Because according to the regulations, the length of service from the head office to the branch office should be calculated continuously. Where the employing unit is merged or divided, the original labor contract shall remain valid, and the labor contract shall continue to be performed by the employing unit that inherits its rights and obligations.

Redundancy compensation transferred to subsidiaries is as follows:

1. The economic compensation shall be paid according to the standard of one month's salary for every year the laborer has worked in this unit;

2, more than six months but less than one year, according to one year;

3, less than six months, pay economic compensation for half a month's salary to the workers;

4. 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;

5. If the unit unilaterally dismisses without justifiable reasons, it needs to pay double compensation according to the above standards.

Provisions on the responsibility of layoffs:

1. If the employee terminates the labor contract in violation of the stipulations of the labor contract, the employee must bear the expenses paid by the employer;

2. If the employee terminates the labor contract in violation of the labor contract, the employee must bear the training expenses paid by the employer. Otherwise agreed by both parties;

3. If the laborer terminates the labor contract in violation of the Regulations or the labor contract, causing direct economic losses to the production, operation and work of the employing unit, the laborer must be liable for compensation;

4. If the laborer violates the confidential matters stipulated in the labor contract and causes economic losses to the employer, he shall pay compensation to the employer;

5. Other compensation expenses agreed by the employer and the employee in the labor contract.

To sum up, the number of years of being laid off when transferred to a subsidiary is calculated together with the number of years of the head office. Because according to the regulations, the length of service from the head office to the branch office should be calculated continuously. Where the employing unit is merged or divided, the original labor contract shall remain valid, and the labor contract shall continue to be performed by the employing unit that inherits its rights and obligations.

Legal basis:

Article 46 of the Labor Law of People's Republic of China (PRC)

In any of the following circumstances, the employing unit shall pay economic compensation to the workers:

(1) The laborer terminates the labor contract in accordance with the provisions of Article 38 of this Law;

(2) The employing unit proposes to terminate the labor contract with the laborer in accordance with the provisions of Article 36 of this Law, and the labor contract is terminated through consultation with the laborer;

(3) The employer terminates the labor contract in accordance with the provisions of Article 40 of this Law;

(4) The employer terminates the labor contract in accordance with the provisions of the first paragraph of Article 41 of this Law;

(5) Terminating a fixed-term labor contract in accordance with the provisions of the first paragraph of Article 44 of this Law, except that the employer maintains or improves the conditions stipulated in the labor contract to renew the labor contract and the employee does not agree to renew it;

(6) The labor contract is terminated in accordance with the provisions of Item 4 and Item 5 of Article 44 of this Law;

(seven) other circumstances stipulated by laws and administrative regulations.