近期来华签证放宽申请条件后，很多外籍人士考虑在国内就业，以此同时很多企业未曾招聘过外籍人员，同时企业在招聘外籍员工时也将碰到一系列问题，如何避免一不小心就有可能构成非法用工的情况呢？

Recently, after relaxing the application conditions for visas to China, many foreigners are considering to work in China. Meanwhile, many enterprises have not recruited foreign personnel before. Thus they will encounter a series of problems when recruiting foreign employees. How to avoid the situation that may constitute illegal employment if they are not careful？

下面就大鹤来为大家讲解，如果要外籍人士要在企业合法工作，需要注意这七大事项：

Now, Dahe will explain to you that if foreigners want to work legally in enterprises, they need to pay attention to the following seven matters：

一、劳动关系&劳务关系的区别

The difference between labor relations and labor relations:

外国人就业应当办理就业手续，当办理完成了工作许可证＋工作类居留许可后，此时企业在用工时，双方才能构成劳动关系。如果未得到审批，外籍人士就已经在企业工作，这就属于非法就业。

那么未依法取得《外国人工作许可证》的外国人，先与企业签订劳动合同，是否会构成劳动关系？

最高人民法院《关于审理劳动争议案件适用法律若干问题的解释（四）》第十四条规定，外国人未依法取得就业证件即与中国境内的用人企业签订劳动合同，以及我国港澳台居民未依法取得就业证件，即与内地用人单位签订劳动合同，当事人请求确认与用人单位存在劳动关系的，人民法院不予支持。

Foreigners should go through employment formalities for employment. Only when the work permit + work type residence permit are completed, can the enterprise use working hours, and the two parties can form a labor relationship. If it is not approved, foreigners have already worked in enterprises, which is illegal employment.

Then, if a foreigner who has not obtained a foreigner's work permit according to law signs a labor contract with the enterprise first, will it constitute a labor relationship?

Article 14 of the interpretation of the Supreme People's Court on Several Issues concerning the application of laws in the trial of labor dispute cases (IV) stipulates that if a foreigner signs a labor contract with an employing enterprise in China without obtaining an employment certificate according to law, or if a resident of Hong Kong, Macao and Taiwan signs a labor contract with an employer in the mainland without obtaining an employment certificate according to law, the people's court will not support the request of the party concerned to confirm that there is a labor relationship with the employer.

二、根据《中华人民共和国出境入境管理法》第四十三条的规定，外国人有下列行为之一的，属于非法就业：

According to the provisions of Article 43 of the law of the people's Republic of China on the administration of exit and entry, an alien who commits one of the following acts shall be considered as illegal employment:

（一）未按照规定取得工作许可和工作类居留证件在中国境内工作的；（二）超出工作许可限定范围在中国境内工作的；（三）外国留学生违反勤工助学管理规定，超出规定的岗位范围或者时限在中国境内工作的。

非法聘用外国人的用人企业，可能面临的最高罚款额由人民币五万元提高至人民币十万元。

在华非法就业的外国人可能面临的最高罚款额由人民币一千元提高至人民币二万元。情节严重的，还将面临五至十五天的拘留，直至遣送出境，并可能自遣送出境之日起十年内不准入境。

该法第八十条同时规定，外国人非法就业的，处五千元以上二万元以下罚款；情节严重的，处五日以上十五日以下拘留，并处五千元以上二万元以下罚款。

介绍外国人非法就业的，对个人处每非法介绍一人五千元，总额不超过五万元的罚款；对企业处每非法介绍一人五千元，总额不超过十万元的罚款；有违法所得的，没收违法所得。

非法聘用外国人的，处每非法聘用一人一万元，总额不超过十万元的罚款；有违法所得的，没收违法所得。

（1） Working in China without obtaining a work permit and a work type residence certificate in accordance with the provisions; （2） Working in China beyond the scope of work permit; （3） Foreign students who, in violation of the regulations on the administration of work study, work in China beyond the prescribed post scope or time limit.

The maximum fine that an employing enterprise that illegally employs foreigners may face will be increased from 50000 yuan to 100000 yuan.

The maximum fine that foreigners who illegally work in China may face will be raised from 1000 yuan to 20000 yuan. If the circumstances are serious, they will also be detained for five to fifteen days until they are deported, and may not be allowed to enter the country for ten years from the date of deportation.

At the same time, Article 80 of the law stipulates that foreigners who are illegally employed shall be fined not less than 5000 yuan but not more than 20000 yuan; If the circumstances are serious, he shall be detained for not less than five days but not more than 15 days and shall also be fined not less than 5000 yuan but not more than 20000 yuan.

Where a foreigner is introduced to work illegally, the individual shall be fined 5000 yuan for each person illegally introduced, and the total amount shall not exceed 50000 yuan; The enterprise shall be fined 5000 yuan for each person illegally introduced and the total amount shall not exceed 100000 yuan; If there is any illegal income, the illegal income shall be confiscated.

Whoever illegally employs foreigners shall be fined 10000 yuan for each person illegally employed and the total amount shall not exceed 100000 yuan; If there is any illegal income, the illegal income shall be confiscated.

三、说到外国人的就业手续，可能大家的第一反应就是“就业许可”和“就业证”。

When it comes to the employment procedures for foreigners, the first reaction may be "Employment Permit" and "Employment Permit".

根据国家规定，从2017年4月1日起，实行“两证整合”，即对于来华工作九十日以上的，将不再发放《外国专家证（外国专家来华许可）》和《就业证（外国人入境就业许可）》，正式启用《外国人工作许可通知》和《外国人工作许可证》。

According to the national regulations, from April 1, 2017, the "integration of two permits" will be implemented, that is, for those who have worked in China for more than 90 days, the foreign expert permit (permit for foreign experts to come to China) and the employment permit (permit for foreigners to enter China for employment) will no longer be issued, and the notice on work permit for foreigners and the work permit for foreigners will be officially launched.

哪些外国人，可以免办外国人工作许可呢？主要有以下四类人员：

（1）由我国政府直接出资聘请的外籍专业技术和管理人员，或由国家机关和事业单位出资聘请，具有本国或国际权威技术管理部门或行业协会确认的高级技术职称或特殊技能资格证书的外籍专业技术和管理人员，并持有外国专家局签发的《外国专家证》的外国人；

（2）持有《外国人在中华人民共和国从事海上石油作业工作准证》从事海上石油作业、不需登陆、有特殊技能的外籍劳务人员；

（3）经文化部批准持《临时营业演出许可证》进行营业性文艺演出的外国人；

（4）持有中国《外国人永久居留证》的外籍人员。

Which foreigners can be exempted from applying for a foreigner's work permit? There are mainly four types of personnel:

(1) Foreign professional technology and management personnel directly funded and hired by the Chinese government, or foreign professional technology and management personnel funded and hired by state organs and institutions, with senior technical titles or special skills qualification certificates confirmed by national or international authoritative technology management departments or industry associations, and foreigners with foreign expert certificates issued by the foreign experts Bureau;

(2) Foreign labor personnel who hold the permit for foreigners to engage in offshore oil operations in the people's Republic of China and are engaged in offshore oil operations without landing and have special skills;

(3) Foreigners who are approved by the Ministry of culture to carry out commercial literary and artistic performances with the temporary business performance license;

(4) Foreigners holding permanent residence permit for foreigners in China.

我国港澳台居民和外国人就业有哪些不同根据以往的规定，我国港澳台居民在中国内地就业，也需要办理就业许可。如果不办理便擅自用工，也将构成非法就业。以下是旧规下两者的对比：需要明确的是，对于我国港澳台居民，从2018年8月起，相关部门已经不接受新的就业证的办理，即以后我国港澳台居民就像其他的外来务工人员一样，直接与用人单位构成劳动关系，直接签订劳动合同。

What are the differences between the employment of Hong Kong, Macao and Taiwan residents and foreigners in China? According to the previous regulations, the employment of Hong Kong, Macao and Taiwan residents in China also needs to apply for employment permits. If you do not handle the employment without authorization, it will also constitute illegal employment. The following is a comparison between the two under the old regulations: it should be clear that since August 2018, the relevant departments have not accepted the application of new employment permits for the residents of Hong Kong, Macao and Taiwan in China. That is, in the future, the residents of Hong Kong, Macao and Taiwan in China, like other migrant workers, will directly form labor relations with the employer and directly sign labor contracts.

四、

●劳动合同

一旦外国人依法在国内企业就业，根据《外国人在中国就业管理规定》中的相关规定，企业应当与被聘用的外国人签订劳动合同，并且劳动合同期限不得超过五年。

● labor contract

Once a foreigner is employed in a domestic enterprise according to law, according to the relevant provisions of the regulations on the administration of employment of foreigners in China, the enterprise shall sign a labor contract with the employed foreigner, and the term of the labor contract shall not exceed five years.

根据该规定，我们可以得出如下两个结论：

第一，依法办理了就业手续的外国人与用人单位建立的是劳动关系，依法应当适用中国的有关劳动法律法规，故企业应当自用工之日起一个月内与该外国人签订劳动合同，否则该外国人有权要求用人单位承担未签订劳动合同的法律责任。

第二，关于劳动合同的期限。根据规定，企业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，但按该规定第十九条的规定履行审批手续后可以续订。

据此，外国人与国内企业建立劳动关系，签订劳动合同时，劳动合同的种类仅限于不超过五年期限的固定期限劳动合同，不适用有关无固定期限劳动合同的规定，同样不宜适用以完成一定任务为期限的劳动合同。

对此，我国各省市自治区各有不同的观点，其中极少数地方认可这种突破法律的约定，例如上海《关于贯彻〈外国人在中国就业管理规定〉的若干意见》的通知第十六条：企业与获准聘雇的外国人之间有关聘雇期限、岗位、报酬、保险、工作时间、解除聘雇关系条件、违约责任等双方的权利义务，通过劳动合同约定。

According to this provision, we can draw the following two conclusions:

First, a foreigner who has gone through the employment formalities in accordance with the law establishes a labor relationship with the employer, and the relevant labor laws and regulations of China shall apply according to the law. Therefore, the enterprise shall sign a labor contract with the foreigner within one month from the date of employment. Otherwise, the foreigner has the right to require the employer to bear the legal liability for not signing a labor contract.

Second, the term of the labor contract. According to the regulations, enterprises and employed foreigners shall conclude labor contracts according to law. The maximum term of a labor contract shall not exceed five years. The labor contract shall be terminated upon the expiration of the term, but may be renewed after the examination and approval procedures are completed in accordance with Article 19 of the provisions.

Therefore, when foreigners establish labor relations with domestic enterprises and sign labor contracts, the types of labor contracts are limited to fixed-term labor contracts with a term of no more than five years, and the provisions on labor contracts with no fixed term are not applicable. Similarly, labor contracts with a term of completing certain tasks are not applicable.

In this regard, China's provinces, municipalities and autonomous regions have different views, and very few of them recognize such agreements that break the law. For example, Article 16 of the notice of Shanghai on the implementation of the provisions on the administration of employment of foreigners in China: the rights and obligations between the enterprise and the foreign person who is approved to be employed with respect to the employment period, position, remuneration, insurance, working hours, conditions for terminating the employment relationship, liability for breach of contract and other rights and obligations of both parties, Agreed through the labor contract.

五、严格来讲，在华留学生是不能实习的。因为所谓留学生，其来华的主要目的是学习，其签证上写的也应该是学习。故如果此时留学生到相应单位去上班，就可能构成违法用工，因为与签证内容不符，除非企业通过正规渠道在其居留证件上备注实习。

Strictly speaking, students studying in China are not allowed to practice. Because the main purpose of the so-called international students is to study in China, and what is written on their visas should also be study. Therefore, if foreign students go to work in the corresponding units at this time, it may constitute illegal employment, because it is inconsistent with the contents of the visa, unless the enterprise notes internship on its residence certificate through formal channels.

六、按照《劳动合同法》的规定，劳动者在达到法定退休年龄（目前的标准是：企业男性员工60周岁，女性员工50周岁）或者开始享受养老待遇时，劳动合同终止。

According to the provisions of the labor contract law, the labor contract is terminated when the employee reaches the legal retirement age (the current standard is that the male employee of the enterprise is 60 years old and the female employee is 50 years old) or begins to enjoy the pension benefits.

但如果外籍员工达到中国法律规定的退休年龄时，企业是否可以终止劳动合同呢？上海法院曾认为上海地区的规定并未禁止达到法定退休年龄的外国人继续在本市就业。而北京法院则认为公司可以外籍员工达到我国法定退休年龄为由终止劳动合同，并无需支付经济补偿金。

However, if the foreign employee reaches the retirement age stipulated by Chinese law, can the enterprise terminate the labor contract? The Shanghai court once held that the regulations of Shanghai did not prohibit foreigners who reached the legal retirement age from continuing to work in Shanghai. The Beijing court held that the company can terminate the labor contract on the ground that the foreign employees have reached the legal retirement age in China, and there is no need to pay economic compensation.

七、外籍员工续签无固定期限劳动合同？

《劳动合同法》规定在同一用人单位与员工连续订立两次固定期限劳动合同后，再次续订合同时，应当订立无固定期限的劳动合同。但在同一企业与外籍员工连续签订两次固定期限劳动合同的情况下，员工是否可以要求签订无固定期限劳动合同的问题，目前各地区情况不一样。以地区解释为准。

The labor contract law stipulates that after the same employer and employee have concluded two consecutive fixed-term labor contracts, when the contract is renewed again, a labor contract with no fixed term shall be concluded. However, when the same enterprise has signed two fixed-term labor contracts with foreign employees, the issue of whether employees can request to sign an indefinite labor contract is different in different regions. Regional interpretation shall prevail.

首先，按照《外国人在中国就业管理规定》规定，涉外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。双方在履行完毕外国人就业的审批手续后，可以续订劳动合同。

First, according to the provisions on the administration of employment of foreigners in China, the term of a foreign-related labor contract shall not exceed five years, and the labor contract shall be terminated upon expiration. Both parties may renew the labor contract after completing the examination and approval procedures for employment of foreigners.