Today's Topic:
Can those who are unemployed in 2022 still apply for unemployment benefits in Shenzhen?
The answer is no
The time for applying for unemployment benefits has been extended
However, the application is limited
From 1 January to 31 December 2021
The period for receiving unemployment insurance benefits expires
Unemployed persons who are still unemployed,
You are not eligible for unemployment insurance benefits
of insured unemployed persons
So the little partner who is unemployed in 2022
It is not possible to apply
There is no way to apply for unemployment benefits
Don't be upset with your friends
Consider unemployment insurance benefits
Xiaobian is here for everyone to prepare
Application Guide
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Conditions of Application
Unemployment Insurance Benefit Application Conditions:
1. The Employer and the employer and the person themselves have paid unemployment insurance premiums for a total of one year before becoming unemployed, or less than one year but they have the remaining number of months of unemployment insurance benefits;
2. Interrupting employment not due to one's own will;
3. Those who have already registered for unemployment and have job search requirements (warm reminder: unemployed persons who meet the conditions for unemployment insurance benefits have not yet registered for unemployment, and can also apply for unemployment insurance benefits first).
Source: Figureworm-1190575457137852423
Circumstances in which employment is interrupted other than the person's will include:
(Swipe up and down to view)
1. A labor contract is terminated in accordance with any of the following circumstances of the Labor Contract Law:
(1) The term of the labor contract expires;
(2) the Employer is declared bankrupt in accordance with law;
(3) The Employer has had its business license revoked, ordered to close down or revoked, or the Employer decides to dissolve it early.
2. The Employer terminates the labor contract in accordance with any of the following circumstances of the Labor Contract Law:
(1) In any of the following circumstances, the Employer may terminate the labor contract:
1. It is proved that the employment conditions are not met during the probationary period;
2. Seriously violating the rules and regulations of the employer;
3. Serious dereliction of duty, malpractice for personal gain, causing major damage to the employer;
4. The employee establishes an employment relationship with another employer at the same time, which seriously affects the completion of the work tasks of the employer or refuses to correct the objection raised by the employer;
5. The labor contract is invalid due to fraudulent or coercive means or taking advantage of the danger of others to cause the employer to conclude or modify the labor contract against its true intentions;
6. Those who have been pursued for criminal responsibility in accordance with law.
(2) In any of the following circumstances, the Employer may terminate the labor contract after notifying the employee in writing 30 days in advance or paying the employee an additional month's wages:
1. The employee is sick or injured not due to work, and cannot engage in the original job after the expiration of the prescribed medical treatment period, nor can he engage in the work arranged by the employer;
2. The worker is not competent for the job, and is still not competent for the job after training or adjustment of the job position;
3. Where there is a major change in the objective circumstances on which the labor contract is based at the time of conclusion, resulting in the inability to perform the labor contract, and the employer and the employee have failed to reach an agreement on changing the content of the labor contract through consultation.
(3) In any of the following circumstances, if it is necessary to reduce the number of personnel by 20 or less, but account for more than 10 percent of the total number of employees in the enterprise, the Employer may reduce the number of personnel by explaining the situation to the trade union or all the employees 30 days in advance, and after listening to the opinions of the trade union or the employees, the personnel reduction plan may be reduced after reporting to the labor administrative department:
1. Reorganization is carried out in accordance with the provisions of the Enterprise Bankruptcy Law;
2. Serious difficulties occur in production and operation;
3. After the enterprise changes production, major technological innovation or business mode adjustment, it is still necessary to reduce the number of personnel after changing the labor contract;
4. The objective economic situation on which other labor contracts are based has undergone major changes, making it impossible to perform the labor contract.
3. The Employer proposes to terminate the labor contract to the employee and terminates the labor contract by reaching a consensus with the employee.
4. The Employer proposes to terminate the employment contract or is dismissed, removed or dismissed by the Employer.
5. Where the employee himself or herself terminates the labor contract in accordance with the following circumstances of the Labor Contract Law:
(1) Failing to provide labor protection or working conditions in accordance with the provisions of the labor contract;
(2) Failing to pay labor remuneration in full and in a timely manner;
(3) Failing to pay social insurance premiums for workers in accordance with law;
(4) The Employer's rules and regulations violate the provisions of laws and regulations, harming the rights and interests of workers;
(5) The Employer uses fraudulent or coercive means or takes advantage of the danger of others to cause the employee to conclude or modify the labor contract against his true intentions, thus rendering the labor contract invalid.
(6) Other circumstances in which laws or administrative regulations provide that an employee may terminate a labor contract.
6. Other circumstances provided for by laws, regulations, or rules.
Image source: Photo Network (501145978)
Pick up criteria
The monthly payment standard of unemployment benefits is 90% of the minimum monthly wage standard in Shenzhen, and from January 1, 2022, the minimum wage standard in Shenzhen is 2360 yuan / month.
Therefore, the monthly collection standard is: 2360×90% = 2124 yuan / month.
Collection period
The period for which an unemployed person receives unemployment insurance benefits is determined on the basis of his or her years of contribution:
- For a period of 1 to 4 years, the period of payment is increased by 1 month for each full year;
- If the payment period is more than 4 years, the part exceeding 4 years, the collection period is increased by 1 month for each full half year.
- The maximum period of receiving unemployment insurance benefits at a time shall not exceed 24 months.
Source: Shenzhen People's Social Security
Send [Social Security] in the Shenzhen Subsidy One-Click Dialog box to view the number of years of payment for your unemployment insurance.
Note: Unemployed persons who have not been employed after the expiration of the unemployment insurance benefit and who are less than 1 year away from the statutory retirement age can continue to pay unemployment insurance benefits until the statutory retirement age.
Claim process
Application process, taking the mobile terminal as an example:
You can also click on the business card below, pay attention to the Shenzhen subsidy one-point pass, and reply to [Unemployment Benefit] in the chat dialog box to get the entrance
After logging in, click [Personal Business Handling] on the homepage, then select [Unemployment Insurance Benefit Application] in [Benefit Application] and follow the prompts to complete the follow-up operation.
Successfully applied partners can also find their own application information in the "Unemployment Benefit Inquiry" in the "Treatment Information Inquiry".
Have a needy and eligible partner
You can apply
But remember
After re-employment
You need to stop receiving unemployment insurance benefits
And stop enjoying at the same time
Other unemployment insurance benefits