【正文】 on his/her performance of work tasks assigned by the employer or refuses to make correction as demanded by the employer。(5) where the labour contract is rendered void under the circumstances stipulated in item (1) of the first paragraph of Article 26。 or(6) where criminal prosecution is instituted against the worker pursuant to the law.第四十條 有下列情形之一的，用人單位提前三十日以書(shū)面形式通知?jiǎng)趧?dòng)者本人或者額外支付勞動(dòng)者一個(gè)月工資后，可以解除勞動(dòng)合同：（一）勞動(dòng)者患病或者非因工負(fù)傷，在規(guī)定的醫(yī)療期滿(mǎn)后不能從事原工作，也不能從事由用人單位另行安排的工作的；（二）勞動(dòng)者不能勝任工作，經(jīng)過(guò)培訓(xùn)或者調(diào)整工作崗位，仍不能勝任工作的；（三）勞動(dòng)合同訂立時(shí)所依據(jù)的客觀情況發(fā)生重大變化，致使勞動(dòng)合同無(wú)法履行，經(jīng)用人單位與勞動(dòng)者協(xié)商，未能就變更勞動(dòng)合同內(nèi)容達(dá)成協(xié)議的。Article 40 Under any of the following circumstances, the employer may rescind the labour contract by giving the worker a written notice 30 days in advance or by making an additional payment of one month’s wage to the worker:(1) where the worker suffers from an illness or a nonworkrelated injury and is unable to undertake the original job duties or other job duties arranged by the employer following pletion of the stipulated medical treatment period。(2) where the worker cannot perform his/her duties and remains to be incapable of performing the job duties after training or job transfer。(3) where the objective circumstances for which the conclusion of the labour contract is based upon have undergone significant changes and as a result thereof, the labour contract can no longer be performed and upon negotiation between the employer and the worker, both parties are unable to reach an agreement on variation of the contents of the labour contract.第四十一條 有下列情形之一，需要裁減人員二十人以上或者裁減不足二十人但占企業(yè)職工總數(shù)百分之十以上的，用人單位提前三十日向工會(huì)或者全體職工說(shuō)明情況，聽(tīng)取工會(huì)或者職工的意見(jiàn)后，裁減人員方案經(jīng)向勞動(dòng)行政部門(mén)報(bào)告，可以裁減人員：（一）依照企業(yè)破產(chǎn)法規(guī)定進(jìn)行重整的；（二）生產(chǎn)經(jīng)營(yíng)發(fā)生嚴(yán)重困難的；（三）企業(yè)轉(zhuǎn)產(chǎn)、重大技術(shù)革新或者經(jīng)營(yíng)方式調(diào)整，經(jīng)變更勞動(dòng)合同后，仍需裁減人員的；（四）其他因勞動(dòng)合同訂立時(shí)所依據(jù)的客觀經(jīng)濟(jì)情況發(fā)生重大變化，致使勞動(dòng)合同無(wú)法履行的。裁減人員時(shí)，應(yīng)當(dāng)優(yōu)先留用下列人員：（一）與本單位訂立較長(zhǎng)期限的固定期限勞動(dòng)合同的；（二）與本單位訂立無(wú)固定期限勞動(dòng)合同的；（三）家庭無(wú)其他就業(yè)人員，有需要扶養(yǎng)的老人或者未成年人的。用人單位依照本條第一款規(guī)定裁減人員，在六個(gè)月內(nèi)重新招用人員的，應(yīng)當(dāng)通知被裁減的人員，并在同等條件下優(yōu)先招用被裁減的人員。Article 41 Under any of the following circumstances where an employer needs to retrench 20 or more employees or where the number of employees to be retrenched is less than 20 but prises 10% or more of the total number of employees of the enterprise, the employer shall explain the situation to the labour union or all staff 30 days in advance and seek the opinion of the labour union or the employees, the employer may carry out the retrenchment exercise upon reporting the retrenchment scheme to the labour administrative authorities:(1) the employer undergoes restructuring pursuant to the provisions of the Enterprise Bankruptcy Law。(2) the employer has serious production and business difficulties。(3) the enterprise undergoes a change of production, significant technological reform or change of mode of operation and upon variation of labour contracts, there is still a need for retrenchment。 or(4) the objective circumstances for which the conclusion of a labour contract is based upon have undergone significant changes and as a result thereof, the labour contract can no longer be performed.The following personnel shall be given priority to be retained in a retrenchment exercise:(1) a worker who has entered into a fixedterm labour contract of a longer period with the employer。(2) a worker who has entered into a nonfixedterm labour contract with the employer。 or(3) a worker whose family members are not employed or who needs to support aged or underaged family members.Where an employer which carries out a retrenchment exercise pursuant to the provisions of the first paragraph of this Article is rehiring employees within six months shall notify the retrenched personnel and the retrenched personnel shall be given priority for employment under the same conditions.第四十二條 勞動(dòng)者有下列情形之一的，用人單位不得依照本法第四十條、第四十一條的規(guī)定解除勞動(dòng)合同：（一）從事接觸職業(yè)病危害作業(yè)的勞動(dòng)者未進(jìn)行離崗前職業(yè)健康檢查，或者疑似職業(yè)病病人在診斷或者醫(yī)學(xué)觀察期間的；（二）在本單位患職業(yè)病或者因工負(fù)傷并被確認(rèn)喪失或者部分喪失勞動(dòng)能力的；（三）患病或者非因工負(fù)傷，在規(guī)定的醫(yī)療期內(nèi)的；（四）女職工在孕期、產(chǎn)期、哺乳期的；（五）在本單位連續(xù)工作滿(mǎn)十五年，且距法定退休年齡不足五年的；（六）法律、行政法規(guī)規(guī)定的其他情形。Article 42 Under any of the following circumstances, the employer shall not rescind a labour contract pursuant to the provisions of Article 40 and Article 41:(1) where a worker who has engaged in work exposed to occupational hazards has not undergone postemployment occupational health check or during the period where a worker is suspected to have contracted an occupational illness or under medical observation。(2) where a worker has contracted an occupational illness or suffered a work injury while working for the employer and is confirmed to have lost his/her labour capability wholly or partially。(3) during the stipulated medical treatment period of a worker suffering from illness or nonworkrelated injury。(4) during the pregnancy, maternity leave or breastfeeding period of a female worker。(5) where a worker has worked for 15 years consecutively with the employer and will attain his/her statutory retirement age in less than five years’ time。 or(6) any other circumstances stipulated by the laws and regulations.第四十三條 用人單位單方解除勞動(dòng)合同，應(yīng)當(dāng)事先將理由通知工會(huì)。用人單位違反法律、行政法規(guī)規(guī)定或者勞動(dòng)合同約定的，工會(huì)有權(quán)要求用人單位糾正。用人單位應(yīng)當(dāng)研究工會(huì)的意見(jiàn)，并將處理結(jié)果書(shū)面通知工會(huì)。Article 43 An employer which unilaterally rescinds a labour contract shall notify the labour union of the reason beforehand. Where the employer violates the provisions of laws and regulations or the labour contract, the labour union shall have the right to require the employer to make correction. The employer shall study the opinion of the labour union and notify the labour union in writing of the oute.第四十四條 有下列情形之一的，勞動(dòng)合同終止：（一）勞動(dòng)合同期滿(mǎn)的；（二）勞動(dòng)者開(kāi)始依法享受基本養(yǎng)老保險(xiǎn)待遇的；（三）勞動(dòng)者死亡，或者被人民法院宣告死亡或者宣告失蹤的；（四）用人單位被依法宣告破產(chǎn)的；（五）用人單位被吊銷(xiāo)營(yíng)業(yè)執(zhí)照、責(zé)令關(guān)閉、撤銷(xiāo)或者用人單位決定提前解散的；（六）法律、行政法規(guī)規(guī)定的其他情形。Article 44 Under any of the following circumstances, a labour contract shall be terminated:(1) the labour contract has expired。(2) the worker has started exercising his/her basic pension insurance entitlements。(3) the worker is dead or declared dead by a People’s Court or declared missing。(4) the employer is declared