Legal analysis: before the employee's labor contract expires, the company proposed to re-sign the labor contract, which is a unilateral intention to terminate the original labor contract. If the employee agrees to re-sign, the two parties can re-sign the contract and stipulate that the original labor contract is invalid. If the employee disagrees, he has the right to refuse, and the original labor contract is still valid. If the company has forced or coerced employees, even if a new labor contract is signed, it is invalid.

Legal basis: Article 17 of People's Republic of China (PRC) Labor Contract Law shall contain the following clauses: (1) Name, domicile and legal representative or principal responsible person of the employing unit; (2) The name and address of the laborer and the number of the resident identity card or other valid identity documents; (3) The term of the labor contract; (4) Work content and work place; (five) working hours and rest and vacation; (6) Labor remuneration; (7) Social insurance; (eight) labor protection, working conditions and occupational hazard protection; (nine) other matters that should be included in the labor contract as stipulated by laws and regulations. In addition to the necessary provisions stipulated in the preceding paragraph, the employer and the employee may agree on probation, training, confidentiality, supplementary insurance and welfare benefits.