企业应该如何和外国人签订劳动合同？公司应该怎么和外国人签订劳动合同？

近年来，外资企业越来越多，那么企业要招聘外国人，外国人在中国就业是否适用《劳动合同法》和《劳动法》的相关规定，在履行劳动合同过程中针对外国人又有哪些需要注意的事项？如何和外国人签订劳动合同？

In recent years, there are more and more foreign-funded enterprises, so enterprises need to recruit foreigners. Is the relevant provisions of the labor contract law and the labor law applicable to the employment of foreigners in China? What should be paid attention to in the performance of labor contracts for foreigners? How to sign labor contract with foreigners?

根据《劳动合同法》、《劳动法》的适用范围来看，均未排除外国劳动者的适用。《外国人在中国就业管理规定》二十五条：用人单位与被聘用的外国人发生劳动争议，应按照《中华人民共和国劳动法》、《中华人民共和国劳动争议调解仲裁法》处理。因此，原则上外国人在中国就业同样适用中国有关劳动争议的法律。

According to the scope of application of labor contract law and labor law, the application of foreign workers is not excluded. Article 25 of the regulations on the administration of employment of foreigners in China: any labor dispute between the employer and the employed foreigners shall be handled in accordance with the labor law of the people's Republic of China and the labor dispute mediation and Arbitration Law of the people's Republic of China. Therefore, in principle, the employment of foreigners in China is also governed by China's labor dispute laws.

01劳动合同的期限 

Term of labor contract

根据《外国人在中国就业管理规定》用人单位与被聘用的外国人应依法订立劳动合同。劳动合同的期限最长不得超过五年。劳动合同期限届满即行终止，但外国人被批准延长在中国就业期限并办理相应手续后可以续订。从此可以看出，外国人在中国就业并不允许签订无固定期限劳动合同，也就不存在用人单位需要签订无固定期限劳动合同的情形。

According to the regulations on the administration of employment of foreigners in China, the employer and the employed foreigners shall conclude labor contracts according to law. The maximum term of a labor contract shall not exceed five years. The term of the labor contract shall be terminated upon expiration, but the foreigner may renew the contract after being approved to extend the term of employment in China and go through the corresponding formalities. It can be seen from this that foreigners are not allowed to sign indefinite term labor contracts for employment in China, and there is no need for employers to sign indefinite term labor contracts.

02工资标准、工作时间、休息休假、劳动安全卫生

Wage standard, working hours, rest and vacation, labor safety and health

外国人在中国就业同样受中国的最低工资标准保护，休息休假和劳动保护方面按照中国的相关规章制度执行。

The employment of foreigners in China is also protected by China's minimum wage, and the rest, vacation and labor protection are implemented in accordance with China's relevant rules and regulations.

03延期手续 Extension procedure

劳动行政部门对工作许可证实行延期手续。用人单位聘用外国人就业每满一年，应在期满前三十日内到劳动行政部门发证机关为被聘用的外国人办理工作许可证延期手续。逾期未办的，工作许可证自行失效。

The labor administrative department implements the extension procedure for the work permit. The employing unit shall, within 30 days before the expiration of each full year of employment of foreigners, go through the formalities for the extension of work permit for the employed foreigners at the license issuing organ of the labor administrative department. If it fails to do so within the time limit, the work permit shall be invalidated by itself.

04劳动合同的解除

 Termination of labor contract

因违反中国法律被中国公安机关取消居留资格的外国人，用人单位应解除劳动合同，劳动部门应吊销就业证。被聘用的外国人与用人单位的劳动合同被解除后，该用人单位应及时报告劳动、公安部门，注销该外国人的工作许可证和注销其居留证件，并到公安机关办理出境手续。

The employer shall terminate the labor contract and the labor department shall revoke the employment permit of the foreigner whose residence qualification has been cancelled by the Chinese public security organ due to violation of Chinese laws. After the labor contract between the employed foreigner and the employer is terminated, the employer shall timely report to the labor and public security departments, cancel the foreigner's work permit and residence certificate, and go through the exit formalities with the public security organ.

05用人单位应与工作证上的单位相一致

The employer shall be consistent with the unit on the work permit

在用人单位发生变更时，外国劳动者应当根据不同情形重新办理工作许可证手续，或者经经原发证机关批准，并办理工作许可证变更手续。外国人在中国就业因为不能将用工单位和用人单位相分离，因此无法采用劳务派遣、指派到其他单位工作等用工形式。

When the employing unit changes, the foreign worker shall re-process the work permit procedure according to different circumstances, or go through the work permit modification procedure upon approval by the original issuing authority. Foreigners are employed in China because they cannot separate the employers from the employers, so they cannot use labor dispatching, assignment to other units, or other forms of employment.

对于外国人在中国工作的劳动合同管理相关法律还较为笼统，不同地区在诸多问题上的看法和司法裁判也存在较大差异。因此用人单位在招用外国人时更应当聘请专业的劳动法律师，单独制定针对外国人的人事制度，从而防范相应的用工风险。

The relevant laws on labor contract management for foreigners working in China are still relatively general, and there are great differences in opinions and judicial decisions on many issues in different regions. Therefore, when employing foreigners, the employer should hire professional labor law lawyers to establish a separate personnel system for foreigners, so as to prevent the corresponding employment risks.

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