Under What Circumstances Should Enterprises Pay Economic Compensation To Their Employees?

In general, if

1. If a worker is ill or injured by a worker, he or she can not engage in the original work nor engage in any work arranged separately by the employer after the expiration of the medical treatment. The employer shall pay the economic compensation equivalent to one month's salary per full year according to his working life in his unit.

There is no "twelve month restriction".

2, workers are not competent, and after training or adjustment of jobs, they are still not competent for the work, and the maximum amount of economic compensation is not more than twelve months.

Those who work for less than one year will be given economic compensation according to one year's standard.

3. The objective situation on which the labor contract is concluded has changed significantly, resulting in the failure of the original labor contract to be fulfilled, and the party can not pay an economic compensation for reaching an agreement on changing the labor contract.

There is no limit of twelve months.

4, economic layoffs to pay economic compensation.

There is no limit of twelve months.

5, if the parties concerned have reached a consensus through a labor contract, the economic compensation shall be paid not more than twelve months.

Those who work for less than one year will be given economic compensation according to one year's standard.

6, if the employing unit forces labor by means of violence, coercion or illegal restriction of personal freedom, or if the employer fails to pay labor remuneration or provide labor conditions in accordance with the labor contract, the employer shall pay the economic compensation for the worker's resignation.

7, the employer should pay the economic compensation if it is bankrupt or disbanded.