1, economic compensation. According to the Labor Contract Law of People's Republic of China (PRC), if the labor contract cannot be fulfilled due to the relocation of the company, the employer shall pay economic compensation to the employees.
2. Asset compensation. Including immovable land, houses, buildings and ground attachments, as well as compensation for machinery and equipment lost due to relocation.
3. Loss of production or business suspension. Compensation for the loss of production and business suspension caused by relocation usually includes actual operating loss and expected operating loss.
4, relocation and temporary resettlement compensation. If employees need to be relocated or temporarily resettled due to the relocation of the company, employees shall be compensated accordingly.
5. Incentive fee. It may include relocation expenses, relocation incentive fees, etc. The specific amount is determined according to local policies.
The company relocation compensation process usually includes the following steps:
1, preliminary reaction.
2. Solve the problem through negotiation.
3. Arbitration procedure.
4. Housing expropriation compensation.
5. Relocation compensation: Relocation compensation of enterprises can include compensation for land, real estate and buildings, compensation for equipment and facilities, compensation for decoration, relocation expenses, compensation for dismissal and resettlement of personnel, relocation incentives and losses due to suspension of production and business. .
6. Preparation and implementation of relocation.
7. Follow-up work after relocation.
To sum up, the company's relocation compensation mainly includes economic compensation, asset compensation, loss of production and business suspension, relocation and temporary resettlement compensation, incentive fees, etc.
Legal basis:
People's Republic of China (PRC) labor contract law
Article 40
Under any of the following circumstances, the employer may terminate the labor contract after notifying the employee in writing 30 days in advance or paying the employee an extra month's salary:
(1) The employee is sick or injured outside work, and cannot engage in the original job or other jobs arranged by the employer after the prescribed medical treatment period expires.
(two) the laborer is not competent for the job, and he is still not competent for the job after training or adjusting his post.
(3) The objective conditions on which the labor contract was concluded have changed greatly, which makes it impossible to perform the labor contract, and the employer and the employee cannot reach an agreement on changing the contents of the labor contract through consultation.
Article 47
The economic compensation shall be paid according to the standard of one month's salary for each full year of the employee's working years in the unit. If it is more than six months but less than one year, it will be counted as one year. If it is less than six months, economic compensation of half a month's salary shall be paid to the workers. If the monthly salary of workers is three times higher than the average monthly salary of local workers announced by the people's government of the municipality directly under the central government or the city divided into districts where the employer is located, the standard for paying economic compensation to workers is three times the average monthly salary of workers, and the longest period for paying economic compensation to workers shall not exceed 12 years.