I. Dissolution or termination of the original labor contract. Generally speaking, there are two ways: one is to terminate the labor contract through consultation with employees, and the other is to terminate or terminate the labor contract with employees based on legal reasons. The former is based on reaching an agreement through consultation with employees, while the latter is based on legal reasons (see Articles 39, 40, 4 1 and 44 of the Labor Contract Law). Note that there are only the above two ways to dissolve or terminate the labor contract with employees, and the corresponding dissolution or termination procedures are different in different ways. It should also be noted that under one of the circumstances stipulated in Article 46 of the Labor Contract Law, employees need to be paid economic compensation for the dissolution or termination of the labor contract. If the reason is not determined according to law or the labor contract is dissolved or terminated with the employee without legal procedures, it will constitute illegal dissolution or termination of the labor contract, which may not have the effect of dissolution or termination, or it is necessary to pay compensation to the employee according to the standard of twice the economic compensation. Secondly, conclude a new labor contract. The freedom to choose a job is the inherent right of workers. In other words, after the employee terminates or terminates the labor contract with your company, it is entirely up to the employee to choose whether to conclude a new labor contract with the company you specify. Legally speaking, you have no right to force. Since your company is preparing to go public, it should be handled in accordance with the law and regulations in the process of dissolving or terminating the labor contract with employees to avoid illegal acts or triggering labor arbitration and litigation.