19-017 · EVIDENCE A · SOURCE-SENSITIVE
When you leave a job, ask the employer for a termination certificate stating contract term, separation date, position, and years of service
离职时找单位要一份离职证明，写明合同期限、离职日期、岗位和工作年限
No cost. Ask in person before you go, or send a written message and keep proof you asked. The hard part is asking when relations are bad. If the employer stalls, complaints or arbitration can take weeks to months.
Whether you were dismissed, the contract expired, or you resigned, the employer must give you a termination certificate when you leave and transfer your personnel file and social insurance within 15 days. The certificate must state contract term, separation date, position, and how many years you worked there. You need it for unemployment registration. If the employer refuses, labor authorities order correction and must compensate any loss they caused.
A
Move “When you leave a job, ask the employer for a termination certificate stating contract term, separation date, position, and years of service” to Future Me's calendar
The excuse
One more exception feels free because the bill arrives outside the current scene.
What feels good now
Today I keep a few minutes, a bit of persistence and avoid interrupting my default routine.
What the source says
The source summarizes the return this way: “Whether you were dismissed, the contract expired, or you resigned, the employer must give you a termination certificate when you leave and transfer your personnel file and social insurance within 15 days. The certificate must state contract term, separation date, position, and how many years you worked there. You need it for unemployment registration. If the employer refuses, labor authorities order correction and must compensate any loss they caused.” Evidence grade A. The original states the population, caveats, and sources; this is not a personal forecast.
Use the original facts and limits. For an urgent medical, safety, financial, or legal issue, contact a qualified local professional or service.
THE ENGLISH EDITION
Original recommendation and evidence
17. When you leave a job, ask the employer for a termination certificate stating contract term, separation date, position, and years of service
Cost: No cost. Ask in person before you go, or send a written message and keep proof you asked. The hard part is asking when relations are bad. If the employer stalls, complaints or arbitration can take weeks to months.
In plain terms: Whether you were dismissed, the contract expired, or you resigned, the employer must give you a termination certificate when you leave and transfer your personnel file and social insurance within 15 days. The certificate must state contract term, separation date, position, and how many years you worked there. You need it for unemployment registration. If the employer refuses, labor authorities order correction and must compensate any loss they caused.
Benefit: The Labor Contract Law requires the employer to issue a certificate when the contract is terminated or ended. The rule does not depend on who initiated it — non-renewal, resignation, or dismissal all count. The employer must also complete personnel file and social insurance transfer within 15 days. The implementing regulations require four items on the certificate: contract term, date of termination or end, job position, and years of service at the unit. The Unemployment Insurance Regulations require laid-off workers to take the employer’s certificate to the social insurance agency promptly for unemployment registration. Unemployment benefits start from the date of unemployment registration. If the employer does not issue a written certificate, the labor administration orders correction. If you suffer loss, the employer must pay damages. The law also provides that a new employer who hires someone still bound to a former employer and causes loss to the former employer bears joint and several liability. The termination certificate is written proof that you and the former employer have ended the relationship (nationwide).
Evidence grade: A
Sources: National People's Congress Standing Committee (2012 amendment). Labor Contract Law (Articles 50, 89, 91). <https://flk.npc.gov.cn/detail?id=2c909fdd678bf17901678bf74d7106b3>; State Council of China (2008). Regulations for the Implementation of the Labor Contract Law (State Council of China Decree No. 535 State Council of China (1999). Unemployment Insurance Regulations (State Council of China Order No. 258, Article 16). <https://xzfg.moj.gov.cn/front/law/detail?LawID=517>; National People’s Congress Standing Committee (2007). Labor Dispute Mediation and Arbitration Law (Articles 2, 27, 43, 53). <https://flk.npc.gov.cn/detail?id=2c909fdd678bf17901678bf64f28039d>; State Council of China (2004). Regulations on Labor and Social Security Supervision (State Council of China Order No. 423, Article 17). <https://www.gov.cn/gongbao/content/2004/content_63042.htm>; State Council of China (2006). Measures for the payment of litigation fees (State Council of China Order No. 481, Articles 6, 13, and 29). <https://www.gov.cn/ziliao/flfg/2006-12/29/content_483682.htm>
Notes: The law does not tie issuing the certificate to completing handover; economic compensation is paid after handover is done. If the employer drags its feet, send one more written demand. If still no certificate, call 12333 or complain to labor inspection at the human resources bureau. Complaints are free; after a case is opened, investigation must finish within 60 working days, extendable 30 days for complex cases. To claim damages from the employer, use labor arbitration — also free — within one year. After acceptance, arbitration closes within 45 days, extendable 15 days. You must prove the loss yourself, for example delayed unemployment registration or a new employer refusing you for lack of proof. If you disagree with the award, go to court; ordinary first-instance procedure starts at six months. Labor dispute court fees are 10 yuan per case; attorney fees are not litigation costs and you pay yourself. The four required items do not include reason for leaving. If the certificate says “voluntary resignation for personal reasons” and that is false, object on the spot — see this section item 7 (do not sign voluntary resignation). How to claim unemployment insurance: Section 7, item 1.
Source links
Read the complete Chinese source and notes
17. 离职时找单位要一份离职证明，写明合同期限、离职日期、岗位和工作年限
成本: 不花钱。走之前当面要，或者发一条书面消息要，留下要过的记录。难在关系闹僵了还得开这个口。单位拖着不给，就要投诉或者申请仲裁，前后几十天到几个月。
说人话: 不管是被辞退、合同到期还是自己辞职，单位都要在你离职时给一份离职证明，并在 15 天内转走档案和社保。证明上要写合同期限、离职日期、岗位和在这家干了几年。办失业登记要用它。单位不给，劳动部门会责令改正，害你受了损失还要赔。
收益: 劳动合同法规定，单位要在解除或者终止劳动合同时出具证明。法条不分是谁提出的，合同到期不续、你自己辞职、被辞退都在内。单位还要在 15 日内为你办好档案和社会保险关系的转移手续。实施条例规定证明上要写四样：劳动合同期限、解除或者终止的日期、工作岗位、在本单位的工作年限。失业保险条例规定，职工失业后要拿着单位出具的这份证明，及时去社保经办机构办失业登记。失业保险金从办失业登记那天起算。单位不出书面证明的，由劳动行政部门责令改正。给你造成损害的，单位要赔。法律另外规定，新单位招了还没和原单位解除合同的人，给原单位造成损失的，要承担连带赔偿责任。离职证明就是你已经和原单位解除合同的书面凭据（全国）
证据等级: A
来源: 全国人大常委会 (2012 修正). 劳动合同法（第五十、八十九、九十一条）. <https://flk.npc.gov.cn/detail?id=2c909fdd678bf17901678bf74d7106b3>；国务院 (2008). 劳动合同法实施条例（国务院令第 535 号，第二十四条）. <https://flk.npc.gov.cn/detail?id=ff8080816f3cbb3c016f40927caf049c>；国务院 (1999). 失业保险条例（国务院令第 258 号，第十六条）. <https://xzfg.moj.gov.cn/front/law/detail?LawID=517>；全国人大常委会 (2007). 劳动争议调解仲裁法（第二、二十七、四十三、五十三条）. <https://flk.npc.gov.cn/detail?id=2c909fdd678bf17901678bf64f28039d>；国务院 (2004). 劳动保障监察条例（国务院令第 423 号，第十七条）. <https://www.gov.cn/gongbao/content/2004/content_63042.htm>；国务院 (2006). 诉讼费用交纳办法（国务院令第 481 号，第六、十三、二十九条）. <https://www.gov.cn/ziliao/flfg/2006-12/29/content_483682.htm>
备注: 法条没有把出证明和工作交接挂在一起，交接办完才付的是经济补偿。单位拖着不给，先发书面消息再要一次。再不给，就打 12333 或者去人社局劳动监察投诉。投诉不收费，立案后 60 个工作日内查完，复杂的可以再延 30 个工作日。要单位赔损失的，走劳动仲裁，也不收费，要在 1 年内申请。仲裁受理后 45 日内结案，最多再延 15 日。损失要你自己拿证据证明，比如因为没有证明耽误了失业登记、被新单位拒收。不服裁决再去法院，一审普通程序 6 个月起。法院收的劳动争议受理费每件 10 元，律师费不在诉讼费用里，要自己出。条例要求写的四样里没有离职原因。证明上写了「个人原因主动辞职」而事实不是这样，当场提出来，理由见本节第 7 条（别签主动辞职）。失业保险金怎么领，见第 7 节第 1 条（失业保险金）。
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