用人单位为落实单位自行出台的用工政策，拟安排部分劳动者到其他用人单位工作，被安排的劳动者应当如何应对？

二、结论

 

    建议劳动者充分了解新单位与原单位在工作地点、工作岗位、工作内容、工资水平、福利待遇等方面的差异，根据以上信息综合评估自己转到新单位工作后是否导致工资待遇等合法权益受损，然后慎重考虑是否按照原单位安排，变更用人单位后到新单位工作。若劳动者同意到新单位工作的，应当与原单位解除劳动合同，与新单位签订劳动合同。若劳动者与原单位解除劳动合同时原单位未支付经济补偿金的，后续新单位与劳动者解除、终止劳动合同且需要计付经济补偿金的，应当在计算支付经济补偿的工作年限时，把劳动者在原用人单位的工作年限合并计算为其在新用人单位工作年限。若劳动者不同意到新单位工作的，可与用人单位协商继续履行原劳动合同，或者调整到原单位其他岗位，如双方就用人单位或工作岗位变更无法协商一致的，可考虑与用人单位解除劳动合同并要求用人单位依法及时、足额支付经济补偿金。若用人单位单方解除劳动合同构成违法解除的，劳动者可以依法寻求权利救济。

三、法律分析

     首先，根据《劳动部关于实行劳动合同制度若干问题的通知》（1996年10月31日起施行）第二十一条，“劳动者在劳动合同期限内，由于主管部门调动或转移工作单位而被解除劳动合同，未造成失业的，用人单位可以不支付经济补偿金”。因此，若用人单位为了落实自己出台的用工政策，需要与劳动者解除劳动合同，并将劳动者安排到其他单位工作，未造成劳动者失业的，在解除劳动合同时原单位可以不支付经济补偿金。但是，这并不意味着劳动者在原单位的工作年限一律无法获得解除、终止劳动合同的经济补偿金。根据《劳动合同法实施条例》（2008年9月18日起施行）第十条，“劳动者非因本人原因从原用人单位被安排到新用人单位工作的，劳动者在原用人单位的工作年限合并计算为新用人单位的工作年限。原用人单位已经向劳动者支付经济补偿的，新用人单位在依法解除、终止劳动合同计算支付经济补偿的工作年限时，不再计算劳动者在原用人单位的工作年限”。同时，根据《最高人民法院关于审理劳动争议案件适用法律问题的解释(一)》（2021年1月1日起施行）第四十六条第一款，“劳动者非因本人原因从原用人单位被安排到新用人单位工作，原用人单位未支付经济补偿，劳动者依据劳动合同法第三十八条规定与新用人单位解除劳动合同，或者新用人单位向劳动者提出解除、终止劳动合同，在计算支付经济补偿或赔偿金的工作年限时，劳动者请求把在原用人单位的工作年限合并计算为新用人单位工作年限的，人民法院应予支持”。因此，根据上述规定，劳动者因为用人单位的用工政策变化，被安排到其他单位工作的，应当理解为“非因本人原因从原用人单位被安排到新用人单位工作”之情形。若劳动者同意原用人单位安排的，需与原单位解除劳动合同后与其指定的新用人单位签订劳动合同，建立劳动关系。劳动者在原单位的工作年限合并计算为新用人单位的工作年限。若原单位与劳动者解除劳动合同时未支付经济补偿金的，后续劳动者依据《劳动合同法》第三十八条行使单方解除权与新单位解除劳动合同或是新单位依法解除、终止劳动合同需支付经济补偿金的，新用人单位应当把劳动者在原用人单位的工作年限合并计算为新用人单位工作年限并向劳动者支付相应的经济补偿金。

    根据《劳动合同法》第三十六条、四十六条的规定，用人单位与劳动者协商一致后可解除劳动合同，但若是由用人单位主动提出解除的，即使双方已经协商一致，用人单位仍需向劳动者支付经济补偿金。因此，若劳动者不愿意到新单位工作，用人单位经与劳动者协商后，提出与劳动者解除劳动合同且劳动者同意解除的，则符合“用人单位依照本法第三十六条规定向劳动者提出解除劳动合同并与劳动者协商一致解除劳动合同”的情形，用人单位可在依法支付经济补偿金后与劳动者解除劳动合同。若用人单位在不具备法律规定的行使劳动合同单方解除权条件的情况下违法解除劳动合同，劳动者可以依法要求其承担相应的法律责任。因此，如果劳动者不愿意到新的用人单位工作，用人单位又不能就劳动合同的变更或者解除与劳动者协商一致，原劳动合同应当继续履行。关于劳动合同变更，可以参阅本号文章法律帮手（双语）丨不同意用人单位变更工作岗位，劳动者应当如何处理？(点击阅读）

 

 

A

 

   When the employing entity proposes to arrange an employee to work in another entity in order to implement the entity’s own employment policy, how should the employee respond?

B

 

    The employee is advised to be fully aware of the difference between the new entity and the original entity in terms of workplace, job position, job content, salary, welfare benefits, etc. Based on the above information, the employee should comprehensively evaluate whether transferring to a new entity will result in damage to his legitimate rights and interests such as salary and benefits, and then carefully consider whether to follow the arrangement of the original entity and work in the new entity. If the employee is willing to work in the new entity, he should dissolve the labor contract with the original entity and sign a labor contract with the new one. If the employee has not been paid economic compensation by the original entity at the time of dissolving the original labor contract, and when the new employing entity dissolves or terminates the new labor contract with employee and should pay the economic compensation, the employee's years of work in the original entity shall be combined into the calculation of the years of work in the new entity. If the employee is unwilling to work in the new entity, he may negotiate with the entity to continue to fulfil the original labor contract or to adjust to another position in the original entity. If the both sides cannot agree on the modification of entity or job position, he may consider dissolving the labor contract and request the entity to pay abundant economic compensation in time in accordance with the law. If the entity unilaterally dissolves the labor contract in violation of the law, the employee may seek redress in accordance with the law.

C

 

(1) The entity shall calculate the years of service together and pay the economic compensation, when: a. An employee is placed by the entity to work in other entity in order to implement the employment policy; b. The employee agrees to work in a new entity; c. The original employee has not paid the economic compensation; d. The new entity dissolves or terminates the labor contract with the employee and is required to pay the economic compensation.
      Firstly, according to Article 21 of the Notice of the Ministry of Labor on Several Issues Concerning the Implementation of the Labor Contract System (effective from 31 October 1996), “If an employee's labor contract is dissolved during the term of the labor contract due to transfer by the competent authorities or transfer of entity, but does not cause unemployment, the entity may not pay economic compensation.” Therefore, if the entity needs to dissolve the labor contract and arrange the employee to work in another entity in order to implement its own employment policy, and if the employee is not unemployed, the original entity may dissolve the labor contract without paying economic compensation. But it’s not mean that the employee is not entitled to economic compensation for the dissolution or termination of their labor contract for all the years they have worked in their original entity. According to Article 10 of the Regulations on the Implementation of the Labor Contract Law (effective from 18 September 2008), “In the event that an employee is assigned to work in a new entity from the original entity for reasons other than his own, the length of employment in the original entity shall be combined and calculated into the years of service in the new entity. If the original entity has already paid economic compensation to the employee, the new entity shall not add the length of employment in the original entity when calculating the length of employment for the payment of economic compensation upon the dissolution or termination of the labor contract in accordance with the law.” In the meantime, according to Article 46, Paragraph 1 of the Interpretation (I) of the Supreme People's Court of Issues Concerning the Application of Law in the Trial of Labor Dispute Cases (effective from 1 January 2021), “When an employee is assigned by his original employing entity to work with a new entity for reasons not attributable to the employee, and the original employing entity fails to pay economic compensation, if the employee rescinds his contract with the new employing entity in accordance with Article 38 of the Labor Contract Law, or the new employing entity proposes to the employee dissolution or termination of the labor contract, and at the time of calculating the years of service for payment of economic compensation or damages, the employee requests that the years of service with the original employing entity be integrated into the years of service with the new employing entity, the people's court shall uphold the request.” Therefore, according to the above provisions, if an employee is assigned to work in another entity due to a modification in the entity's employment policy, it should be understood as a situation that “the employee is assigned to work in the new entity for reasons other than his own”. If the employee agrees to the arrangement with the original entity, he must sign a labor contract with the new entity designated by original entity after the dissolution of the labor contract with the original entity and establish an employment relationship. The employee's years of service with the original entity will be counted as years of service with the new entity. If the original entity dissolves the labor contract with the employee without paying economic compensation, and the employee subsequently exercises the right of unilateral termination in accordance with Article 38 of the Labor Contract Law and dissolves the labor contract with the new entity or if the new entity is required to pay economic compensation for the dissolution of the labor contract in accordance with the law, the new entity shall calculate the years of work of the employee in the original entity into the years of work in the new entity to pay for him.  

    According to the provisions of Articles 36 and 46 of the Labor Contract Law, the entity and the employee may dissolve the labor contract after consensus. However, if the dissolution is initiated by the entity, the entity is still required to pay economic compensation to the employee, even if both parties have reached a consensus. Therefore, if the employee is unwilling to work in the new entity, the entity proposes to dissolve the labor contract with the employee after consultation with the employee and the employee agrees to the dissolution, the situation is as follows: "The entity proposes to the employee to dissolve the labor contract in accordance with the provisions of Article 36 of this Law and dissolves the labor contract with the employee by consensus". The entity may dissolve the labor contract with the employee after paying the economic compensation in accordance with the law. If the entity dissolves the labor contract in violation of the law without the conditions for exercising the unilateral right to dissolve the labor contract as provided by law, the employee may be required to bear the corresponding legal responsibility. Therefore, if the employee is not willing to work for a new entity and the entity cannot agree with the employee on the modification or dissolution of the labor contract, the original labor contract shall continue to be performed.On the modification of labor contract, you may refer to this article Helper丨What Should the Employee Do if He Disagrees With the Employing Entity's Proposal to Change His Job Position?（click here).