电子劳动合同如何订立？指南来了

Core Viewpoint - The article discusses the legal framework and procedures for establishing electronic labor contracts in China, emphasizing their legal validity and the responsibilities of both employers and employees in the process [3][4]. Group 1: Legal Framework - Electronic labor contracts are defined as agreements made between employers and employees using reliable electronic signatures, in accordance with Chinese laws such as the Labor Contract Law and the Electronic Signature Law [3]. - These contracts hold legal validity, and both parties are required to fulfill their obligations as per the contract terms [3]. Group 2: Establishing Electronic Labor Contracts - Employers and employees must use an electronic labor contract platform that employs modern information technology for contract creation, storage, and retrieval, ensuring compliance with legal standards [3]. - The platform must provide identity verification, electronic signature capabilities, and data security to ensure the integrity and traceability of the contract [3][6]. Group 3: Responsibilities of Employers - Employers must inform employees about the process, methods, and important considerations for signing electronic labor contracts, and they cannot charge employees for this service [6]. - Employers are required to provide a paper version of the electronic labor contract free of charge if requested by the employee, ensuring it is consistent with the original electronic document [11]. Group 4: Notification and Storage - After the electronic labor contract is signed, employers must notify employees through SMS, WeChat, email, or app notifications that the contract has been successfully established [8]. - The storage period for electronic labor contracts must comply with the Labor Contract Law, requiring employers to retain contracts for at least two years after termination [11].