The Interpretation on 3 Circumstance as an Employment Contract Shall Be Wholly or Partially Null and Void
IAn employment contract has been concluded or modified against the true intentions of the other party through the use of fraud, coercion or exploitation of the unfavorable position of a party
As provided in Article 3 of the Employment Contract Law: Employment contracts shall be concluded in adherence with the principles of legality, equity, fairness, mutual consultation and good faith. Some employees deliberately create a false impression or conceal the truth to deceive the employers. They induce employers to form a false understanding and conclude employment contracts with them. The behavior of the employees is fraudulent, even if the employee is competent or there are omissions in the examination by the employer. The employment contracts shall be null and void if they have been concluded against the true intentions of the employers.
IIAn employment contract relieves the employer of its legal liabilities or deprives the rights of the employee
Some employers make agreements in employment contracts, for example, "accidentally injured on the way to or from work at one"s own risk", "the employer does not need to pay social insurance premiums for workers, the employer will pay the relevant expenses in the form of cash in monthly payments, etc.." These provisions relieve the employer of its legal liabilities and deprives the rights of the employee. Employees shall be recognized as having suffered from work-related injuries when they are having sustained injuries due to traffic accidents caused not primarily due to their own responsibilities in accordance with the relevant provisions. Paying social insurance premiums for employees is one of the employers" legal liabilities.In addition, the probationary period shall be included within the term of the employment contract. However, the lawspeciallyregulated that if an employment contract only stimulates a probationary period, then no probationary period may be established, and the stipulated probationary period shall be deemed to be the term of the contract.
IIIAn employment contract violates the mandatory provisions of a law or administrative regulation
The provisions of laws and administrative regulations can be classified as mandatory or discretionary. Mandatory provisions exclude the possibility of autonomy of will of the parties. In practice, such violations include:(a) Where one or both parties lacked the legal capacity to conclude it. For instance, an employment contract concluded between an employer with a minor who is less than 16 years old will be invalid, except as otherwise provided by the State;(b) The content of the employment contract is unlawful, such as agreement of "996" working hours. (Note: "996", that is, working hours is 9:00AM to 9:00PM per day and employees work six days a week.)Besides this, this article should not be further expanded, for instance, the contract is invalid if the clause just violates local policies and regulations.
IVResponsibility
(a) As provided in Article 39 of the Employment Contract Law: An employment contact has been concluded or modified against the true intentions of the employer through the use of fraud, coercion or exploitation of the unfavorable position of a party, the employer can terminate the contract unilaterally.(b)As provided in Article 86 of the Employment Contract Law: An employment contact is identified as null and void according to Article 26 of the Employment Contract Law, the party in breach should pay compensation to the other party.
劳动合同无效或部分无效的三种情形解析
1一方以欺诈、胁迫的手段或者乘人之危，使对方在违背真实意思的情况下订立或者变更劳动合同的
根据《劳动合同法》第三条之规定，订立劳动合同，应当遵循合法、公平、平等自愿、协商一致、诚实信用的原则。有的劳动者在入职时故意制造假象或隐瞒事实真相，欺骗用人单位，诱使对方形成错误认识而与之订立劳动合同的，即便劳动者入职后能够胜任工作，即便用人单位在入职审查时存在疏漏，都不影响劳动者欺诈行为的性质，用人单位因此在违背真实意思下与劳动者订立的劳动合同当属无效；
2用人单位免除自己的法定责任，排除劳动者权利的
有的用人单位在劳动合同中约定“上下班途中发生事故的一律责任自负”、“用人单位无需为劳动者缴纳社保，相关费用每月以现金形式发放”等，这些均为免除用人单位法定责任，排除劳动者权利的条款。按照相关规定，一般而言，上下班途中发生非本人主要责任的交通事故，属于工伤，而为劳动者缴纳社保亦为用人单位的法定义务。另外，试用期应包含在劳动合同期限内，但法律特别规定，若用人单位在劳动合同只约定试用期的，则该试用期不成立，该期限直接视为劳动合同的期限。
3违反法律、行政法规强制性规定的
法律、行政法规包含强制性规定和任意性规定，强制性规定排除了当事人的意思自治，实践中，这主要包括两种情况，第一，用人单位与劳动者中的一方或双方不具备订立劳动合同的法定资格，如除法律另有规定外，用人单位与未满十六周岁的未成年人订立的劳动合同即为无效劳动合同；第二，劳动合同的内容直接违反法律、行政法规的规定，例如约定工作时间为“996”（注：“996”即每天工作时间为早上9点到晚上9点，每周工作6天）。另外，本条不应作扩大解释，如合同中约定违反地方政策性规定的，不应直接视为无效。
4关于责任承担
（1）根据《劳动合同法》第三十九条的规定，劳动者以欺诈、胁迫的手段或者乘人之危，使用人单位在违背真实意思的情况下订立或者变更劳动合同，致使劳动合同无效的，用人单位可单方解除劳动合同。（2）《劳动合同法》第八十六条明确，劳动合同依照本法第二十六条规定被确认无效，给对方造成损害的，有过错的一方应当承担赔偿责任。
