This article summarizes the legal knowledge related to 21 types of holidays for the reference of law popularization:
01． Closed days
Under normal circumstances, Saturdays and Sundays are weekly rest days, and weekends are not paid, for a total of 104 days a year.
Article 44 of the Labor Law of the People's Republic of China stipulates that if a worker is scheduled to work on a rest day and cannot arrange for compensatory rest, he shall be paid a wage remuneration of not less than 200% of the wage.
Article 7 of the Provisions of the State Council on the Working Hours of Employees (Order No. 146, implemented on May 1, 1995) stipulates that state organs and public institutions shall implement unified working hours, and Saturdays and Sundays shall be weekly rest days. Enterprises and public institutions that are unable to implement the uniform working hours provided for in the preceding paragraph may flexibly arrange weekly rest days according to actual conditions.
According to the first question of the "Provisions of the State Council on the Working Hours of Employees" (Issued by the Ministry of Labor [1995] No. 187), enterprises with conditions should, as far as possible, implement the standard working hour system of 8 hours per day and 40 hours per week. If some enterprises are unable to implement the standard working hour system due to the nature of work and production characteristics, they should combine the implementation of the "Provisions" with the implementation of the "Labor Law" to ensure that employees work no more than 40 hours a week and rest at least 1 day per week. Therefore, some companies will allocate 40 hours in 6 days, and it is also legal to rest for 1 day.
02． Holidays
The first is the national statutory holiday days, a total of 11 days, and the statutory holiday days are paid. That is, 1. New Year's Day, 1 day off (January 1st); 2. Spring Festival, 3 days off (the first day of the first month of the lunar calendar, the second day of the first month, the third day of the first month of the lunar calendar); 3. Qingming Festival, 1 day off (lunar calendar Qingming day); 4. Labor Day, 1 day off (May 1); 5. Dragon Boat Festival, 1 day off (Lunar Dragon Boat Day); 6.Mid-Autumn Festival, 1 day off (lunar Mid-Autumn Day); 7.National Day, 3 days off (October 1, 2, 3).
According to Article 44 of the Labor Law of the People's Republic of China, if a worker is arranged to work on a statutory holiday day, he shall be paid a wage remuneration of not less than 300% of the wage.
Article 29 of the Regulations on wage payment of Jiangsu Province stipulates that during the statutory holidays enjoyed by workers in accordance with the law, as well as annual leave, family visit leave, marriage and funeral leave, late marriage and late childbirth leave, birth control surgery leave, prenatal examination during pregnancy of female employees, maternity leave, breastfeeding time during the lactation period, nursing leave of the man, and the period of suspension of work and salary of the injured employee, the employer shall treat the employee as providing normal labor and pay his wages.
The second is the holidays and commemorative days of some citizens: According to Article 3 of the Measures of the State Council on Holidays on National New Year's Festivals and Commemorative Days, the holidays and commemorative days for some citizens are: 1. Women's Day (March 8), a half-day holiday for women; 2. Youth Day (May 4), a half-day holiday for young people over the age of 14; 3. Children's Day (June 1), for children under the age of 14, a half-day holiday; 4. Chinese the anniversary of the founding of the People's Liberation Army (August 1), and active military personnel take a half-day holiday.
"Measures for holidays on National New Year's Day and Anniversary Days of the State Council": If all citizens take holidays on Saturdays and Sundays, they shall make up for the holidays on weekdays. Some citizens' holidays will not be compensated if they coincide with Saturdays or Sundays. Note that if some citizens do not have a rest day on the holiday, and the employer requires the employee to work normally, the employer does not have to pay overtime pay.
03． Leave
The specific number of days of personal leave shall be determined by each employer through the formulation of rules and regulations.
According to Article 26 of the Regulations on wage payment of Jiangsu Province, if an employee has any of the following circumstances, the employer may not pay the wages for the period: (1) During the period of personal leave...
Of course, some employers do not deduct the wages of employees during their personal leave. In this case, if the employer pays wages and the personal leave reaches 20 days, the employee will no longer enjoy the annual leave of the current year. According to the provisions of Article 4 of the Regulations on Paid Annual Leave for Employees, employees who have one of the following circumstances shall not enjoy the annual leave of the current year: ... (2) Employees who have taken more than 20 days of personal leave and the unit does not deduct wages in accordance with regulations...
04． Sick leave (medical period for illness or non-work injury)
According to Article 59 of the Opinions on Several Issues Concerning the Implementation of the Labor Law of the People's Republic of China (Ministry of Labor [1995] No. 309), during the treatment period of illness or non-work-related injury of an employee, during the prescribed medical treatment period, the enterprise shall pay his sick leave wages or sickness relief expenses in accordance with the relevant provisions, and the sick leave wages or sickness relief expenses may be lower than the local minimum wage standard, but not less than 80% of the minimum wage standard.
How the number of days of sick leave (medical period for illness or non-work injury) is determined. According to Article 3 of the Provisions on the Medical Treatment Period for Illness or Non-work-related Injuries of Employees of Enterprises, when an enterprise employee needs to stop working for medical treatment due to illness or non-work-related injury, a medical period of three months to twenty-four months is given according to the actual years of work and the number of years of work in the unit: (1) If the actual working experience is less than ten years, the working experience of the unit is less than five years, it is three months, and if it is more than five years, it is six months. (2) Where the actual working experience is more than 10 years, the working experience in the unit is six months, the work experience is less than five years is nine months, the number of years is 12 months for 10 years or less than 15 years, the period of 15 years or less is 18 months, and the period of more than 20 years is 24 months. Article 4 stipulates that the medical treatment period of three months shall be calculated according to the cumulative sick leave time within six months, the six months shall be calculated according to the cumulative sick leave time within twelve months, the nine months shall be calculated according to the cumulative sick leave time within fifteen months, the twelve months shall be calculated according to the cumulative sick leave time within eighteen months, the eighteen months shall be calculated according to the cumulative sick leave time within twenty-four months, and the twenty-four months shall be calculated according to the cumulative sick leave time within thirty months.
The former Ministry of Labor's Notice on the Implementation of the "Provisions on the Medical Period for Sick or Non-work-related Injuries of Enterprise Employees" (Ministry of Labor Issued [1995] No. 236) stipulates that, second, on the issue of the medical period for special diseases: According to the current actual situation, for some employees suffering from special diseases (such as cancer, mental illness, paralysis, etc.), if they cannot be cured within 24 months, the medical treatment period may be appropriately extended with the approval of the enterprise and the competent labor department.
Article 27 of the Regulations on wage payment of Jiangsu Province stipulates that if an employee falls ill or stops working due to non-work-related injury, and the employer stipulates the medical treatment period stipulated by the state, the employer shall pay sick leave wages or sickness relief fees to the employee in accordance with the provisions of the wage distribution system and the labor contract, the collective contract or the relevant provisions of the state. Sick leave wages and sickness relief expenses shall not be less than 80% of the local minimum wage. Where the State provides otherwise, such provisions shall prevail. Article 32 stipulates that if an employer pays sick leave wages, sickness relief expenses and living expenses to an employee in accordance with the provisions of Articles 27 and 31 of these Regulations in accordance with the provisions of Articles 27 and 31 of these Regulations, it must bear the social insurance premiums and housing provident fund that should be paid by the individual workers at the same time. Therefore, according to the provisions of the labor contract or the employer's salary system, the sick leave wage shall not be less than 80% of the minimum wage; if 80% of the minimum wage is used to pay the employee's sick leave wages, sickness relief expenses and living expenses, the employer must also bear the social insurance premiums and housing provident fund borne by the employee personally.
05． Marriage leave
The Circular of the State Labor Administration and the Ministry of Finance on the Issue of Marriage and Funeral Leave and Road Leave for Employees of State-Owned Enterprises stipulates that, first, when an employee marries himself or herself marries or the immediate family members (parents, spouses and children) of an employee dies, he or she may, according to the specific circumstances, be granted one to three days of marriage and funeral leave as appropriate with the approval of the administrative leadership of the unit. 3. During the approved marriage and funeral leave and travel leave, the wages of the employees shall be paid. The fare for the vehicle and ship on the way is all borne by the employees.
Article 51 of the Labor Law stipulates that the employer shall pay wages in accordance with the law during the statutory holiday days, the marriage and funeral leave period, and the period during the period of participating in social activities in accordance with the law.
Article 27 of the "Regulations on Population and Family Planning of Jiangsu Province" stipulates that couples who have registered for marriage in accordance with the law shall extend the marriage leave by ten days on the basis of enjoying the marriage leave prescribed by the State. ...... The leave provided for in the preceding two paragraphs shall be regarded as attendance, and the salary shall be paid during the prescribed holiday without affecting the welfare benefits, and the statutory holiday days of the State shall not be counted as the holidays provided for in the preceding two paragraphs. Therefore, the number of days of marriage leave in Jiangsu Province is 13 days, and does not include national statutory holidays, and wages and benefits are paid during the holidays. The number of days of marriage leave in Nanjing, Jiangsu Province, is 15 days.
06． maternity leave
Article 7 of the Special Provisions on the Labor Protection of Female Employees stipulates that female employees shall enjoy 98 days of maternity leave, of which 15 days of leave may be taken before childbirth; in the case of difficult childbirth, the maternity leave shall be increased by 15 days; and if multiple births are born, 15 days of maternity leave shall be increased for each additional baby. Female employees who have a miscarriage within 4 months of pregnancy shall enjoy 15 days of maternity leave, and those who have miscarried after 4 months of pregnancy shall enjoy 42 days of maternity leave.
Article 27 of the Regulations on Population and Family Planning of Jiangsu Province stipulates that: Starting from January 1, 2016, couples who have children in accordance with the provisions of these Regulations shall extend maternity leave by 30 days for the woman and 15 days for the husband on the basis of the maternity leave prescribed by the State. ...... The leave provided for in the preceding two paragraphs shall be regarded as attendance, and the salary shall be paid during the prescribed holiday without affecting the welfare benefits, and the statutory holiday days of the State shall not be counted as the holidays provided for in the preceding two paragraphs.
Article 7 of the "Provisions on Maternity Insurance for Urban Employees in Jiangsu Province" stipulates that female employees who meet the requirements for family planning shall enjoy the following maternity insurance benefits, and their expenses shall be paid by the maternity insurance fund: (1) Female employees who give birth or miscarriage shall enjoy maternity leave in accordance with the relevant provisions of the state and the province. During the period of maternity leave, the original salary of the person shall be paid, and the maternity insurance fund shall compensate the enterprise in the form of maternity allowance. Therefore, the number of days of maternity leave in Jiangsu Province is 128 days, excluding the national statutory holidays, and wages and welfare benefits are paid during the holidays.
07． Prenatal leave
Article 11 of the Special Provisions on the Labor Protection of Female Employees in Jiangsu Province stipulates that the employer shall grant the following protection to female employees during pregnancy:
(1) Labor that is contraindicated during pregnancy as prescribed by the State must not be arranged;
(2) Where they cannot adapt to their original labor, they shall, on the basis of the proof of the medical institution, reduce the amount of labor or arrange other posts that can be adapted;
(3) Where prenatal examinations are carried out during working hours, the time required is counted as working hours;
(4) Where the pregnancy is less than 3 months and more than 7 months, the working hours shall not be extended or night shifts shall be arranged, and not less than 1 hour of breaks shall be arranged every day;
(5) Where pregnancy is less than 3 months old and needs fetal rest, or is more than 7 months pregnant and there are real difficulties in going to work, rest shall be arranged according to the certificate of the medical institution.
Where there is a labor quota under items 3 and 4 of the preceding paragraph, the corresponding amount of labor is reduced; Under the fifth case, the wages during the rest period shall be calculated in accordance with the labor contract or collective contract, but shall not be less than 80% of the local minimum wage.
If, after a female employee becomes pregnant, upon her own application, the employer agrees to arrange for her to rest during pregnancy, the wages during the rest period shall be determined by the two parties through consultation, and if the labor contract or collective contract otherwise agrees, it shall be agreed upon.
08． Nursing Leave (For Men)
In all 31 provinces (autonomous regions and municipalities directly under the Central Government), except for the Tibet Autonomous Region, the regulations on population and family planning in the region stipulate nursing leave or paternity leave for the husband (called care leave in Fujian and nursing leave in Qinghai). Gansu province and yunnan province can last up to 30 days.
Article 27 of the Regulations on Population and Family Planning of Jiangsu Province stipulates that: Starting from January 1, 2016, couples who have children in accordance with the provisions of these Regulations shall extend maternity leave by 30 days for the woman and 15 days for the husband on the basis of the maternity leave prescribed by the State. ...... The leave provided for in the preceding two paragraphs shall be regarded as attendance, and the salary shall be paid during the prescribed holiday without affecting the welfare benefits, and the statutory holiday days of the State shall not be counted as the holidays provided for in the preceding two paragraphs. Therefore, the number of days of nursing leave (for the man) is 15 days, excluding the statutory holidays of the State, during which wages and benefits are paid.
09． Prenatal check-up leave during pregnancy
Article 6 of the Special Provisions on the Labor Protection of Female Employees stipulates that pregnant female employees who undergo prenatal examinations during working hours shall be counted as working hours.
10． Breastfeeding leave
Article 9 of the Special Provisions on the Labor Protection of Female Employees stipulates that the employer shall arrange 1 hour of breastfeeding time for lactating female employees during the working hours of each day; Where a female employee gives birth to multiple babies, the breastfeeding time is increased by 1 hour per day for every additional baby breastfed.
Article 16 of the Special Provisions on the Labor Protection of Female Employees in Jiangsu Province stipulates that the employer shall grant the following protection to female employees who breastfeed infants under the age of 1: (1) they shall not arrange labor that is prohibited from engaging in during the breastfeeding period stipulated by the State; (2) they shall not extend working hours or arrange night shifts; (3) if the labor quota is implemented, the corresponding amount of labor shall be reduced; (4) Not less than 1 hour of breastfeeding time shall be arranged during daily working hours; For multiple births, for every additional baby breastfed, the breastfeeding time is increased by 1 hour per day. Breastfeeding time and travel time to and from breastfeeding within the employer are counted as working hours. Article 17 stipulates that, upon her own application and the approval of the employer, female employees may take breastfeeding leave for no more than 6 months, and the treatment shall not be less than 80% of the local minimum wage standard, and if it exceeds 6 months, the treatment shall be determined by the two sides through consultation.
11． Dysmenorrhea leave
In 1993, the "Regulations on the Health Care Work of Female Employees" jointly promulgated by the former Ministry of Health, the All-China Federation of Trade Unions and other five departments pointed out that female employees with severe dysmenorrhea and menorrhagia can be given 1 to 2 days of leave during menstruation after being diagnosed by medical or maternal and child health care institutions. At present, many provinces, including Beijing, Henan, Shaanxi, Zhejiang, Jiangsu, etc., have clarified this right and interest of female workers in local regulations.
Article 9 of the Special Provisions on the Labor Protection of Female Employees in Jiangsu Province stipulates that employers shall give menstruating female employees the following protections: (1) they shall not arrange labor that is prohibited by the state during menstruation, and shall temporarily transfer them to other work or take a break of 1 to 2 days; (2) for female employees of other types of work who have menorrhoea or are unable to insist on working due to dysmenorrhea, they shall be arranged to rest for 1 to 2 days after being certified by a medical institution. Employers with the capacity may issue a certain amount of hygiene products or fees every month.
12． Bereavement leave
The Circular of the State Labor Administration and the Ministry of Finance on the Issue of Marriage and Funeral Leave and Road Leave for Employees of State-Owned Enterprises stipulates: First, when the employee himself marries or the employee's immediate family members (parents, spouses and children) die, they may, according to the specific circumstances, be approved by the administrative leadership of the unit and give one to three days of marriage and funeral leave as appropriate. 3. During the approved marriage and funeral leave and travel leave, the wages of the employees shall be paid. The fare for the vehicle and ship on the way is all borne by the employees.
Therefore, the number of days of bereavement leave is generally 3 days, and does not include national statutory holidays, and wages and benefits are paid during the holidays.
13． Paid annual leave
Article 2 of the Regulations on Paid Annual Leave for Employees stipulates that employees of government organs, groups, enterprises, public institutions, private non-enterprise units, individual industrial and commercial households with employees and other units who have worked continuously for more than one year shall enjoy paid annual leave (hereinafter referred to as annual leave). The unit shall ensure that employees enjoy annual leave. Employees enjoy the same wage income during annual leave as during normal working hours. Article 3 stipulates: Where an employee has worked for 1 year but less than 10 years, he or she shall take 5 days of annual leave; Those who have completed 10 years and less than 20 years shall take 10 days of annual leave; Those who have completed 20 years of leave are 15 days a year off. National statutory holidays and rest days are not counted as annual leave. Article 4 stipulates that employees who have any of the following circumstances shall not enjoy the annual leave of the current year: (1) employees who enjoy winter and summer vacation in accordance with the law, and the number of days of leave is more than the number of annual leave days; (2) employees who have taken more than 20 days of personal leave and the unit does not deduct wages in accordance with regulations; (3) employees who have worked for 1 year and less than 10 years have taken sick leave for more than 2 months; (4) employees who have worked for 10 years and less than 20 years have taken sick leave for more than 3 months; (5) employees who have worked for more than 20 years. Sick leave accumulated for more than 4 months. Article 5 stipulates that the unit shall make overall arrangements for the annual leave of employees according to the specific conditions of production and work, and consider the wishes of the employees themselves. Annual leave can be arranged centrally or in stages within one year, and generally does not make arrangements across years. If it is really necessary for the unit to arrange annual leave for employees across the year due to the characteristics of production and work, it may arrange it across 1 year. If the unit is truly unable to arrange for employees to take annual leave due to the needs of work, it may, with the consent of the employee himself, not arrange for the employee to take annual leave. For the number of days of annual leave that an employee should take, the unit shall pay the annual leave wage remuneration according to 300% of the employee's daily wage income.
It should be noted that the cumulative working years of individual employees should include, but are not limited to, the working years of the current employer.
14． Work-related injury leave (period of suspension of work without pay)
Article 33 of the Regulations on Work-related Injury Insurance stipulates that if an employee suffers an accident injury due to work or suffers from an occupational disease and needs to suspend work to receive work-related injury medical treatment, the original salary and welfare benefits shall remain unchanged during the period of suspension of work and salary, and shall be paid by the employer on a monthly basis. The period of suspension without pay generally does not exceed 12 months. If the injury is serious or the circumstances are exceptional, it may be appropriately extended upon confirmation by the districted municipal labor capacity appraisal committee, but the extension shall not exceed 12 months. After assessing the level of disability, the injured worker shall cease to pay the original treatment and enjoy the disability treatment in accordance with the relevant provisions of this Chapter. If an injured worker still needs treatment after the expiration of the period of suspension of work and pay, he shall continue to enjoy medical treatment for work-related injury. If an injured worker who is unable to take care of himself or herself needs nursing care during the period of suspension of work and pay, the employer shall be responsible.
15． Family leave
The Provisions of the State Council on the Treatment of Employees visiting relatives stipulates that where an employee visits his or her spouse, he or she shall be granted family visit leave once a year for 30 days; unmarried employees shall, in principle, be granted leave once a year for visiting their parents, and the leave shall be 20 days; If the unit cannot give leave in the current year because of the needs of work, or if the employee voluntarily visits his family once every two years, he may give a leave of absence once every two years, and the leave is 45 days; if a married employee visits his parents, he or she will be given leave once every four years, and the leave shall be 20 days. In addition, travel leave is granted according to actual needs. These holidays include public holidays and statutory holidays. Employees who are on leave (e.g. school staff) should visit their families during their leave; If the leave period is short, the unit may make appropriate arrangements to make up for the number of days of family leave.
16． Distance leave
The Circular of the State Administration of Labor and the Ministry of Finance on the Issue of Marriage and Bereavement Leave and Road Leave for Employees of State-Owned Enterprises stipulates: Third, during the approved marriage and funeral leave and road leave, the wages of employees shall be paid accordingly. The fare for the vehicle and ship on the way is all borne by the employees.
If it is family visit leave, according to Article 6 of the Provisions of the State Council on the Treatment of Employees visiting relatives, the round-trip travel expenses of employees visiting their spouses and unmarried employees visiting their parents shall be borne by the unit where they work. The round-trip travel expenses of married employees to visit their parents shall be borne by themselves within 30% of their monthly standard wages, and the excess part shall be borne by their units.
17． Social leave
Paragraph 2 of Article 40 of the Trade Union Law stipulates that non-full-time members of grass-roots trade unions occupy production or working hours to participate in meetings or engage in trade union work, and their salaries are not more than three working days per month, and other benefits are not affected.
Article 30 of the Regulations on wage payment of Jiangsu Province stipulates that if a worker occupies working hours due to his or her participation in the following social activities in accordance with the law, the employer shall treat the worker as providing normal labor and pay his wages: (1) exercising the right to vote or to be elected; (2) deputies to the National People's Congress and members of the Chinese People's Political Consultative Conference performing their duties in accordance with the law; (3) elected deputies attending meetings convened by the government, parties, trade unions, youth leagues, women's federations, etc.; (4) serving as jurors in the people's courts; (5) attending the congress of model workers and advanced workers; (6) Non-full-time workers of grass-roots trade unions perform their duties; (7) Participate in collective consultation and sign collective contracts while serving as representatives of collective consultation; (8) participate in conscription matters such as military service registration and reserve personnel participate in military training; (9) other social activities provided for by laws, regulations, and rules.
18． Chinese Farmers' Harvest Festival
On June 21, 2018, with the approval of the Party Central Committee and the approval of the State Council, since 2018, the autumn equinox day will be established as the "Chinese Farmers' Harvest Festival". The dates of the first and second "Chinese Farmers' Harvest Festival" are September 23, 2018 and September 23, 2019 in the Gregorian calendar, respectively.
19． The company's operating holidays
Article 31 of the Regulations on Wage Payment of Jiangsu Province stipulates that if an employer stops work, stops production or closes its business for reasons other than the employee's reasons, and the employee pays its wages within one wage payment cycle, it shall treat the employee as providing normal labor to pay its wages. If there is more than one wage payment cycle, wages may be paid according to the standards newly agreed upon by the two parties according to the labor provided by the worker; If the employer does not arrange for the employee to work, it shall pay the worker's living expenses at a rate of not less than 80% of the local minimum wage. Where the State provides otherwise, such provisions shall prevail. Article 32 stipulates that if an employer pays sick leave wages, sickness relief expenses and living expenses to an employee in accordance with the provisions of Articles 27 and 31 of these Regulations in accordance with the provisions of Articles 27 and 31 of these Regulations, it must bear the social insurance premiums and housing provident fund that should be paid by the individual workers at the same time.
20． Category A infectious disease leave
In 2003, SARS ravaged the world, claiming 919 lives according to official statistics. The epidemic in Asia is particularly severe, with China, Singapore and Vietnam being the most severe. This "atypical pneumonia" has left an indelible "atypical memory" in people's minds...
The Class A infectious disease leave stipulated by Jiangsu Province is a special regulation and is not seen in other regions. Article 28 of the Regulations on wage payment of Jiangsu Province stipulates that for suspected patients or close contacts who are listed as Class A infectious diseases or have adopted control measures for Class A infectious diseases in accordance with the law, and are excluded as patients or suspected patients through isolation and observation, the employer shall treat the employee as providing normal labor and pay his wages during the period of isolation and observation. The number of days of such sick leave is unknown, depending on the results of medical observations, such as during the period when the worker is infected with the SARS virus, the employer should pay the employee's wages as if they were on normal attendance.
21． One-child care leave
In local policies, some provinces, municipalities and districts have made similar provisions: the elderly who enjoy the treatment of parents of only children, during the period of hospitalization, the employer shall support their children to carry out nursing care, and give a total of 5-20 days of nursing time per year.
According to incomplete statistics, as of now, at least 16 places including Fujian, Guangxi, Hainan, Hubei, Heilongjiang, Huai'an, Guangzhou, Chongqing, Sichuan, Hebei, Shanxi, Henan, Ningxia, Inner Mongolia, Yunnan, and Xi'an have issued specific regulations related to "one-child nursing leave".
The nursing time in various places is usually about 15 days, Henan Province stipulates that the one-child nursing leave is not less than 20 days per year, and Heilongjiang Province stipulates that the one-child nursing leave accumulates 20 days per year.
In order to better protect the rights and interests of the elderly, Sichuan, Heilongjiang, Ningxia, Yunnan and other places also stipulate that non-only children can also be paid nursing, the duration is slightly shorter than that of only children, but can reach 7-10 days.
All provinces stipulate that paid care for children must meet the conditions of "the period of hospitalization of the elderly during illness". Among them, the regulations in Sichuan and other provinces are more stringent, requiring compliance with the conditions of "the elderly cannot take care of themselves during the hospitalization of illness", and Chongqing also stipulates the conditions of "when the elderly are hospitalized for illness and need nursing care of level two or above".
As the first province to include paid care in the regulations, the relevant policies have been implemented for more than three years since March 1, 2017.
Source: Labor law is practiced in the world, and the Judicial Case Research Institute of the Supreme People's Court has been revised