What does layoffs mean? What are the precautions for layoffs?

1. What is the meaning of layoffs? What are the precautions for layoffs?

1, layoff, short for economic layoff, refers to the termination of the labor contract due to the employer. Refers to the employer's centralized dismissal of employees according to law within a specific statutory period. Precautions for layoffs: whether it is within the scope of layoffs; The company should notify the dismissed employees 30 days in advance. If they don't give advance notice, they will have to pay an extra month's salary instead of giving advance notice and so on.

2. Legal basis: Article 41 of the Labor Contract Law.

Under any of the following circumstances, if it is necessary to lay off more than 20 employees or less than 20 employees, but it accounts for more than 10% of the total number of employees in the enterprise, the employer may lay off employees after explaining the situation to the trade union or all employees 30 days in advance and listening to the opinions of the trade union or employees.

1, reorganized in accordance with the provisions of the enterprise bankruptcy law;

2. Serious difficulties in production and operation;

3, enterprise production, major technological innovation or operation mode adjustment, after the change of the labor contract, still need to reduce staff;

4. The objective economic situation on which the labor contract was concluded has changed greatly, which makes the labor contract impossible to perform.

If the employing unit reduces its staff in accordance with the provisions of the first paragraph of this article and recruits staff again within six months, it shall notify the retrenched staff and give priority to recruiting the retrenched staff under the same conditions.

Second, what are the circumstances in which layoffs are not allowed?

Because the layoffs are caused by the employing unit and the workers are not at fault, they may not be laid off if they meet one of the following four conditions:

(a) suffering from occupational diseases or work-related injuries and being confirmed to have lost or partially lost the ability to work;

(2) Being sick or injured within the prescribed medical treatment period;

(3) Female employees during pregnancy, childbirth and lactation;

(4) Other circumstances stipulated by laws and administrative regulations.