No unit has the right to corporal punishment of employees and needs to bear legal responsibility. Employers can also severely punish those responsible for corporal punishment of employees according to rules and regulations and specific conditions, such as demanding a public apology, suspension or even termination of the labor contract.

Under any of the following circumstances, the employee may terminate the labor contract:

1. Failing to provide labor protection or working conditions as agreed in the labor contract;

2. Failing to pay labor remuneration in full and on time;

3. Failing to pay social insurance premiums for workers according to law;

4. The rules and regulations of the employing unit violate the provisions of laws and regulations and damage the rights and interests of workers;

5. If the employer forces the laborer to work by means of violence, threat or illegal restriction of personal freedom, or if the employer illegally directs or forces the risky operation to endanger the personal safety of the laborer, the laborer may immediately terminate the labor contract without informing the employer in advance.

The following labor contracts are invalid or partially invalid:

1. Causing the other party to conclude or change a labor contract against its true meaning by means of fraud, coercion or taking advantage of the danger of others;

2. The employer exempts itself from legal responsibility and excludes the rights of workers;

3. Violation of mandatory provisions of laws and administrative regulations.

legal ground

People's Republic of China (PRC) labor contract law

Article 4 The employing unit shall establish and improve labor rules and regulations according to law, so as to ensure that laborers enjoy labor rights and perform labor obligations.

When an employing unit formulates, modifies or decides the rules and regulations or major issues directly related to the vital interests of workers, such as labor remuneration, working hours, rest and vacation, labor safety and hygiene, insurance and welfare, employee training, labor discipline and labor quota management, it shall discuss with the workers' congress or all employees, put forward plans and opinions, and negotiate with trade unions or employee representatives on an equal footing.

In the process of implementing rules and regulations and major issues, trade unions or employees have the right to propose to the employer and revise and improve them through consultation.

The employing unit shall publicize or inform the rules and regulations and major issues directly related to the vital interests of workers.