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Opinions of the Ministry of Human Resources and Social Security, the Office of the Comprehensive Administration of Public Security Commission under the Central Committee, the Supreme People's Court and Other Departments on Further Strengthening the Mediation and Arbitration of the Labor and Personnel Disputes and Improving the Diversified Handling Mechanism
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人力资源社会保障部、中央综治办、最高人民法院等关于进一步加强劳动人事争议调解仲裁完善多元处理机制的意见
[现行有效]
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| Opinions of the Ministry of Human Resources and Social Security, the Office of the Comprehensive Administration of Public Security Commission under the Central Committee, the Supreme People's Court, the Ministry of Justice, the Ministry of Finance, the All China Federation of Trade Unions, the All-China Federation of Industry and Commerce, and the China Enterprise Confederation/China Enterprise Directors Association on Further Strengthening the Mediation and Arbitration of the Labor and Personnel Disputes and Improving the Diversified Handling Mechanism | | 人力资源社会保障部、中央综治办、最高人民法院、司法部、财政部、中华全国总工会、中华全国工商业联合会、中国企业联合会/中国企业家协会关于进一步加强劳动人事争议调解仲裁完善多元处理机制的意见 |
| (No. 26 [2017] of the Ministry of Human Resources and Social Security) | | （人社部发〔2017〕26号） |
| The departments (bureaus) of human resources and social security, offices of comprehensive administration of public security commission, higher people's courts, justice departments (bureaus), public finance departments (bureaus), federations of trade unions, federations of industry and commerce, and enterprise confederations/enterprise directors associations of all provinces, autonomous regions and municipalities directly under the Central Government; and the Human Resources and Social Security Bureau and the Office of Comprehensive Administration of Public Security Commission of Xinjiang Production and Construction Corps, the Production and Construction Corps Branch of the Higher People's Court of Xinjiang Uygur Autonomous Regions, the Justice Bureau, the Financial Bureau, the Federation of Trade Unions, the Federation of Industry and Commerce, and the Enterprise Confederation/Enterprise Directors Association of Xinjiang Production and Construction Corps: | | 各省、自治区、直辖市人力资源社会保障厅（局）、综治办、高级人民法院、司法厅（局）、财政厅（局）、总工会、工商业联合会、企业联合会/企业家协会，新疆生产建设兵团人力资源社会保障局、综治办、新疆维吾尔自治区高级人民法院生产建设兵团分院、司法局、财务局、工会、工商业联合会、企业联合会/企业家协会： |
| Mediation and arbitration of the labor and personnel disputes is an important integral part of the diversified resolving mechanism for the labor and personnel relationship contradictions and disputes. Currently in the period of economic and social transformation, China is at the prominent period and frequent occurrence period of the labor and personnel disputes and witnesses cases of labor and personnel disputes on the rise year by year. Effectively handling labor and personnel disputes through consultation, mediation, arbitration, litigation, and other methods is of great significance for promoting the social fairness and justice and maintaining the harmonious labor and personnel relationship and social stability. According to the Opinions of the General Office of the CPC Central Committee and the General Office of the State Council on Improving the Diversified Mechanism of Resolving Conflicts and Disputes, the following opinions on further strengthening the mediation and arbitration of the labor and personnel disputes and improving the diversified handling mechanism are hereby offered. | | 劳动人事争议调解仲裁是劳动人事关系矛盾纠纷多元化解机制的重要组成部分。当前，我国正处于经济社会转型时期，劳动关系矛盾处于凸显期和多发期，劳动人事争议案件逐年增多。通过协商、调解、仲裁、诉讼等方式依法有效处理劳动人事争议，对于促进社会公平正义、维护劳动人事关系和谐与社会稳定具有重要意义。根据中共中央办公厅、国务院办公厅《关于完善矛盾纠纷多元化解机制的意见》，现就进一步加强劳动人事争议调解仲裁完善多元处理机制，提出如下意见。 |
| I. General Requirements | | 一、总体要求 |
| 1. Guiding thought. By conscientiously implementing the 18th CPC National Congress and the Third, Fourth, Fifth and Sixth Plenary Sessions of the 18th CPC Central Committee, guided by the Deng Xiaoping Theory, the important thoughts of “Three Represents” and the Scientific Outlook on Development, by thoroughly studying and implementing the spirit of a series of important speeches delivered by the General Secretary Xi Jinping, by actively adapting to the new normal of economic development, by actively implementing the new requirements for strengthening and innovating on social governance, by exploring the rules of preventing and resolving labor and personnel relationship contradictions and disputes in the new era, by constantly improving the regulating, standardization, professional and information technology level of the mediation and arbitration, by promoting and improving the mechanism of handling labor and personnel disputes with Chinese characteristics, by improving the diversified mechanism of handling labor and personnel disputes, and by effectively maintaining the harmonious labor and personnel relationship and social stability, greater contributions shall be made to the building of a moderately prosperous society. | | （一）指导思想。全面贯彻党的十八大和十八届三中、四中、五中、六中全会精神，以邓小平理论、“三个代表”重要思想、科学发展观为指导，深入贯彻习近平总书记系列重要讲话精神，主动适应经济发展新常态，积极落实加强和创新社会治理新要求，探索新时期预防化解劳动人事关系矛盾纠纷的规律，不断提高调解仲裁规范化、标准化、专业化、信息化水平，推动健全中国特色劳动人事争议处理制度，完善劳动人事争议多元处理机制，切实维护劳动人事关系和谐与社会稳定，为全面建成小康社会做出更大贡献。 |
| 2. Basic principles. | | （二）基本原则 |
| (1) Insisting on coordination and interaction, and multi-party participation. Under the leadership of the Party committee, management of the governments, and coordination of the offices of comprehensive administration of public security commission, the leading role of the human resources and social security departments shall be actively played, all relevant departments and entities shall be encouraged to maximize their functional role, the social forces shall be directed to actively participate therein, and joint efforts shall be made for resolving the labor and personnel relationship contradictions and disputes. | | 1.坚持协调联动、多方参与。在党委领导、政府主导、综治协调下，积极发挥人力资源社会保障部门牵头作用，鼓励各有关部门和单位发挥职能作用，引导社会力量积极参与，合力化解劳动人事关系矛盾纠纷。 |
| (2) Insisting on the governance of source and attaching importance to mediation. The working policy of “focusing on prevention, grass-roots, and mediation” shall be implemented, the fundamental role of consultation and mediation in the handling of labor and personnel disputes shall be fully maximized, and the contradictions and disputes shall be resolved in the grassroots and in the bud at maximum. | | 2.坚持源头治理、注重调解。贯彻“预防为主、基层为主、调解为主”工作方针，充分发挥协商、调解在劳动人事争议处理中的基础性作用，最大限度地把矛盾纠纷解决在基层和萌芽状态。 |
| (3) Insisting on lawful handling and safeguarding fairness. The mediation system and quasi-judicial system of arbitration for labor and personnel disputes shall be improved, the leading, promoting and guarantee role of justice shall be played, the labor and personnel disputes shall be handled by the thinking and the practices of the rule of law, and the lawful rights and interests of the employers and workers shall be effectively protected. | | 3.坚持依法处理、维护公平。完善劳动人事争议调解制度和仲裁准司法制度，发挥司法的引领、推动和保障作用，运用法治思维和法治方式处理劳动人事争议，切实维护用人单位和劳动者的合法权益。 |
| (4) Insisting on services first, efficiency and convenience. Aiming at the objective of improving the quality and efficiency of handling the labor and personnel disputes, the concept of service shall be implemented throughout the whole process of handling disputes, for providing excellent services for employers and workers. | | 4.坚持服务为先、高效便捷。以提高劳动人事争议处理质效为目标，把服务理念贯穿争议处理全过程，为用人单位和劳动者提供优质服务。 |
| (5) Insisting on basing on the national conditions, reform and innovation. Practical experience shall be summarized in a timely manner, the beneficial practice from foreign countries shall be learnt from, institutional innovation shall be strengthened, and the diversified handling mechanism for labor and personnel disputes shall be constantly improved. | | 5.坚持立足国情、改革创新。及时总结实践经验，借鉴国外有益做法，加强制度创新，不断完善劳动人事争议多元处理机制。 |
| 3. Major objectives. By 2020, the mechanism for the resolution of labor and personnel disputes through consultation will be gradually improved, the basic role of mediation will be fully maximized, the advantages of the arbitration system will be significantly enhanced, the role of judicatory guarantee will be further strengthened, the diversified handling pattern of labor and personnel disputes characterized by coordination of negotiation, conciliation, arbitration and litigation and orderly connection will be more perfect, and the capacity of the work of handling labor and personnel disputes for serving the public will be significantly enhanced. | | （三）主要目标。到2020年，劳动人事争议协商解决机制逐步完善，调解基础性作用充分发挥，仲裁制度优势显著增强，司法保障作用进一步加强，协商、调解、仲裁、诉讼相互协调、有序衔接的劳动人事争议多元处理格局更加健全，劳动人事争议处理工作服务社会能力明显提高。 |
| II. Improving the mechanism for the prevention, consultation and resolution of the labor and personnel disputes | | 二、健全劳动人事争议预防协商解决机制 |
| 4. Directing employers to strengthen the prevention of labor and personnel disputes at sources. The publicity of the laws, regulations and policies shall be reinforced, employers shall be urged to comprehensively implement the system of labor contract or employment contract, the democratic management system shall be improved, the collective consultation and collective contract system shall be promoted, employees' right to know, right to express and right to supervise employers' major decisions and significant matters shall be protected, and humanistic concern for employees shall be strengthened. Enterprises and employees shall be directed to establish a conversational communication mechanism of various ways, improve the early warning mechanism for labor disputes, and extensively solicit the opinions of employees especially when dismissing and resettling employees and making other major adjustments involving labor relationship, to lawfully protect the lawful rights and interests of employees. Exploration shall be made for establishing a mechanism for the prevention of internal personnel disputes meeting the management characteristics of the staff members of the public institutions and social organizations, civil servants in the recruitment system and civilian personnel of the army. The role of the legal advisers and corporate lawyers of enterprises and public institutions in preventing and resolving the labor and personnel disputes shall be effectively maximized. A system of arbitration proposals and judicial proposals for the labor and personnel disputes shall be promoted, to urge employers to effectively prevent and resolve contradictions and disputes. | | （四）指导用人单位加强劳动人事争议源头预防。加大法律法规政策宣传力度，推动用人单位全面实行劳动合同或者聘用合同制度，完善民主管理制度，推行集体协商和集体合同制度，保障职工对用人单位重大决策和重大事项的知情权、参与权、表达权、监督权，加强对职工的人文关怀。指导企业与职工建立多种方式的对话沟通机制，完善劳动争议预警机制，特别是在分流安置职工等涉及劳动关系重大调整时，广泛听取职工意见，依法保障职工合法权益。探索建立符合事业单位和社会团体工作人员、聘任制公务员和军队文职人员管理特点的单位内部人事争议预防机制。切实发挥企业事业单位法律顾问、公司律师在预防化解劳动人事争议方面的作用。推行劳动人事争议仲裁建议书、司法建议书制度，促进用人单位有效预防化解矛盾纠纷。 |
| 5. Directing and supporting employers and employees to resolve the labor and personnel disputes through consultation. The establishment of the mechanism for the resolution of labor and personnel disputes through consultation shall be promoted, and the two parties of a dispute shall be encouraged and directed to resolve disputes through consultation on the basis of equality and free will. Employers shall be directed to improve the consultation rules and establish an internal petition and consultation response system. The participation in and consultation of the trade unions shall be intensified. The social organizations and experts shall be encouraged to accept the parties' applications or commissions, to coordinate with and assist in the resolution of the disputes. Exploration shall be made for providing consultation and consulting services and urging the implementation of the mediation agreement. | | （五）引导支持用人单位与职工通过协商解决劳动人事争议。推动建立劳动人事争议协商解决机制，鼓励和引导争议双方当事人在平等自愿基础上协商解决纠纷。指导用人单位完善协商规则，建立内部申诉和协商回应制度。加大工会参与协商力度。鼓励社会组织和专家接受当事人申请或委托，为其解决纠纷予以协调、提供帮助。探索开展协商咨询服务工作，督促履行和解协议。 |
| III. Improving the professional labor and personnel disputes mediation mechanism | | 三、完善专业性劳动人事争议调解机制 |
6. Establishing and improving the sound multi-level labor and personnel disputes mediation organizational network. The construction of the mediation organizations in counties (cities or prefectures) shall be promoted and the construction of the mediation organizations under the employment social security service stations (centers) of the townships (sub-districts) shall be strengthened. The labor and personnel disputes mediation windows shall be installed in the comprehensive administration centers of the townships (sub-districts) and the mediation organizations under the local employment social security service stations (centers) shall be responsible for the routine work. The construction of the labor dispute mediation committees of enterprises shall be promoted, the construction of the industrial and regional mediation organizations shall be directed and promoted, and priority shall be given to the establishment of the mediation organizations in the manufacturing, catering, construction, business services, private high-tech, and other industries and development zones, industrial parks and other regions where disputes frequently occur. The construction of the mediation organizations of public institutions and their competent authorities shall be strengthened, and priority shall be given to urging the education, science and technology, culture, health and other public institutions and their competent authorities to establish mediation organizations composed of representatives of personnel departments, staff representatives, trade union representatives, legal advisers, etc. The interaction between the professional labor and personnel dispute mediation and the arbitration mediation, people's mediation, and judicial mediation shall be strengthened, and procedural connection, resource integration and information sharing shall be gradually realized. Concurrently, the role of the people's mediation organizations in the mediation of labor disputes shall be fully maximized, and in the townships (sub-districts) where labor disputes occur frequently, the people's mediation committees may set up service windows, to accept and mediate labor disputes in a timely manner. The human resources and social security departments at all levels shall strengthen the overall planning and coordination, direct and promote the mediation of labor and personnel disputes, establish the professional mediation organizations and mediator roster system, and strengthen the work briefing and personnel training.
．．．．．． | | （六）建立健全多层次劳动人事争议调解组织网络。推进县（市、区）调解组织建设，加强乡镇（街道）劳动就业社会保障服务所（中心）调解组织建设。在乡镇（街道）综治中心设置劳动人事争议调解窗口，由当地劳动就业社会保障服务所（中心）调解组织负责其日常工作。积极推动企业劳动争议调解委员会建设，指导推动建立行业性、区域性调解组织，重点在争议多发的制造、餐饮、建筑、商贸服务以及民营高科技等行业和开发区、工业园区等区域建立调解组织。加强事业单位及其主管部门调解组织建设，重点推动教育、科技、文化、卫生等事业单位及其主管部门建立由人事部门代表、职工代表、工会代表、法律顾问等组成的调解组织。加强专业性劳动人事争议调解与仲裁调解、人民调解、司法调解的联动，逐步实现程序衔接、资源整合和信息共享。同时，充分发挥人民调解组织在调解劳动争议方面的作用，在劳动争议多发的乡镇（街道），人民调解委员会可设立专门的服务窗口，及时受理并调解劳动争议。各级人力资源社会保障部门要加强统筹协调，指导推动劳动人事争议调解工作，建立专业性调解组织和调解员名册制度，加强工作情况通报和人员培训。
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