1.原有规定 Former Provisions

《中华人民共和国劳动合同法》第四十四条规定，劳动合同期满或劳动者开始依法享受基本养老保险待遇的，劳动合同终止。

Article 44 of the Employment Contract Law of the People’s Republic of China stipulates that a labor contract shall be terminated upon expiry of the term of the contract or the worker has started exercising his/her basic pension insurance entitlements.

《中华人民共和国劳动合同法实施条例》第二十一条规定，劳动者达到法定退休年龄的，劳动合同终止。

Article 21 of the Implementation Regulations for the Employment Contract Law of the People’s Republic of China stipulates that a labor contract shall expire when an employee reaches the mandatory age of retirement.

《中华人民共和国社会保险法》第十六条规定，参加基本养老保险的个人，达到法定退休年龄时累计缴费满十五年的，按月领取基本养老金。

Article 16 of the Social Security Law of the People’s Republic of China stipulates that where an individual participating in basic pension insurance has made cumulative contributions for 15 years when he/she attains statutory retirement age, he/she may collect basic pension monies on a monthly basis.

根据以上规定，员工享受基本养老保险待遇，或达到法定退休年龄，劳动合同自然终止。

According to the above provisions, the employment contract will be naturally terminated if the employee is entitled to basic pension insurance benefits or if he/she reaches the statutory retirement age.

2.变动影响 Impact of Changes

《国务院关于渐进式延迟法定退休年龄的办法》（以下称：延迟退休办法）

Measures of the State Council on the Gradual Raising of the Statutory Retirement Age (hereinafter: the Measures of Delayed Retirement Age)

1976年9月之后的男性：退休年龄全部63岁；

Male employees born after September 1976: the retirement age is 63;

1981年9月之后的女干部：退休年龄全部58岁；

Female employees born after September 1981 for whom the original retirement age is 55: the retirement age is 58;

1984年11月之后的女职工：退休年龄全部55岁。

Female employees born after November 1984 for whom the original retirement age is 50: the retirement age is 55.

1979年之后的男性，养老保险最低缴费全部20年；

Male employees born after 1979, the minimum number of years of contribution is 20 years;

1984年之后的女干部，养老保险最低缴费全部20年；

Female employees born after 1984 for whom the original retirement age is 55, the minimum number of years of contribution is 20 years;

1989年之后的女职工，养老保险最低缴费全部20年。

Female employees born after 1989 for whom the original retirement age is 50, the minimum number of years of contribution is 20 years.

根据延迟退休办法，推迟了法定退休年龄，并增加了缴纳社保年限，劳动合同终止时间将相应延后。

According to the Measures of Delayed Retirement Age, the statutory retirement age and the number of years of social security contributions are postponed, and the termination of the labor contract is postponed accordingly.

1.社保缴费延长：企业需为员工缴纳更长时间的社会保险费用。

Extension of social security contributions: enterprises are required to pay social security contributions for their employees for a longer period of time.

2.薪酬与福利支出：年长员工的薪酬和福利（如：医疗期工资待遇、带薪年休假等）通常较高，延长雇佣期增加成本。

Compensation and Benefit Expenses: Compensation and benefits (e.g., medical pay packages, paid annual leave, etc.) are usually higher for older employees, and extended employment results in higher costs.

3.医疗期增加：随着年龄增长，心血管疾病、糖尿病、关节炎等慢性疾病的发病率增加，直接导致员工病假医疗期增加。

Increase in Medical Periods: As we age, the incidence of chronic diseases such as cardiovascular disease, diabetes, arthritis, etc. increases, which directly leads to an increase in the number of medical periods of sick leave for employees.

4.生产力下降：频繁的病假与健康问题将导致出勤率下降，工作进程放缓/延误。

Reduced productivity: Frequent sick leave and health problems will lead to reduced attendance and slower/delayed work processes.

1. 解除劳动合同限制 Restrictions on the Termination of Labor Contracts

《中华人民共和国劳动合同法》第四十二条对年长劳动者特殊保护。

Article 42 of the Employment Contract Law of the People’s Republic of China provides special protection for older employees.

1)      保护范围：Scope of Protection

连续工作满15年，距法定退休年龄不足五年（《劳动合同法》第四十条）

15 years of continuous service, less than five years before the statutory retirement age (the Article 40 of the Employment Contract Law)

在企业进行经济性裁员时，法律明确规定了优先留用的人员范围，其中包括与企业有长期劳动合同/无固定期的劳动者。年长劳动者由于在企业服务时间长，更有可能符合这一条件。（《劳动合同法》第四十一条）

In the event of economic layoffs by enterprises, the law clearly defines the scope of employees to be retained on a priority basis, which includes employees who have a long-term labor contract/unfixed term with the enterprise. Older employees are more likely to fulfil this condition due to their long service in the enterprise. (Article 41 of the Labor Contract Law)

2)      保护内容：Content of Protection

限制解除劳动合同的权利：用人单位不得根据《劳动合同法》第四十条（无过错解除）、第四十一条（经济性裁员）方式，与年长劳动者解除劳动合同。

Restrictions on the right to terminate labor contracts: Employers may not terminate the labor contracts of older employees in accordance with article 40 (Termination without fault) and article 41 (Economic layoff) of the Employment Contract Law.

2. 防止年龄歧视 Protection against age discrimination

防止年龄歧视：劳动法强调平等就业原则，禁止基于年龄的就业歧视。企业在人力资源管理中，应避免因劳动者年龄较大而采取不公平的解雇或降低待遇等措施。

Protection against age discrimination: The Labor Law emphasizes the principle of equal employment and prohibits employment discrimination on the basis of age. In the human resources management, enterprises should avoid taking measures such as unfair dismissal or lower treatment of workers because of their age.

1)      《延迟退休办法》规定，加强对就业年龄歧视的防范和治理，激励用人单位吸纳更多大龄劳动者就业。

The Measures of Delayed Retirement Age provides for the strengthening of the prevention and control of age discrimination in employment, and incentives for employers to take on more older employees for employment.

2)      《就业促进法》第三条规定，劳动者依法享有平等就业和自主择业的权利。劳动者就业，不因民族、种族、性别、宗教信仰等不同而受歧视；第六十二条　违反本法规定，实施就业歧视的，劳动者可以向人民法院提起诉讼。

Article 3 of the Employment Promotion Law stipulates that the laborers are entitled by law to enjoy the right to equal employment and to seek their own employment.  No laborer seeking employment shall be discriminated on the grounds of ethnicity, race, gender or religious belief.

Article 62 of the Employment Promotion Law stipulates that the laborers shall bring an action before the peoples’ court for the implementation of employment discrimination in violation of the provisions of this Law.

《中华人民共和国劳动合同法》相关条文

Relevant provisions of the Labor Contract Law of the People’s Republic of China

•第四十条：

有下列情形之一的，用人单位提前三十日以书面形式通知劳动者本人或者额外支付劳动者一个月工资后，可以解除劳动合同：

（一）劳动者患病或者非因工负伤，医疗期满后不能从事原工作，也不能从事由用人单位另行安排的工作的；

（二）劳动者不能胜任工作，经过培训或者调整工作岗位，仍不能胜任工作的；

（三）劳动合同订立时所依据的客观情况发生重大变化，致使劳动合同无法履行，经与劳动者协商，未能就变更劳动合同内容达成协议的。

Article 40

Under any of the following circumstances, the employer may rescind the labor contract by giving the worker a written notice 30 days in advance or by making an additional payment of one month’s wage to the worker:

(1) where the worker suffers from an illness or a non-work-related injury and is unable to undertake the original job duties or other job duties arranged by the employer following completion of the stipulated medical treatment period;

(2) where the worker cannot perform his/her duties and remains to be incapable of performing the job duties after training or job transfer;

(3) where the objective circumstances for which the conclusion of the labor contract is based upon have undergone significant changes and as a result thereof, the labor contract can no longer be performed and upon negotiation between the employer and the worker, both parties are unable to reach an agreement on variation of the contents of the labor contract.

•第四十一条：

用人单位依照企业破产法规定进行重整，或者生产经营发生严重困难，需裁减人员二十人以上或者裁减不足二十人但占企业职工总数百分之十以上的，应当提前三十日向工会或者全体职工说明情况，听取工会或者职工的意见后，向劳动行政部门报告。裁减人员时，应当优先留用下列人员：

（一）与本单位订立较长期限的固定期限劳动合同的；

（二）与本单位订立无固定期限劳动合同的；

（三）家庭无其他就业人员，有需要扶养的老人或者未成年人的。

Article 41

Under any of the following circumstances where an employer needs to retrench 20 or more employees or where the number of employees to be retrenched is less than 20 but comprises 10% or more of the total number of employees of the enterprise, the employer shall explain the situation to the labor union or all staff 30 days in advance and seek the opinion of the labor union or the employees, the employer may carry out the retrenchment exercise upon reporting the retrenchment scheme to the labor administrative authorities:

(1) the employer undergoes restructuring pursuant to the provisions of the Enterprise Bankruptcy Law;

(2) the employer has serious production and business difficulties.

The following personnel shall be given priority to be retained in a retrenchment exercise:

(1) a worker who has entered into a fixed-term labor contract of a longer period with the employer;

(2) a worker who has entered into a non-fixed-term labor contract with the employer; or

(3) a worker whose family members are not employed or who needs to support aged or under-aged family members.

•第四十二条：

劳动者有下列情形之一的，用人单位不得依照本法第四十条、第四十一条的规定解除劳动合同：

（一）从事接触职业病危害作业的劳动者未进行离岗前职业健康检查，或者疑似职业病病人在诊断或者医学观察期间的；

（二）在本单位患职业病或者因工负伤并被确认丧失或者部分丧失劳动能力的；

（三）患病或者非因工负伤，在规定的医疗期内的；

（四）女职工在孕期、产期、哺乳期的；

（五）在本单位连续工作满十五年，且距法定退休年龄不足五年的；

（六）法律、行政法规规定的其他情形。

Article 42

Under any of the following circumstances, the employer shall not rescind a labor contract pursuant to the provisions of Article 40 and Article 41:

(1) where a worker who has engaged in work exposed to occupational hazards has not undergone post-employment occupational health check or during the period where a worker is suspected to have contracted an occupational illness or under medical observation;

(2) where a worker has contracted an occupational illness or suffered a work injury while working for the employer and is confirmed to have lost his/her labor capability wholly or partially;

(3) during the stipulated medical treatment period of a worker suffering from illness or non-work-related injury;

(4) during the pregnancy, maternity leave or breastfeeding period of a female worker;

(5) where a worker has worked for 15 years consecutively with the employer and will attain his/her statutory retirement age in less than five years’ time; or

(6) any other circumstances stipulated by the laws and regulations.

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