Core Viewpoint - The article emphasizes the increasing importance of labor rights protection in China, highlighting recent adjustments in labor laws and regulations since 2025, which necessitate higher compliance standards in human resource management for companies [1]. Recruitment and Onboarding Stage - Recruitment advertisements must avoid discriminatory language related to gender or marital status [1]. - Background checks require employee consent and should focus solely on job-related information; failure to verify if a candidate has resolved their previous employment can lead to joint liability [1][2]. - Issuing written offers without proper consideration may result in "contractual negligence" claims [2]. In-Job Management Stage - The maximum probation period is six months, with probationary wages not less than 80% of the regular salary and local minimum wage [2]. - Leave policies must be clearly defined, and annual leave cannot be forcibly forfeited [2]. - Salary calculations for overtime must adhere to specific rules: double pay for weekend work and triple pay for public holidays; performance metrics should be quantifiable, and employees must sign off on assessment results [2]. - Special provisions exist for female employees during pregnancy, maternity, and breastfeeding periods regarding disciplinary actions [2]. Termination and Transition Stage - During termination negotiations, both parties should agree on compensation; evidence must be retained for dismissals due to misconduct, while non-misconduct terminations require prior notice and compensation [2]. - Exit documents must clearly state contract duration, and employee files and social security must be transferred within 15 days [2]. - For employees under non-compete agreements, companies must provide monthly compensation, and penalties for breach must be reasonable [2]. Additional Insights - The article suggests that the discussed points are just the tip of the iceberg regarding human resource compliance, with more detailed insights available in a course that covers compliance from recruitment to termination [3]. - The course includes five sessions totaling 1 hour and 56 minutes, covering legal compliance, recruitment channels, candidate selection, contract signing, and management of probation periods [4][5].

最近 "五一后强制推行5天8小时双休" 的话题闹得挺火，加上劳动法又刚出台了新规定，看得出国家和 打工人自己都越来越注重劳动者权益保护，这 对企业的人力资源管理要求也越来越高 。 但现实中， 人资合规作为企业合规的重要部分却常被忽视 ，暗藏许多风险。所以我们就分享一些相关 要点，帮大家理清楚如何应对： 1 招聘入职阶段——从源头规避用工风险 招聘信息： 招聘广告不带性别、地域等歧视内容，如 "限男性""已婚已育"等字眼。 背景调查： 背调需员工同意，且仅聚焦岗位相关信息；特别注意，录用前未核实候选人是否与原 单位解约，可能引发连带赔偿。 5节课，1小时56分钟 扫码试看课程 1. 合规的法律底线 2. 人力资源合规的益处 1. 招聘渠道的选择与合规性评估 2. 候选人筛选与面试 课程大纲 一、 人力资源合规简介 二、 招聘与录用合规 三、 用工过程管理 录用文件： 随意发放书面Offer后反悔，可能被认定"缔约过失"。 2 在职管理阶段——防控高频风险 试用期与考勤： 试用期 最长6个月 且试用期工资不低于转正后 80% 及当地最低工资；规范请假 流程，年假不可强制清零。 薪酬与绩效： 日工资=月薪÷21.7 ...