳工组织（如有）或雇员协商解除雇佣合同。如果无法协商达成一致，雇主应向劳资关系争议解决机构提交书面解除雇佣决定申请，并附上解除雇佣关系的理由。只有在获得劳资关系争端解决机构的批准后，雇主才能解除与雇员的雇佣关系。在劳资关系争端解决机构批准之前，雇主和雇员必须继续履行各自的义务。但雇主可以对相应雇员采取停职措施，但仍支付工资及其他雇员通常享有的权利。若未经批准即违法解除雇佣关系，认定无效，雇佣关系继续履行。
In general, the employer should negotiate with the union/labor organization (if any) or the employee before terminating the employment contract. If an agreement cannot be reached through negotiation, the employer should submit a written request to the labor dispute resolution agency, along with the reasons for the termination of the employment relationship. The employer can only terminate the employment relationship with the employee after obtaining approval from the labor dispute resolution agency. Until approval is granted, both the employer and employee must continue to fulfill their respective obligations. However, the employer may suspend the employee but must continue to pay wages and other rights typically afforded to the employee. If the employment relationship is terminated without approval, the termination will be deemed invalid, and the employment relationship will continue.
关于以下情形，雇主可以解除雇佣关系：
The employer may terminate the employment relationship in the following circumstances:
(1)雇主给予连续三次书面警告后，雇员仍违反劳动合同、公司规章或集体劳动合同；
After issuing three consecutive written warnings, the employee still violates the employment contract, company rules, or collective employment contract;
(2)雇员连续无正当理由缺勤5个工作日或以上，且未提供书面说明和有效证据；
The employee is absent for five or more consecutive working days without valid reasons, and fails to provide written explanations or valid evidence;
(3)进行欺诈、盗窃或侵占公司财物和/或钱财；
The employee engages in fraud, theft, or embezzlement of company property and/or funds;
(4)提供虚假或伪造的陈述，从而损害公司；
The employee provides false or forged statements that harm the company;
(5)在工作场所醉酒、饮酒、使用和/或分发毒品、精神药物和其他上瘾物质；
The employee is drunk, consumes alcohol, uses and/or distributes drugs, psychoactive substances, or other addictive substances in the workplace;
(6)在工作场所进行暴力或性骚扰行为；
The employee engages in violent or sexual harassment behavior in the workplace;
(7)攻击、虐待、威胁或恐吓同事或雇主；
The employee attacks, abuses, threatens, or intimidates colleagues or the employer;
(8)引诱同事或雇主进行违反法律法规的行为；
The employee incites colleagues or the employer to engage in illegal activities;
(9)因疏忽或故意破坏或使公司财产处于危险状态，给公司造成损失；
The employee negligently or intentionally damages company property or puts company property in a dangerous state, causing loss to the company;
(10)因疏忽或故意使同事或雇主处于工作场所的危险状态；
The employee negligently or intentionally puts colleagues or the employer in a dangerous situation in the workplace;
(11)泄露或公开公司应保密的商业秘密，除非是为了国家利益；
The employee discloses or publicizes the company’s confidential business secrets, unless for the national interests;
(12)在公司范围内进行其他可能被判处五年或以上监禁的行为；等，
The employee engages in any other activities within the company that could result in a sentence of five years or more in prison, etc.
关于通知期。雇主应当至少提前14个工作日书面通知解除雇佣关系，对于试用期雇员，至少提前7个工作日。较于中国的劳动法规定，印尼并不能随意的适用代通知金。
Regarding the notice period, the employer must provide at least 14 working days' written notice before terminating the employment relationship. For employees on probation, the notice period must be at least 7 working days. Compared to China's labor law provisions, Indonesia cannot arbitrarily apply payment in lieu of notice.
雇主单方解除雇佣合同时，一般情况下，雇主应当支付遣散费、服务期奖金以及可能享有的权利补偿金。根据不同的解除情形，将在下述计算基数上适用一倍或两倍的费率。举例来说，在公司存在变更、合并、重组的情况下，若雇主不愿意雇佣员工，遣散费按两倍计算；若员工不愿意维持劳动关系的，遣散费是按一倍计算的。
When the employer unilaterally terminates the employment contract, the employer is generally required to pay severance pay, service period bonuses, and potential compensation for right. Depending on the circumstances of the termination, a rate of one or two times the base amount will be applied in the following calculations. For example, in the case of company changes, mergers, or reorganizations, if the employer is unwilling to continue employing the employee, the severance pay is calculated at twice the standard rate; if the employee is unwilling to maintain the employment relationship, the severance pay is calculated at the standard rate.
遣散费：雇员每工作一年计1个月工资作为遣散费，累计发放遣散费不超过9个月工资。工作期限不足一年的，按一年计算。
Severance pay: For each year of employment, the employee is entitled to severance pay equivalent to one month's salary. The total severance pay shall not exceed 9 months' salary. For employees with less than one year of service, severance pay is calculated as if they had worked for one full year.
服务期奖金Service period bonuses:
可能享有的权利补偿金Potential compensation for rights:
(1)未休且有效的年休假；
Unused and valid annual leave;
(2)雇员及其家属返回工作地点的费用；
Expenses for the employee and their family to return to the workplace;
(3)住房、医疗和护理的补偿；
Compensation for housing, medical, and care expenses;
(4)雇佣合同、公司规章（如有）或集体雇佣合同中规定的其他事项。
Other matters specified in the employment contract, company regulations (if any), or collective labor agreement.
此外，关于固定期限劳动合同，雇主非因法定情形提前解除劳动合同的，即违法解除，应当向雇员支付赔偿金，赔偿金额相当于合同剩余期限内的工资总额。
In addition, for fixed-term employment contracts, if the employer terminates the contract early for reasons not stipulated by law, it constitutes an unlawful termination. The employer shall pay compensation to the employee, with the compensation amount equivalent to the total wages for the remaining duration of the contract.
4
雇主应当如何计算工资？
How shall employers calculate wages?
获得工资是雇员的权利，工资由雇主支付，雇员以货币形式接收，作为雇员的报酬。该工资根据雇佣合同或法律法规确定并支付，包括雇员及其家庭的津贴，作为对已完成或即将完成的工作补偿。
It is the employee's right to receive wages, which are paid by the employer and received in the form of money as compensation for the employee's work. The wages are determined and paid according to the contract of service or legal regulations, including allowances for the employee and their family, as compensation for the work that has been completed or is to be performed.
5
工资最低标准是什么？
What is the minimum wage standard?
政府根据生活需要和考虑生产力和经济增长，制定最低工资标准。最低工资包括基于省份或县/市的地区最低工资及基于省份或县/市地区的行业最低工资。雅加达2024年的每月最低工资为5,067,381卢比。而雅加达以外的地区，最低工资通常较低。小微企业通常不受最低标准的限制。
The government establishes the minimum wage standard based on living needs, productivity, and economic growth considerations. The minimum wage includes both regional minimum wages based on provinces or districts/cities and industry-specific minimum wages within those regions. In 2024, the monthly minimum wage in Jakarta is 5,067,381 IDR. In regions outside Jakarta, the minimum wage is generally lower. Micro and small enterprises are typically exempt from the minimum wage requirements.
雇主与雇员或工会之间的薪酬协议不得低于最低工资标准。如果协议的薪酬低于最低工资标准，该协议将自动无效，雇主必须按照法律法规支付雇员的工资。
Compensation agreements between employers and employees or unions cannot be lower than the minimum wage standard. If the compensation agreed upon is below the minimum wage, the agreement will automatically be invalid, and the employer must pay the employee’s wages in accordance with the law and regulations.
6
加班工资、病假工资等如何支付？
How are overtime wages, sick leave wages, etc., paid?
雇主安排加班须取得雇员的同意，随着法律的修订，雇员每天加班延长至不得超过4小时，每周加班累计不得超过18小时。雇主若安排雇员加班超过规定时间，应当支付加班费：
Employers must obtain the employee's consent before arranging overtime. With the revision of related law, employees' daily overtime is extended to a maximum of 4 hours, and the total weekly overtime cannot exceed 18 hours. If the employer arranges for an employee to work overtime beyond the stipulated time, the employer is required to pay overtime wages as follows:
工作日加班Overtime on Workdays：
(1)第一个小时加班：支付1.5倍小时工资。
For the first hour of overtime: Pay 1.5 times the hourly wage.
(2)后续小时数：支付2倍小时工资。
For subsequent hours: Pay 2 times the hourly wage.
关于5天工作制及每周40小时的雇员，若在休息日和法定节假日加班： For Employees on a 5-day Workweek and 40-hour Work Schedule, if Overtime is Worked on Rest Days or Public Holidays:
(1)第1小时至第8小时，支付2倍小时工资；
For the first to the eighth hour: Pay 2 times the hourly wage.
(2)第9小时，支付3倍小时工资；
For the ninth hour: Pay 3 times the hourly wage.
(3)第10小时至第12小时，支付4倍小时工资。
For the tenth to twelfth hour: Pay 4 times the hourly wage.
关于病假工资Regarding sick leave wages：
(1)前四个月：支付100%的工资；
For the first 4 months: Pay 100% of the salary.
(2)第2个四个月：支付75%的工资；
For the second 4 months: Pay 75% of the salary.
(3)第3个四个月：支付50%的工资；
For the third 4 months: Pay 50% of the salary.
(4)以后：支付25%的工资，直至劳动关系终止。
After that: Pay 25% of the salary, until the termination of the employment relationship.
7
Q7.雇佣合同期限有哪些种类？是否存在无固定期限雇佣合同？
What are the different types of contract terms? Is there any non-fixed-term employment contracts?
雇佣合同可以是固定期限雇佣合同或者无固定期限雇佣合同。固定期限雇佣合同的适用应当满足以下情形：
An employment contract can be either a fixed-term employment contract or a non-fixed-term employment contract. The use of a fixed-term employment contract is subject to the following conditions:
(1) 固定期限雇佣合同仅可用于特定的工作，这些工作根据其种类和性质将在一定时间内完成，具体包括：1）一次性完成或具有临时性质的工作；2）预计在短期内完成的工作；3）季节性工作；4）与新产品、新活动或正在试验或探索阶段的附加产品相关的工作。
A fixed-term employment contract may only be used for specific jobs that, by their nature and type, will be completed within a certain period of time, including: a) One-time or temporary jobs; b) Jobs expected to be completed within a short period of time; c) Seasonal work; d) Work related to new products, new activities, or additional products that are still in the trial or exploratory phase.
(2) 固定期限雇佣合同不得用于永久性质的工作。
A fixed-term employment contract may not be used for permanent jobs.
(3) 固定期限雇佣合同可以根据法律规定延期或续签，最长期限不超过5年。若所执行的工作尚未完成，那么雇主与雇员可以协商延长合同期限，但合同及其延长期限不得超过5年。
A fixed-term employment contract may be extended or renewed in accordance with legal provisions, with a maximum duration not exceeding 5 years. If the work to be performed has not been completed, the employer and employee may negotiate an extension of the contract term, but the contract and its extension cannot exceed 5 years.
(4) 若不符合法律规定的固定期限雇佣合同情形的，将自动转为无固定期限雇佣合同。
If a fixed-term employment contract does not meet the conditions specified by law, it will automatically convert into a non-fixed-term employment contract.
8
Q8.关于外籍雇员有什么特殊规定或注意事项？外籍雇员的工作许可证如何办理？
What special regulations or additional considerations are there for foreign employees? How is a work permit for foreign employees processed?
由于印尼对本国雇员保护极为严格，对外籍雇员的使用比较苛刻，除高级管理岗位和高级技术人员之外，如若本国雇员可以满足岗位需求，均不允许使用外籍雇员。因此，雇主与外籍雇员形成雇佣关系时，应当注意：
Due to the strict protection of local employees in Indonesia and the stringent requirements for the use of foreign employers, except for senior management positions and senior technical personnel, the use of foreign employees is not allowed if local employees can meet the job requirements. Thus, when an employer establishes an employment relationship with a foreign employee, the employer should pay attention to the following points:
（1）一般情况下，雇主雇佣外籍雇员时应当有由中央政府批准的外籍劳工使用计划，但对于根据法律规定持有股份的董事会成员或监事会成员，因紧急状态、灾害而需要的外籍劳动力等并不作要求；
Generally, when employing a foreign employee, the employer must have a foreign labor use plan approved by the central government. However, there are no such requirements for board members or supervisors who hold shares according to legal provisions, and for foreign labor needed in emergency situations or disasters;
（2）外籍雇员只能在特定职位（如不得担任人事管理职位）和特定时间工作，并且必须具备与所担任职位相匹配的能力；
The foreign employee can only work in a specific position (e.g., not in human resources management) and for a specific period of time. The employee must possess the required qualifications that match the position.
（3）为了转移技术和专业知识，雇主应当指定印尼籍雇员作为外籍雇员的助手，同时为印尼籍雇员提供与职位相符的教育与工作培训，但外籍雇员担任董事会/监事会成员的除外；
In order to transfer technology and professional knowledge, the employer must designate an Indonesian employee as an assistant to the foreign employee and provide the Indonesian employee with education and training suitable for the position, except when the foreign employee holds a position as a member of the board of directors or supervisory board.
（4）个人雇主不得雇佣外籍雇员；
Individual employers are prohibited from employing foreign employees.
（5）雇主需支付使用外籍雇员的补偿金。
employers are required to pay employment compensation for foreign employees.
每位外籍雇员必须持有工作签证，由雇主或外籍雇员本人向指定的移民官员提出申请。申请时必须附有相关部门颁发的通知书和支付证明。国外的印度尼西亚代表处的移民官员在收到完整的申请后，将及时颁发工作签证。另外，工作签证的申请也可以作为有限居留许可的申请。
Each foreign employee must hold a work visa, which must be applied for by the employer or the foreign employee themselves from the designated immigration officer. The application must include a notice issued by the relevant department and proof of payment. The immigration officer at the Indonesian representative office abroad, upon receiving a complete application, will issue the work visa in a timely manner. Additionally, the work visa application can also serve as an application for a limited residence permit.
9
雇主应当如何安排工作时间和休息休假？关于病假、产假、年休假等如何处理？
How shall employers arrange working hours and rest periods for employees? How shall employers handle sick leave, maternity leave, and annual leave, etc.?
How shall employers arrange working hours and rest and leave time for employees? How shall employers handle sick leave, maternity leave, and annual leave, etc.?
雇主必须给予雇员休息休假时间，休息和休假时间包括：
Employers must provide employees with rest and leave time, which includes:
(1)工作间隙的休息时间：至少在连续工作4小时后休息至少半小时，且该休息时间不计入工作时间；
Rest time during work: A minimum of 30 minutes of rest after working continuously for 4 hours, which does not count as working hours.
(2)每周休息时间：对于一周工作6天的员工，至少休息1天；对于一周工作5天的员工，至少休息2天；
Weekly rest time: For employees working 6 days a week, at least 1 day of rest is required. For employees working 5 days a week, at least 2 days of rest are required.
(3)年休假：员工在连续工作12个月后，至少享有12个工作日的年假；
Annual leave: Employees are entitled to at least 12 working days of annual leave after working continuously for 12 months.
(4)长期休假：特定员工享有长期休假至少2个月，分别在连续工作6年的第7年和第8年各休1个月，且该员工在这2年周期内不再享有年休假，之后每工作6年享有一次长期休假。
Long-term leave: Certain employees are entitled to long-term leave of at least 2 months, taken in the 7th and 8th years of continuous work (1 month in each year). And these employees will not be entitled to annual leave during this 2-year period. After each subsequent 6-year cycle, they are entitled to long-term leave once again.
(5)产假：①女雇员有权在分娩前1.5个月和分娩后1.5个月内根据相关医生建议的时间获得产假。②经历流产的女雇员有权获得1.5个月的产假，或根据相关医生的证明获得相应产假。
Maternity leave: ①Female employees are entitled to maternity leave 1.5 months before and 1.5 months after childbirth, based on the recommended period from a doctor. ②Female employees who experience a miscarriage are entitled to 1.5 months of maternity leave, or a period of leave based on the recommendation of a doctor.
(6)病假：参考Q6的病假工资规定，具体实践中雇主往往在劳动合同、公司规章或集体劳动合同中有所规定。
Sick leave: Refer the provisions of sick leave wages mentioned in Q6, in practice, employers often specify sick leave entitlements in the employment contract, company regulations, or collective employment agreement.
10
Q10.有什么关于女雇员保护的特殊规定？
What special provisions exist for the protection of female employees?
What special provisions exist for the protection of female employees?
女雇员保护的特殊规定包括：
Special Provisions for the Protection of female employees include:
(1)Q9提及的女雇员产假及流产假的工资支付；
As mentioned in Q9, female employees are entitled to obtain wages during maternity leave and miscarriage leave.
(2)如果女雇员需要哺乳婴儿的，企业有义务为其提供机会。
Employers are obligated to provide female employees the opportunity to breastfeed their babies, if required.
(3)女雇员怀孕、分娩、流产或哺乳的，禁止雇主解除劳动关系，除非有法定理由。
Female employees who are pregnant, giving birth, suffering a miscarriage, or breastfeeding cannot be dismissed by their employer, except for legally valid reasons.
(4)雇主不得要求未满18岁的女雇员、可能造成危险的怀孕女雇员在晚上23:00至早上07:00工作。如果要求其他女雇员在该时间段工作的，应当提供食物、饮料、接送服务等。
Employers are prohibited from requiring female employees under 18 years old, or pregnant employees whose health may be at risk, to work between 11:00 PM and 7:00 AM. If employers require other female employees to work during these hours, they must provide food, drinks, transportation, or other necessary services.
11
工会如何在劳资关系中发挥作用？
How do trade unions play a role in industrial relations?
How do trade unions play a role in industrial relations?
根据劳动法，工会在劳资关系中主要发挥以下作用：
According to labour law, trade unions play the following main roles in labor relations:
(1)在劳动关系中，工会应当维持生产秩序，民主表达诉求，为企业进步和成员及其家庭的福祉而奋斗；
In labor relations, trade unions should maintain production order, express demands democratically, and strive for the advancement of the enterprise as well as the welfare of their members and their families.
(2)工会有权组织和管理财务，包括罢工基金；
Trade unions have the right to organize and manage finances, including strike funds.
(3)工会可以与管理层协商集体劳动合同；
Trade unions can negotiate collective employment contracts with management.
(4)工会可以在劳资纠纷解决中代表雇员；
Trade unions can represent employees in the resolution of labor disputes.
(5)工会可以在人力资源机构中代表雇员；
Trade unions can represent employees in human resources institutions.
(6)工会可以成立机构或开展与提高雇员福利相关的活动，包括努力建立合作社、基金会或其他形式的商业活动；
Trade unions can establish organizations or engage in activities related to improving employee welfare, including efforts to establish cooperatives, foundations, or other forms of business activities.
(7)开展其他不违反现行法律法规的人力资源或就业相关活动等。
Trade unions can undertake other human resources or employment-related activities that do not violate current laws and regulations.
12
Q12.如果雇主与雇员发生劳动争议，应如何处理？
If an employer and an employee have a labor dispute, how should it be handled?
If an employer and an employee have a labor dispute, how should it be handled?
如果雇主和雇员发生劳动争议，应当按如下处理：
If a labor dispute arises between an employer and an employee, the following steps should be followed:
双方谈判：应当优先选择双方谈判，谈判开始后30日应当达成双方和解，否则视为谈判失败；
Negotiation: Negotiation should be prioritized. If a settlement is not reached within 30 days after the negotiation begins, it will be considered a failure of negotiation.
调解/和解/仲裁：双方谈判失败时，一方或双方可以将争议提交给当地授权的人力资源办公室，并附上已通过双方协商解决争议的证据。如果双方在7个工作日内未选择调解、和解或仲裁方式，那么将自动进入调解。调解应当由负责调解劳资纠纷的政府官员作为调解员，有义务通过书面建议调解纠纷。若选择仲裁方式的，仲裁裁决对双方均有约束力，并成为最终裁决。
Mediation/Conciliation/Arbitration: If the negotiation fails, either party or both parties may submit the dispute to the local authorized Human Resources office, along with evidence of the dispute being addressed through prior negotiations. If the parties fail to choose mediation, conciliation, or arbitration within 7 working days, the dispute will automatically proceed to mediation. Mediation should be conducted by a government official responsible for resolving labor disputes, who is obligated to mediate the dispute with written recommendations. If arbitration is chosen, the arbitration decision will be binding on both parties and will serve as the final ruling.
劳资关系法院诉讼程序：如果通过调解或和解未能达成协议，那么一方可以向法院提起诉讼。
Labor Court Litigation Procedure: If no agreement is reached through mediation or conciliation, either party may file a lawsuit in court.
诚挚感谢为大成上海官网提供照片的同仁们！
Beijing Dacheng Law Offices, LLP (“大成”) is an independent law firm, and not a member or affiliate of Dentons. 大成 is a partnership law firm organized under the laws of the People's Republic of China, and is Dentons' Preferred Law Firm in China, with offices in more than 50 locations throughout China. Dentons Group (a Swiss Verein) (“Dentons”) is a separate international law firm with members and affiliates in more than 160 locations around the world, including Hong Kong SAR, China. For more information, please see dacheng.com/legal-notices or dentons.com/legal-notices.