11月15日，蒙古社会保险总局公布数据称，2025年1—9月，蒙古社会保险收入达4.8万亿图格里克（约 合人民币95.6亿元），同比增长15.9%。其中，养老保险收入同比增长14.2%，生育、重疾等保障型保险 收入同比增长24.4%。同期，蒙古社会保险支出达4.4万亿图格里克（约合人民币87.6亿元），同比增长 16.5%。其中，养老保险支出同比增长15.7%，生育、重疾等保障型保险支出同比增长20.8%。此外， 2025年1—9月蒙古养老保险受益人数达52.0万人，同比增长2.5%，保障型保险受益人数达14.6万人，同 比增长7.0%。 ...

Core Insights - The development of flexible employment and new employment forms is emphasized as a requirement in the 15th Five-Year Plan by the Central Committee of the Communist Party of China, highlighting the role of digital economy in enhancing traditional employment [1] Group 1: Current State of Flexible Employment - The scale of flexible employment in China has surpassed 200 million individuals, indicating rapid growth in employment numbers [1] - Challenges in social security participation for flexible workers include low coordination levels of social insurance fees, barriers due to household registration systems, and limited types of insurance available [1] Group 2: Proposed Mechanisms for Improvement - Innovation in collection mechanisms and exploration of national coordination are necessary, with a focus on enhancing the elasticity of design due to the fluctuating income of flexible workers [2] - Strategies include incentivizing participation in enterprise employee pension and medical insurance systems, expanding payment tiers for urban and rural residents, and implementing flexible payment mechanisms [2] Group 3: Collaborative Efforts - A collaborative system involving government, commercial insurance, and platform enterprises is essential to meet the new responsibilities of platform companies towards flexible workers [3] - The introduction of commercial insurance as a supplement to social insurance, along with government support for mutual aid models, can help address the lack of clear employers for many flexible workers [3]

Core Insights - The Ministry of Human Resources and Social Security reported that from January to September, 10.57 million new urban jobs were created, achieving 88% of the annual target, indicating overall stability in the employment situation [1] Employment and Support Measures - In the first three quarters, a total of 19.6 billion yuan was allocated for job stabilization subsidies, with 16.6 billion yuan supporting training and other employment-promoting expenditures [1] - A one-time expansion subsidy of 900 million yuan was provided to 140,000 enterprises, benefiting 600,000 college graduates and other youth groups [1] Social Insurance Coverage - As of the end of September, the number of participants in basic pension, unemployment, and work injury insurance reached 1.074 billion, 248 million, and 304 million respectively [1] - From January to September, the total revenue of the three social insurance funds was 6.69 trillion yuan, with total expenditures of 6.04 trillion yuan, resulting in a cumulative surplus of 9.85 trillion yuan by the end of September [1] - The number of social security cardholders reached 1.39 billion, covering 98.9% of the population, with 1.1 billion individuals using electronic social security cards [1]

Core Viewpoint - The Supreme People's Court has issued a judicial interpretation to clarify the legal obligations of employers and employees regarding social insurance contributions, effective from September 1, emphasizing that any agreement to waive social insurance payments is invalid [2][3][15]. Group 1: Legal Obligations and Interpretations - Employers and employees are legally required to participate in social insurance, and any agreement to not pay social insurance is deemed invalid [2][3][15]. - If an employee terminates their contract due to the employer's failure to pay social insurance, the court will support the employee's claim for economic compensation [2][3][17]. - The interpretation aims to protect workers' rights and ensure compliance with social insurance laws, thereby reducing risks for employers [3][21]. Group 2: Implications for Employees - Employees may see a slight decrease in take-home pay due to mandatory social insurance contributions, but this provides long-term security through benefits like medical and pension insurance [4][9][10]. - The new regulations discourage employees from voluntarily waiving their social insurance in exchange for higher immediate wages, as this could lead to significant long-term risks [19][22]. - Employees are encouraged to monitor their social insurance contributions and report any discrepancies to the relevant authorities [24]. Group 3: Implications for Employers - Employers who attempt to evade social insurance payments by offering cash supplements instead face severe penalties, including the obligation to pay back contributions and potential fines [6][21][22]. - The new rules create a level playing field, ensuring that compliant businesses are not disadvantaged by those that avoid social insurance costs [6][9]. - Employers are advised to adhere strictly to social insurance regulations to avoid legal repercussions and maintain a positive reputation [21][23]. Group 4: Impact on Flexible Workers - The regulations also apply to flexible workers, who are reminded to ensure their own social insurance contributions are made, as they are equally entitled to the same benefits as traditional employees [7][8]. - Many cities now allow flexible workers to contribute to employee pension and medical insurance, ensuring they receive equivalent benefits [8].

Core Viewpoint - The Supreme People's Court has issued a judicial interpretation to clarify the legal obligations of employers and employees regarding social insurance contributions, effective from September 1, aiming to protect workers' rights and ensure compliance with social insurance laws [2][6]. Group 1: Legal Obligations and Interpretations - Employers and employees are legally obligated to participate in social insurance, and any agreements to waive this obligation are deemed invalid [3][11]. - The judicial interpretation specifies that if an employee terminates their contract due to the employer's failure to pay social insurance, the court will support the employee's claim for economic compensation [4][17]. Group 2: Economic Compensation Rules - The compensation rule states that for each year of employment, the employer must pay one month's salary as compensation, and for less than six months, half a month's salary [5][17]. - Employers who have previously compensated employees through allowances instead of social insurance may be required to reclaim those funds after being ordered to pay social insurance [5][12]. Group 3: Risks for Employers and Employees - Employers attempting to evade social insurance payments face risks of mandatory back payments and penalties, as well as potential economic compensation claims from employees [16][17]. - Employees who voluntarily waive social insurance for immediate financial benefits risk losing long-term protections such as medical, unemployment, and pension benefits [13][14]. Group 4: Recommendations for Compliance - Employers are advised to ensure timely and complete social insurance contributions for their employees, adhering to legal requirements regarding the types and amounts of insurance [18]. - Employees should regularly check their social insurance payment status and report any discrepancies to the relevant authorities, with the option to terminate their contracts if violations are severe [19].

Group 1 - The core viewpoint of the article emphasizes the invalidity of agreements between employers and employees to not pay social insurance, reinforcing that employees can terminate contracts and seek compensation if social insurance is not paid [3][4] - The new interpretation, effective from September 1, 2025, clarifies the legal consequences of such agreements and supports employees' rights to compensation [2][4] - The article highlights a case where an employee successfully claimed compensation after the employer failed to pay social insurance, illustrating the enforcement of this legal principle [3][4] Group 2 - The article discusses a case where an employee's refusal to sign a written labor contract does not obligate the employer to pay double wages, as the employee acted intentionally [5][6] - It clarifies that the employer is not liable for double wages if the employee deliberately avoids signing a contract, emphasizing the mutual nature of contract agreements [6] - The interpretation also specifies conditions under which employers must offer indefinite contracts after two fixed-term contracts, preventing evasion of legal obligations [6][8] Group 3 - The article addresses the responsibility of contractors in construction projects regarding work-related injuries, stating that contractors must pay for work injury insurance even if there is no direct employment relationship [9][10] - It emphasizes that the contractor's liability for work injury insurance is crucial for protecting workers' rights and ensuring timely compensation in case of accidents [10] - The interpretation aims to regulate subcontracting practices and uphold labor rights in the construction industry [10]

Group 1 - The core viewpoint of the article emphasizes the invalidity of agreements between employers and employees to not pay social insurance fees, reinforcing that such agreements do not hold legal weight and employees can terminate contracts and seek compensation [3][4][6] - The Supreme People's Court's interpretation clarifies that any agreement or promise by an employer or employee to not pay social insurance fees is invalid, and courts will support employees in seeking economic compensation for non-payment [4][6][10] - The article highlights a trend of increasing labor disputes related to welfare benefits, non-compete clauses, and social insurance, indicating a growing need for legal clarity in these areas [1][4] Group 2 - The article discusses a case where an employee, who voluntarily chose not to sign a written labor contract, was denied the right to claim double wages, as the employer was not liable due to the employee's intentional non-compliance [5][6] - It is noted that the interpretation specifies that if an employee intentionally or negligently fails to sign a written labor contract, the employer is not obligated to pay double wages [6][8] - The article also addresses non-compete agreements, stating that such agreements must align with the employee's knowledge of the employer's trade secrets and intellectual property, and any excessive restrictions are deemed invalid [7][8] Group 3 - The article outlines that in cases of subcontracting in the construction industry, the primary contractor remains responsible for paying work-related injury insurance, even if there is no direct labor relationship with the injured worker [9][10] - It emphasizes that the responsibility for labor remuneration and work injury insurance lies with the contractor, regardless of whether the subcontractor has the legal qualifications to operate [10] - The interpretation aims to address common issues in subcontracting practices, ensuring that workers receive timely compensation and protecting their legal rights [10]

Group 1 - The Supreme People's Court has issued judicial interpretations to address rising labor dispute cases, particularly focusing on social insurance, non-compete agreements, and labor contracts, effective September 1 [1][2] - The interpretations clarify that any agreement to not pay social insurance is invalid, reinforcing the obligation of employers and employees to participate in social insurance [1][2] - Employers are required to pay economic compensation to employees who terminate contracts due to non-payment of social insurance, calculated as one month's salary for each year of service [1][2] Group 2 - Non-compete agreements must be reasonable and cannot be applied indiscriminately; they are only valid for employees who have access to confidential information [3][4] - The interpretations specify that non-compete clauses are invalid if the employee has not been exposed to confidential information, promoting fair employment practices [4] - Employers must ensure that the scope, region, and duration of non-compete agreements are appropriate to the confidential information the employee has access to [4] Group 3 - The judicial interpretations clarify that employers are not liable to pay double wages if the employee intentionally fails to sign a labor contract [6][7] - Specific conditions under which double wage liability does not apply include situations caused by force majeure or employee negligence [6][7] - The calculation of double wages is defined as monthly, with provisions for partial months based on actual working days [7] Group 4 - The interpretations establish clear criteria for recognizing consecutive fixed-term labor contracts, ensuring employees' rights to request indefinite contracts after two consecutive terms [8] - Employers cannot deny the existence of two contracts to evade obligations, which protects employees' long-term job security [8] Group 5 - The interpretations address issues of subcontracting and mixed employment, holding contractors and associated parties responsible for labor rights violations [10] - In cases of mixed employment without written contracts, related companies are jointly liable for wage payments and other responsibilities [10] - Employees are advised to retain evidence of payment and work assignments to support their claims in case of rights violations [11]

Core Viewpoint - The Supreme People's Court has issued a judicial interpretation to standardize the legal application regarding labor dispute cases, particularly focusing on social insurance obligations, effective from September 1, 2023 [1][4]. Group 1: Legal Obligations and Interpretations - Employers and employees are legally obligated to participate in social insurance, and any agreement to waive this obligation is deemed invalid [1][4]. - The interpretation clarifies that if an employee terminates their contract due to the employer's failure to pay social insurance, the court will support the employee's claim for economic compensation [2][9]. Group 2: Economic Compensation Rules - The compensation rule states that for each year of employment, one month’s salary will be paid as compensation, and for less than six months, half a month’s salary will be paid [3]. - Employers must return any social insurance subsidies paid to employees if they are later required to make social insurance payments after administrative orders [3]. Group 3: Risks for Employers and Employees - Employers attempting to evade social insurance payments will ultimately face obligations for back payments and compensation [7][9]. - Employees who voluntarily forgo social insurance for immediate financial benefits risk losing long-term protections such as medical, pension, and unemployment benefits [7][8]. Group 4: Recommendations for Employers - Employers are advised to promptly handle social insurance payments and ensure compliance with all five types of insurance, based on actual salary levels and legal contribution rates [10]. Group 5: Recommendations for Employees - Employees should regularly check their social insurance payment status and can request audits or compensations if they find discrepancies [11].

Group 1 - The Supreme People's Court has clarified the legal standards for labor disputes, including non-compete agreements and social insurance issues, effective from September 1 [1] - Non-compete clauses are invalid if the employee is unaware of the employer's trade secrets or related confidential matters, and the scope of such clauses must align with the employee's knowledge of these secrets [2] - Agreements between employers and employees to not pay social insurance are invalid, as social insurance is a fundamental right for employees and a legal obligation for employers [3] Group 2 - Employers are not liable to pay double wages if a written labor contract is not established due to force majeure or employee negligence, and specific conditions for continuous fixed-term contracts are clarified [5][6] - Contractors and subcontractors are responsible for labor remuneration and work-related injury insurance if they transfer their business to unqualified entities [7] - Courts will support employees in confirming labor relationships based on management behavior and other factors when no formal contract exists with the employing entity [8]