一、劳动合同订立规范（自贸港企业强制标准）

I. Standards for Employment Contract Execution (Mandatory Standard for Free Trade Port Enterprises)

1. 企业自用工之日起30日内必须与劳动者订立书面劳动合同（含合规电子劳动合同），电子劳动合同按照《海南省电子劳动合同工作指引（琼人社规〔2021〕12号）》规范订立、存证、备案，与纸质合同具备同等法律效力。

1. Enterprises must enter into a written labor contract (including a compliant electronic labor contract) with employees within 30 days of employment commencement. Electronic labor contracts shall be executed, certified, and filed in accordance with the Hainan Provincial Guidelines for Electronic Labor Contracts (Qiong Ren She Gui [2021] No.12), and possess equal legal validity as paper contracts.

2. 合同核心条款必须完整明确，包含劳动报酬、工时休假、社保公积金、岗位职责、合同期限、试用期、违约责任、离职交接等必备内容，严禁空白合同、条款缺失、违规免责条款。

2. The core terms of the contract must be comprehensive and explicit, covering essential elements such as remuneration, working hours and leave provisions, social security and housing fund contributions, job responsibilities, contract duration, probation period, liability for breach, and resignation handover procedures. Blank contracts, missing clauses, or unauthorized exemption clauses are strictly prohibited.

3. 自贸港人才专属合同要求：申请15％个税优惠的高端紧缺人才，合同期限≥1年；长期享受人才公寓、住房补贴、子女教育配套的高层次人才，合同期限≥3年，合同期限不达标无法备案享受人才优惠政策。

3. Exclusive contract requirements for talents in the Free Trade Port: High-end, urgently needed talents applying for a 15% personal income tax exemption must have a contract term of ≥1 year; high-level talents entitled to long-term benefits such as talent apartments, housing subsidies, and children's education support must have a contract term of ≥3 years. Failure to meet these duration requirements will prevent eligibility for the talent incentive policies.

4. 试用期严格法定上限：合同期限3个月－1年，试用期≤1个月；合同期限1年－3年，试用期≤2个月；合同期限3年及以上／无固定期限，试用期≤6个月。严禁超期试用、重复试用、单独签订试用期合同。

4. Strict adherence to statutory maximum probation periods: For contract terms ranging from 3 months to 1 year, the probation period shall not exceed 1 month; for terms ranging from 1 to 3 years, the probation period shall not exceed 2 months; for terms of 3 years or longer/indefinite contracts, the probation period shall not exceed 6 months. Exceeding the prescribed probation period, conducting repeated probation periods, or signing separate probation contracts are strictly prohibited.

二、劳动合同变更、续订规范

II. Procedures for Amending and Renewing Labor Contracts

1. 岗位调整、工作地点岛内变动、薪资结构调整、工时制度变更等合同核心内容变动，必须双方协商一致并签订书面变更协议，企业不得单方强制变更劳动合同。

1. Any changes to core contract terms—such as position adjustments, relocation of work locations, salary structure modifications, or changes to working hours arrangements—must be mutually agreed upon and documented in a written amendment agreement; the employer may not unilaterally impose changes to the employment contract.

2. 劳动合同期满前30日，企业需完成合同续订评估，及时告知劳动者续订意向。符合人才政策存续条件的在岗人才，应规范续订合同，保障人才优惠政策连续享受，避免断档失效。

2. Thirty days prior to the expiration of the labor contract, the employer shall complete a contract renewal assessment and promptly notify the employee of the renewal intention. For employees currently employed who meet the eligibility criteria under the talent policy, contracts shall be renewed in accordance with established procedures to ensure continuous enjoyment of preferential policies and prevent any gaps or invalidations.

3. 企业主体更名、股权变更、地址岛内迁移，不影响劳动合同法律效力，无需重新签订，劳动关系持续有效。

3. Name changes of enterprises, equity alterations, or relocation of addresses within the island shall not affect the legal validity of labor contracts; no new contracts need to be signed, and the employment relationship remains valid.

三、合法离职／合同解除全场景规范

III. Comprehensive Guidelines for Legal Resignation/Contract Termination in All Scenarios

（一）劳动者主动离职

(1) The employee voluntarily resigns.

1. 试用期员工：提前3日书面通知用人单位，可解除劳动合同；

1. Employees in the probationary period may terminate their employment contract by providing written notice to the employer three days in advance;

2. 正式在岗员工：提前30日书面提交离职申请，期满自动解除劳动关系，企业不得无故拖延、拒办离职手续；

2. Full-time employees: Must submit a written resignation application 30 days in advance; the employment relationship will automatically terminate upon expiration of this period, and the employer shall not unjustifiably delay or refuse to process resignation procedures.

3. 企业存在未足额发薪、未缴社保、违规用工等违法行为的，劳动者可随时单方解除合同，并依法主张经济补偿。

3. If an enterprise engages in illegal practices such as failing to pay full salaries, failing to contribute to social security, or employing workers in violation of regulations, employees may unilaterally terminate the contract at any time and claim economic compensation in accordance with the law.

（二）企业合法单方解除（无补偿情形）

(2) The enterprise's lawful unilateral termination (in the absence of any compensation requirements)

员工存在严重违纪、严重失职渎职、营私舞弊造成企业重大损失、同时与多家单位建立劳动关系影响本职工作、伪造入职资质、被依法追究刑事责任等法定情形，企业可即时解除劳动合同，无需支付经济补偿。

In statutory circumstances such as employees committing serious disciplinary violations, gross dereliction of duty or malfeasance causing significant losses to the enterprise, maintaining employment relationships with multiple entities that interfere with their primary duties, forging employment credentials, or being held criminally liable, the employer may terminate the labor contract immediately without paying severance compensation.

（三）企业合规解除（需支付经济补偿情形）

(3) Termination of corporate compliance obligations (in cases requiring payment of economic compensation)

员工不能胜任工作经培训／调岗后仍无法胜任、客观经营条件重大变化导致合同无法履行、企业合规经济性裁员等情形，企业可依法解除劳动合同，按标准支付经济补偿金，裁员方案需报备人社部门。

In cases where an employee remains incompetent after training or reassignment; when significant changes in objective operational conditions render the contract unfulfillable; or when layoffs are justified by corporate compliance or economic considerations, the employer may terminate the employment contract in accordance with the law and pay standard severance compensation. The layoff plan must be submitted to the human resources and social security authorities for record-keeping.

四、劳动合同终止规范

IV. Standards for Termination of Labor Contracts

1. 合同期满双方未续订、劳动者达到法定退休年龄、劳动者身故／宣告失踪、企业注销吊销等法定情形，劳动合同自动终止；

1. The labor contract shall automatically terminate under any of the following statutory circumstances: failure of either party to renew upon contract expiration; the employee reaching the statutory retirement age; death or declared disappearance of the employee; or deregistration or revocation of the enterprise.

2. 企业维持／提高原有待遇续订合同，劳动者主动拒绝续订的，无需支付经济补偿；其余合同终止情形，依法支付经济补偿；

2. For contracts where the enterprise maintains or improves existing benefits and the employee voluntarily refuses to renew, no economic compensation is required; for other contract termination scenarios, economic compensation shall be paid in accordance with the law.

3. 处于孕期、产期、哺乳期、工伤医疗期、法定医疗期的员工，合同期满自动顺延至对应保护期结束，不得到期终止辞退。

3. Employees who are in pregnancy, childbirth, lactation, work-related injury recovery period, or statutory medical leave shall have their employment contracts automatically extended until the end of the corresponding protection period upon expiration; termination upon contract expiration is prohibited.

五、离职交接与手续办理规范（自贸港硬性要求）

V. Standard Procedures for Departure Handover and Formalities (Mandatory Requirements for the Free Trade Port)

1. 离职当日／劳动关系解除后15日内，企业必须出具《解除／终止劳动合同证明》，完成员工人事档案、社保、公积金关系转移手续，不得扣押证件、档案、薪资。

1. On the date of resignation or within 15 days after the termination of the employment relationship, the employer must issue a "Certificate of Termination/Termination of Employment Contract" and complete the transfer procedures for the employee's personnel files, social insurance benefits, and housing fund accounts; no documents, files, or salary payments shall be withheld.

2. 离职员工需完成工作交接、物料归还、账号注销、涉密资料交接，企业不得以此为由拖延出具离职证明、停缴社保。

2. Departing employees must complete work handover, return of materials, account closure, and transfer of confidential documents; the company shall not use these as excuses to delay issuing resignation certificates or suspending social security contributions.

3. 失业员工可凭离职证明，60日内到海南公共就业服务机构办理失业登记，依规申领失业保险金，全程可线上办理，待遇按照2025年12月修订的海南失业保险新规执行。

3. Unemployed individuals may present their resignation certificates and complete unemployment registration at Hainan Public Employment Service Institutions within 60 days to apply for unemployment benefits in accordance with regulations. The entire process can be completed online, with benefits calculated under the revised Hainan Unemployment Insurance Regulations effective December 2025.

六、经济补偿与赔偿计算标准

VI. Standards for Calculating Economic Compensation and Damages

（一）经济补偿金：按员工在岗工作年限计算，每满1年支付1个月工资；6个月以上不满1年按1年计算，不满6个月支付0.5个月工资，月工资以离职前12个月平均应发工资为准。

(1) Economic Compensation: Calculated based on the employee's length of service, with one month's salary paid for each full year of employment; periods exceeding six months but less than one year shall be counted as one year, while periods below six months shall receive 0.5 months' salary. The monthly salary is determined according to the average gross salary over the 12 months preceding termination.

（二）违法解除赔偿金：企业无合法依据违规辞退员工，需支付双倍经济补偿金。

(2) Unlawful termination compensation: If an enterprise dismisses employees without legal basis, it shall pay double economic compensation.

（三）高薪人才补偿封顶：月工资高于海南社平工资3倍的，补偿基数按3倍封顶，补偿年限最高不超过12年。

(3) Upper limit on compensation for high-salary talents: For monthly salaries exceeding three times the average wage in Hainan, the compensation base shall be capped at three times that amount, with a maximum compensation period of 12 years.

七、自贸港人才离职特殊合规规则

VII. Special Compliance Rules for Talent Leaving the Free Trade Port

（一）享受个税优惠人才离职约束：纳税年度内高端／紧缺人才中途离职、岛内居住不满183天的，当年度不再享受15％个税税负封顶优惠，需按标准汇算补缴税款。

(1) Restrictions on tax benefits for departing professionals: High-end or urgently needed talents who resign during the tax year and reside on the island for less than 183 days will no longer qualify for the 15% personal income tax rate cap benefit and must pay additional taxes through annual settlement.

（二）享受专项补贴人才离职约束：已申领人才住房补贴、租房补贴、专项扶持资金的人才，未履行约定服务年限擅自离职的，需按协议退回对应补贴资金，纳入人才信用记录。

(2) Restrictions on resignation for eligible beneficiaries of special subsidies: Individuals who have received housing subsidies, rental subsidies, or special support funds for talents shall return the corresponding subsidy amounts in accordance with the agreement and have such actions recorded in their talent credit history if they resign without fulfilling the agreed service period.

（三）柔性引进人才解约：柔性合作人才依据项目协议、合作合同约定解除合作，无劳动关系解除补偿，仅按约定结算项目报酬。

(3) Flexible termination of talent engagement: When collaborative talents terminate cooperation in accordance with project agreements or cooperation contracts, no employment relationship compensation shall be provided; only the agreed project remuneration shall be settled.

八、外籍、港澳台人员离职专属规范

VIII. Special Provisions for Foreigners, Residents of Hong Kong, Macao and Taiwan Upon Resignation

1. 外籍员工离职后，企业必须及时向人社、出入境部门提交申请，注销外国人工作许可及居留许可，未完成注销将影响企业外籍用工资质及个人后续入境就业。

1. Upon resignation of foreign employees, the enterprise must promptly submit an application to the human resources and social security authorities as well as immigration authorities to cancel their work permits and residence permits; failure to complete this cancellation will affect the eligibility of foreign employees for remuneration by the enterprise and their subsequent entry into the country for employment.

2. 港澳台人员离职，简化备案流程，同步更新用工台账及人才备案信息，保障后续跨企业就业资质正常认定。

2. For personnel from Hong Kong, Macao, and Taiwan who leave their positions, streamline the filing procedures and simultaneously update employment records and talent registration information to ensure proper recognition of cross-enterprise employment qualifications.

九、禁止性违规行为与追责

IX. Prohibited Violations and Accountability Measures

1. 严禁企业恶意辞退在岗人才、拖延办理离职手续、扣押离职证明、拖欠离职工资及补偿金；

1. Enterprises are strictly prohibited from maliciously dismissing employed staff, delaying resignation procedures, withholding resignation certificates, or delaying payment of severance pay and compensation.

2. 严禁人才离职后空挂社保、挂靠劳动关系、骗取人才补贴及税收优惠；

2. It is strictly prohibited for personnel to merely register social insurance, establish nominal employment relationships, or fraudulently claim talent subsidies and tax benefits after leaving their positions;

3. 违规解除合同、恶意克扣待遇、拒不办理离职手续的企业，将被人社部门稽查处罚，取消自贸港用工扶持、税收优惠资格。

3. Enterprises that terminate contracts in violation of regulations, maliciously withhold benefits, or refuse to complete resignation procedures will be investigated and penalized by the human resources authorities, and will lose their eligibility for employment support measures and tax incentives under the Free Trade Port policy.

配套政策依据

1. 《中华人民共和国劳动合同法》

The Labor Contract Law of the People's Republic of China

2. 《海南省电子劳动合同工作指引》（琼人社规〔2021〕12号）

"Hainan Province Guidelines for Electronic Labor Contracts" (Qiong Ren She Gui [2021] No.12)

3. 《海南自由贸易港人才发展促进条例》（2025年6月1日实施）

Regulations on Promoting Talent Development in Hainan Free Trade Port (effective June 1, 2025)

4. 《海南省城镇从业人员失业保险管理办法（修订版）》（2025年12月1日实施）

"Hainan Province Urban Employees Unemployment Insurance Management Measures (Revised Version)" (effective December 1, 2025)

5. 《海南自由贸易港鼓励类产业企业实质性运营认定办法》

"Measures for the Recognition of Substantial Operations of Enterprises in Encouraged Industries within the Hainan Free Trade Port"

6. 海南省人社厅劳动用工合规监督管理相关指引

Relevant Guidelines for Labor Employment Compliance Supervision and Management issued by the Hainan Provincial Department of Human Resources and Social Security