招聘信息中是否能写明年龄要求？

Can age requirement be specified in the job posting?

企业在招聘信息中是否可以写明年龄要求？如果不允许，是否有法律依据？

Can the company clarify age requirements in job postings? If not, is there a legal basis?

2022.06.23

撤销已发Offer，公司需承担哪些责任？

What liabilities should a company bear if it cancels offers already issued?

受疫情影响，公司招聘计划有调整，需要撤销此前已经给应聘者发了的Offer，其中包含签三方协议的应届毕业生、社会招聘的应聘者，公司需要承担哪些法律责任？

Under the influence of the COVID-19 pandemic, our company has adjusted its recruitment plan and hence needs to revoke the offers that have been sent to applicants, covering both fresh graduates with whom the tripartite agreement has been signed and social recruits. What liabilities does the company need to bear?

2022.06.23

员工不告而别如何处理？

How to deal with the situation that an employee takes French leave？

公司招聘了一名员工，签订了劳动合同，但是他才入职1天就不来了，给他打电话他说不来了，我们该怎么办？按照旷工处理吗？

A company has recruited an employee and signed a labor contract, but the employee was absent after working for no longer than one day since inducted and replied to our call that he would never return to work. What shall we do? Can such a situation be treated as absenteeism?

2021.09.01

员工入职时隐瞒已婚信息，企业能否以此为由解除劳动合同?

Can the enterprise dissolve the labor contract with the reason that the employee concealed his/her information of being married upon induction?

员工隐瞒已婚事实，能否以入职时有重大隐瞒事项为由与其解除劳动关系？

Can the employee who has concealed the fact of being married be relieved from the labor relations with the reason that (s)he had a significant concealed matter upon induction?

2021.03.25

公司新招聘了一名外籍员工，请问公司是否必须为其缴纳住房公积金？

Our company has recently hired a foreign employee, for whom have we to contribute to the housing provident fund?

外籍员工提出不缴纳住房公积金，请问公司是否可以不为其缴纳住房公积金？是否有什么法律风险？

The foreign employee asked us not to contribute to the housing provident fund for him. Can we not contribute to the housing provident fund for him? What are the legal risks?

2018.04.12

招聘季：发布招聘广告应注意什么?

Recruiting Season: What Shall We Keep in Mind When Publishing Recruitment Advertisements?

招聘广告是应聘者了解企业的第一手资料，招聘广告编写质量的高低决定着他们对该招聘企业第一印象的好坏。HR应注意招聘广告编写要求及注意事项。

Recruitment ads are firsthand materials for the candidate to understand enterprises. The quality of advertisements determines the first impression of a company in the minds of candidates. HR shall pay attention to the requirements and matters for recruitment ads.

2016.03.03

招聘广告的法律风险防范

A. Legal risk prevention in recruitment advertisements

招聘广告中不得有关于劳动者的民族、种族、性别、宗教信仰、户籍、身体残疾等歧视性内容，招聘广告不得涉及劳动者的隐私。

Job advertisements may not concern discrimination contents involving nationality, race, gender, religion, household registration, physical disabilities, etc. Advertisement shall not be concerned with the private life of the employee,

2015.03.12

“试用期间被证明不符合录用条件”的正确理解和运用

Correct understanding and usage of “being proved not to satisfy the employment conditions during the probation period”

为避免举证不能，我们建议在招聘广告、劳动合同、任职说明等书面文件中约定明确具体的录用条件，并要求劳动者对相关证据签字确认。

To avoid the failure of unsuccessfully providing evidence, we suggest that in the advertisement the employment contract and job description, enterprises and employees make an agreement to specific employment conditions and ask the employees to sign the relevant documents as evidence.

2015.02.12

用人单位单方解除劳动合同的法律风险把控

Legal risk control in dismissal by the employing unit

无论是否通过猎头招聘的员工，均应在入职或者面试时本人填写基本信息登记表，并在表内设计承诺条款，这是日后判断员工是否有欺诈的重要途径。

Employees with or without recommendation by the recruitment firm should, fill in the Registration Form of Personal Information at the time of recruitment or during the interview. It is also recommended to set up undertaking clauses in the Form. This is an important way to determine whether the employees have committed fraud.

2015.01.08

后用人单位被担责

New Employer Held Accountable

建议广大企业在招聘员工时，就员工的竞业限制义务作必要的排查，并在相关的法律文书方面作出必要的安排，以免因招聘员工而引火烧身。

We advise that the enterprises shall make necessary investigation on the Non-Competition obligation of the employee when doing recruitment and make relevant arrangements on legal documents to avoid risks due to the new recruited employees.

2014.03.27

用人单位可不可以向劳动者要求提供担保?

Can the employing unit ask the employee to provide guarantee?

在劳动合同履行过程中，对于劳动者占有单位价值较高的财物，单位为防止财物灭失或被轻易毁坏，与劳动者约定设置了相应的合理担保的，法律没有禁止，可以认定有效。

During the labor contract fulfillment process, if the employee needs to occupy property of the employing unit with relatively high values while the employing unit agrees on corresponding reasonable guarantee with the employee in order to prevent losses of and damages to the property, as the law does not prohibit such an agreement, it shall be deemed as valid.

2014.03.04

招聘时双方应如何履行告知义务?

How can the employing unit and employee fulfill their respective notification obligations during recruitment?

告知的方式，法律并未规定，可以是口头，也可以是书面，但为了避免争议，也是为了取证留档，应以书面告知为主。

The law does not have any provisions on the form of notification. It can be done in writing or orally. However, to avoid disputes or for the sake of proofing, the notification should be done in writing.

2014.03.04

员工贪污盗窃，公司可以要求担保人赔偿吗?

Can the employer require the guarantor to compensate should the guaranteed engages in corruption or theft?

劳动关系的主体之间并不是完全平等的，企业对招聘的劳动者有一定的支配、管理权力，双方存在一定的隶属关系。因此，劳动关系不符合《担保法》规定的设立担保的法定条件。

The most distinctive feature of labor relations is that the two sides are not entirely equal: the enterprise has a certain power of dominance and management over the employees, so the two sides are in subordinate relations to a certain extent. As a result, labor relations do not meet the statutory conditions for the establishment of guarantee as stated in the Guarantee Law.

2013.07.01

招聘甄选流程中的常用法规汇总

2012.11.29

北京市劳动局关于印发《北京市招聘职工暂行办法》的通知

2017.02.06