First, the reform and restructuring of state-owned enterprises has intensified the instability of labor relations. With the continuous acceleration of economic restructuring, optimization and upgrading in China, state-owned enterprises have accelerated the pace of reform and restructuring, and made major adjustments in personnel structure. The problem of labor relations of laid-off workers in state-owned enterprises has become increasingly prominent. Problems such as economic compensation for laid-off workers' termination of labor relations, continuation of social insurance relations and settlement of historical debts are more prominent. If these problems are not handled properly, it will easily lead to mass emergencies and contradictions between employees and enterprises. Second, the performance of labor contracts is outstanding. At present, in the tide of market economy, in order to maximize profits, some restructured state-owned enterprises have a trend of short-term labor contracts, and even some business operators have hired people at will to avoid social insurance obligations. These irregular employment systems and the phenomenon of not signing labor contracts exist in large numbers, which eventually lead enterprises to conclude, change and terminate labor contracts without authorization, forcing employees and enterprises to terminate labor relations, making labor disputes a long-term prominent contradiction. Third, the protection of workers' rights and interests is outstanding. First, the phenomenon of wage arrears has long existed; Many restructured enterprises have not solved the problem of employees' creditor's rights well due to historical reasons or poor economic benefits. Second, the wages of employees in some state-owned enterprises are lower than the local minimum wage, which brings great difficulties to the lives of employees. Third, some state-owned enterprises have poor working conditions, serious occupational injuries to workers and common overtime work. Fourth, the laws and regulations related to the restructuring of state-owned enterprises are not matched, and the basic management cannot meet the requirements of laws and regulations. First, the relevant laws and regulations of state-owned enterprises in China are not matched, and the legislation is relatively backward. The mismatch of laws and regulations related to labor relations in the process of state-owned enterprise restructuring has led to the seriousness of labor relations problems. Second, the understanding of national labor laws and regulations is not thorough, and effective means are not fully utilized to clarify the rights and obligations of both workers and enterprises, resulting in a lack of legal basis for handling labor relations. Third, the basic management work is not meticulous, the enterprise rules and regulations are not perfect, and the staff management lacks effectiveness, scientificity and effectiveness. Fourth, there is no strict implementation of relevant national laws and regulations. It is imperative to construct harmonious labor relations in state-owned enterprises. The author believes that the following measures can be taken. 1. The development vitality of state-owned enterprises should be further enhanced. The development vitality of an enterprise is the basis and condition for its progress, coordination and harmony. Only by developing can an enterprise have a solid material foundation, provide more material wealth for its employees, and give employees a sense of belonging and attachment of "taking the enterprise as their home"; Only by development can this enterprise become a "leading" enterprise and enhance the sense of honor and pride of employees; Only development can provide employees with more opportunities to display their talents and a platform to realize their own values, and can employees have a sense of responsibility and mission to share the same fate with the enterprise. Only in this way can we better stimulate employees' desire and vitality to love and be proud of the enterprise and seek common development with the enterprise. Only in this way, enterprises can be United and harmonious, employees can think in one place, and enterprises can flourish. 2. Adhere to the interests as the core, establish a fair distribution system, and fully mobilize the enthusiasm of employees. The focus of the contradiction of labor relations in enterprises is the distribution of interests, and establishing a reasonable distribution mechanism of interests is the key to solve the contradiction of labor relations. When dealing with the contradiction of labor relations, we should not only safeguard the dominant position of enterprises, but also safeguard the legitimate rights and interests of employees, and properly handle the distribution of interests between enterprises and employees. As long as the benefits are accepted by enterprises and employees, the contradiction of labor relations can be solved and the labor relations of enterprises will be harmonious. Fair distribution is an important part of building harmonious and stable labor relations. The salary system of state-owned enterprises should not only reflect "fair distribution", but also obey the development strategy of enterprises and give full play to the incentive role. 3. Strengthen the construction of labor management rules and regulations, and control and reduce disharmonious factors from the root. First, adapt to the requirements of the reform and development of state-owned enterprises, and make the labor management rules and regulations more standardized, effective and humanized. The second is to improve the management of labor contracts, conscientiously implement the labor contract law, and enhance the awareness of rights and obligations of both parties through reasonable negotiation, signing and dynamic management of labor contracts. Third, strengthen the management consciousness of grass-roots managers according to law, ensure that the legitimate rights and interests of employees are not harmed in their work, and eliminate contradictions and conflicts from the source. The fourth is to provide a basis for handling labor relations, so that there are rules to follow and rules to follow. The fifth is to improve the emergency mechanism and enhance the ability to cope. 4. Establish and improve employee complaints and handling channels, and timely adjust the discordant notes of labor relations. The emotional dissatisfaction of employees in enterprises is the source of labor disputes that can not be ignored, usually because of improper practices or illegal acts in employment, labor remuneration, welfare treatment, working conditions and so on. From the morphological point of view, although employee dissatisfaction is not a labor dispute in the strict sense, if there are no normal channels for expression and handling, it will often turn into an open dispute and even lead employees to take extreme measures. What's more, employees' dissatisfaction and complaints, if not properly channeled, will not only greatly dampen employees' enthusiasm for work, weaken their confidence in enterprise development, but also lead to employees' hatred of enterprise leaders and even dissatisfaction with society, and make irrational behaviors. 5. The handling of labor disputes should follow the principles of legality, timeliness, proper handling (1) and handling according to law. In the process of handling labor disputes, we must first solve labor disputes according to law on the basis of finding out the facts. It can also be based on collective contracts, labor contracts signed according to law, articles of association of enterprises formulated according to law and discussed and adopted by the workers' congress or the workers' congress, etc. , as the basis for solving labor disputes. (2) The principle of timely handling. After the occurrence of labor disputes, enterprises should show their positions and attitudes and corresponding solutions as soon as possible, deal with them in time, and try their best to resolve the contradictions in the bud. (3) The principle of consultation and mediation. First of all, the principle of voluntariness must be observed. If a party applies to the enterprise labor dispute mediation committee for mediation, it must be agreed by both parties to the dispute, otherwise the mediation committee will not accept it. Second, we must adhere to the principle of legality and justice. Mediation is carried out on the basis of finding out the facts and distinguishing the responsibilities. Through persuasion and education, the parties can reach a settlement agreement within the scope permitted by law, which is not unprincipled. Third, if the parties are unwilling to mediate or mediation fails, don't procrastinate for a long time, so as not to delay time and cause unnecessary waste and damage to both parties. Fifth, give full play to the role of trade unions in building harmonious labor relations in state-owned enterprises. As the representative and defender of workers' interests, trade unions should focus on participating in the research and formulation of laws and regulations concerning the immediate interests of workers and safeguard their economic interests from the legal and policy perspectives; Efforts should be made to establish and improve an effective mechanism for the stability of labor relations, actively participate in coordinating the contradiction between social interests and labor relations, and realize the maintenance of employees' economic interests; We should focus on the deepening of enterprise reform and safeguard the economic interests of employees from the adjustment of management system, operation mechanism and distribution system. Focus on the system construction of equal consultation and collective contract to ensure the maintenance of workers' economic interests from the system; Focus on building a supplementary guarantee mechanism for employees' living, help employees solve some practical difficulties in their work and life, and safeguard the economic interests of employees in doing practical things for employees.