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].

Core Points - The Ministry of Human Resources and Social Security clarified that after signing an electronic labor contract, employers must prompt employees to download and save the electronic version and provide necessary guidance [1] - If employees request a paper version of the electronic labor contract, employers are required to provide at least one copy for free, ensuring it is stamped to confirm its consistency with the original electronic document [1]

Group 1 - The core viewpoint of the article emphasizes the legal validity of electronic labor contracts established in accordance with relevant laws and regulations, including the Labor Contract Law and the Electronic Signature Law [2][3] - It encourages the use of government-released model texts for electronic labor contracts to ensure compliance with mandatory clauses [4] - The article outlines the requirements for identity verification when signing electronic labor contracts, highlighting the need for accurate and complete identity information [6] Group 2 - The signing of electronic labor contracts becomes effective once both parties have signed with a reliable electronic signature, accompanied by a trusted timestamp [8] - A trusted timestamp is defined as data generated by an authoritative institution using digital signature technology, proving that the signed document existed before the signing time [9] - If a laborer requests a paper version of the electronic labor contract, the employer is required to provide at least one free copy, verified with a stamp to confirm its consistency with the original data document [11]