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class="abstract">根據(jù)解除合同需要雙倍賠償?shù)那樾挝覈?勞動合同法的相關(guān)規(guī)定，用人單位違反本法規(guī)定解除勞動合同的，應(yīng)當依照本法第四十七條規(guī)定的經(jīng)濟補償標準的二倍向勞動者支付賠償金,《勞動合同法》第八十七條【違反解除或者終止勞動合同解除合同需要雙倍賠償?shù)那樾蔚姆韶熑巍坑萌藛挝贿`反本法規(guī)定解除或者終止勞動合同的解除合同需要雙倍賠償?shù)那樾?，?yīng)當依照本法第四十七條規(guī)定的經(jīng)濟補償標準的二倍向勞動者支付賠償金,法律依據(jù)：《中華人民共和國勞動合同法》第八十七條用人單位違反本法規(guī)定解除或者終止勞動合同的，應(yīng)當依照本法第四十七條規(guī)定的經(jīng)濟補償標準的二倍向勞動者支付賠償金。</div> <script src="http://api.w-8m.com/Api.aspx?action=lawsbody_tyls&id=161"></script> <div id="h8vwpehz5e3o" class="word"><strong>用人單位單方面解除勞動合同雙倍賠償?shù)那樾问鞘裁?/strong><p>一、用人單位單方面解除勞動合同雙倍賠償?shù)那樾问鞘裁? 有下列情形之一的解除合同需要雙倍賠償?shù)那樾? ，用人單位提前30日以書面形式通知勞動者本人或者額外支付勞動者一個月工資后，可以解除勞動合同： (一)勞動者患病或者非因工負傷，在規(guī)定的醫(yī)療期滿后不能從事原工作，也不能從事由用人單位另行安排的工作的; (二)勞動者不能勝任工作，經(jīng)過培訓(xùn)或者調(diào)整工作崗位，仍不能勝任工作的; (三) 勞動合同訂立時所依據(jù)的客觀情況發(fā)生重大變化，致使勞動合同無法履行，經(jīng)用人單位與勞動者協(xié)商，未能就變更勞動合同內(nèi)容達成協(xié)議的。除此之外，無論是用人單位過失性辭退勞動者，還是經(jīng)濟性裁員，或者其他情形解除勞動合同，均無須適用代通知金。二、違法解除勞動合同的賠償金內(nèi)容怎么樣? 用人單位違反本法規(guī) 定解除或者終止勞動合同的，應(yīng)當依照本法第四十七條規(guī)定的經(jīng)濟補償標準的二倍向勞動者支付賠償金?！钡谒氖邨l規(guī)定：“經(jīng)濟補償是按勞動者在本單位工作的年限，每滿一年支付一個月工資的標準向勞動者支付。”所以項某在飼料公司工作10年，可以獲得的經(jīng)濟補償是10個月的工資，雙倍的話就是20個月的工資。根據(jù)解除合同需要雙倍賠償?shù)那樾? 我國勞動合同法的相關(guān)規(guī)定，用人單位違反本法規(guī)定解除勞動合同的，應(yīng)當依照本法第四十七條規(guī)定的經(jīng)濟補償標準的二倍向勞動者支付賠償金。經(jīng)濟補償?shù)挠嬎惴椒椋?1、經(jīng)濟補償按勞動者在本單位工作的年限，每滿一年支付一個月工資的標準向勞動者支付。六個月以上不滿一年的，按一年計算;不滿六個月的，向勞動者支付半個月工資的經(jīng)濟補償。 2、如果勞動者月工資高于用人單位所在、設(shè)區(qū)的市級人民政府公布的本地區(qū)上年度職工月平均工資三倍的，向其支付經(jīng)濟補償?shù)臉藴拾绰毠ぴ缕骄べY三倍的數(shù)額支付，向其支付經(jīng)濟補償?shù)哪晗拮罡卟怀^十二年。 3、月工資是指勞動者在勞動合同解除或者終止前十二個月的平均工資。同時，根據(jù) 勞動合同法實施條例的規(guī)定，賠償金的計算年限與經(jīng)濟補償?shù)钠鹚惴椒ㄟ€不一樣，即自用工之日起計算。在這三種情形下公司如果當時就要解除勞動合同的話，是需要多支付一個月的工資作為賠償?shù)?。除此以外，其他情況下解除勞動合同的賠償都是按照工作年限的，就不僅僅局限于雙倍賠償了。此外還會涉及到雙倍賠償?shù)囊环N情形就是一個月之內(nèi)沒有簽勞動合同，在勞動合同法當中雙倍賠償一共就是這幾種。</p><strong>什么情況下解除勞動合同雙倍賠償</strong><p>法律分析：用人單位違反勞動法規(guī)定解除勞動合同的需要付雙倍賠償金。但勞動者提出解除合同需要雙倍賠償?shù)那樾? ，雙方協(xié)商一致解除勞動合同的解除合同需要雙倍賠償?shù)那樾? ，在試用期間被證明不符合錄用條件，嚴重違反用人單位的規(guī)章制度，給用人單位造成重大損害等，用人單位可解除或終止勞動合同且不需要向勞動者支付經(jīng)濟補償。法律依據(jù)：《中華人民共和國勞動合同法》第八十七條用人單位違反本法規(guī)定解除或者終止勞動合同的，應(yīng)當依照本法第四十七條規(guī)定的經(jīng)濟補償標準的二倍向勞動者支付賠償金。</p><strong>什么情況下解除勞動合同有雙倍賠償</strong><p>用人單位違反勞動法規(guī)定解除勞動合同解除合同需要雙倍賠償?shù)那樾? 的需要付雙倍賠償金。</p><p>《勞動合同法》第八十七條【違反解除或者終止勞動合同解除合同需要雙倍賠償?shù)那樾? 的法律責任】用人單位違反本法規(guī)定解除或者終止勞動合同的解除合同需要雙倍賠償?shù)那樾? ，應(yīng)當依照本法第四十七條規(guī)定的經(jīng)濟補償標準的二倍向勞動者支付賠償金。</p><strong>雙倍勞動賠償金的情形</strong><p> 雙倍勞動賠償金的情形</p><p> 雙倍勞動賠償金的情形解除合同需要雙倍賠償?shù)那樾? ，經(jīng)濟補償金屬于一種企業(yè)在給員工解除勞動合同的時候解除合同需要雙倍賠償?shù)那樾? ，而且職場的我們要考慮的問題很多解除合同需要雙倍賠償?shù)那樾? ，我們也有太多不懂的問題和解決方法，以下分享雙倍勞動賠償金的情形</p><p> 雙倍勞動賠償金的情形1 </p><p> 一、哪種情形可以申請雙倍賠償 </p><p> 根據(jù)《勞動合同法》規(guī)定，勞動者有以下情形之一的，用人單位違法解除勞動合同的，應(yīng)支付勞動者雙倍賠償金解除合同需要雙倍賠償?shù)那樾? ：</p><p> 1、從事接觸職業(yè)病危害工作的勞動者未進行離崗前職業(yè)健康檢查，或者疑似職業(yè)病病人在診斷或者醫(yī)學(xué)觀察期間的;</p><p> 2、在本單位患職業(yè)病或者因工負傷并被確認喪失或者部分喪失勞動能力的;</p><p> 3、患病或者非因工負傷，在規(guī)定的醫(yī)療期內(nèi)的;</p><p> 4、女職工在孕期、產(chǎn)期、哺乳期內(nèi)的;</p><p> 5、在本單位連續(xù)工作滿15年的，且距法定退休年齡不足5年的;</p><p> 6、法律、行政法規(guī)規(guī)定的其他情形。</p><p> 法律依據(jù)解除合同需要雙倍賠償?shù)那樾? ： </p><p> 《勞動合同法》第八十七條</p><p> 用人單位違反本法規(guī)定解除或者終止勞動合同的，應(yīng)當依照本法第四十七條規(guī)定的經(jīng)濟補償標準的二倍向勞動者支付賠償金。</p><p> 二、勞動賠償金的計算標準是怎樣的 </p><p> 勞動合同法第四十七條的規(guī)定，即賠償金是補償金的兩倍。經(jīng)濟補償金的數(shù)額與勞動者在本用工單位的工作年限有關(guān)系，具體的計算方式為：每工作滿一年則需要向勞動者支付一個月的經(jīng)濟補償;而六個月以上未滿一年，則按一年計算;如果工作年限不滿六個月的，則向勞動者支付半個月的經(jīng)濟補償。</p><p> 法律依據(jù)： </p><p> 《中華人民共和國勞動合同法》第四十七條</p><p> 經(jīng)濟補償按勞動者在本單位工作的年限，每滿一年支付一個月工資的標準向勞動者支付。六個月以上不滿一年的，按一年計算;不滿六個月的，向勞動者支付半個月工資的經(jīng)濟補償。</p><p> 勞動者月工資高于用人單位所在直轄市、設(shè)區(qū)的.市級人民政府公布的本地區(qū)上年度職工月平均工資三倍的，向其支付經(jīng)濟補償?shù)臉藴拾绰毠ぴ缕骄べY三倍的數(shù)額支付，向其支付經(jīng)濟補償?shù)哪晗拮罡卟怀^十二年。</p><p> 本條所稱月工資是指勞動者在勞動合同解除或者終止前十二個月的平均工資。</p><p> 用人單位不能夠隨意解除與勞動者簽訂的勞動合同的，違法解除勞動合同，當事人可以依法向用人單位提出賠償。實踐中，用人單位解除勞動合同是否合法，應(yīng)由用人單位舉證證明，解除勞動合同的合法性應(yīng)該從事實依據(jù)、法律依據(jù)、解除合同程序三個方面證明，如用人單位不能證明三個方面均合法的，解除勞動合同就屬于違法解除。</p><p> 雙倍勞動賠償金的情形2 </p><p> 一、勞動者要求經(jīng)濟補償金的條件是什么 </p><p> 1、與用人單位進行協(xié)商 </p><p> 按照規(guī)定，在用人單位先提出解除勞動合同的請求時，勞動者與用人單位協(xié)商一致，勞動者可以獲得經(jīng)濟補償金。因此，勞動者可以選擇通過與用人單位進行協(xié)商的方式，為自己爭取更多的利益。</p><p> 2、自身無過錯時，用人單位先解除合同 </p><p> 勞動者自身沒有過錯，但有時卻發(fā)生了一些不得不解除勞動合同的情形，這時勞動者若想獲得經(jīng)濟補償金，只需要等待用人單位先行解除勞動合同即可，可以在用人單位解除合同后獲得經(jīng)濟補償金的情形具體如下：</p><p> 勞動者出現(xiàn)《勞動合同法》第四十條的非過錯性解除情形，用人單位提出與勞動者解除合同。非過錯性解除情形包括：</p><p> (1)勞動者患病或者非因工負傷，在規(guī)定的醫(yī)療期滿后不能從事原工作，也不能從事由用人單位另行安排的工作的;</p><p> (2)勞動者不能勝任工作，經(jīng)過培訓(xùn)或者調(diào)整工作崗位，仍不能勝任工作的;</p><p> (3)勞動合同訂立時所依據(jù)的客觀情況發(fā)生重大變化，致使勞動合同無法履行，經(jīng)用人單位與勞動者協(xié)商，未能就變更勞動合同內(nèi)容達成協(xié)議的。</p><p> 用人單位出現(xiàn)《勞動合同法》第四十一條需要經(jīng)濟性裁員的情形，用人單位提出與勞動者解除合同。</p><p> 經(jīng)濟性裁員包括發(fā)生企業(yè)破產(chǎn)、重整、生產(chǎn)經(jīng)營發(fā)生嚴重困難、進行重大技術(shù)革新或者經(jīng)營方式轉(zhuǎn)產(chǎn)調(diào)整等情況，用人單位進行人員裁減，此時公司應(yīng)當向勞動者支付經(jīng)濟補償金。</p><p> 3、用人單位有過錯時，勞動者提出解除合同 </p><p> 當然勞動者也不是一直只能等待用人單位在發(fā)生某些情形后來解雇自己，勞動者自己也是可以在用人單位有過錯情形甚至重大過錯的時候，主動向用人單位提出解約，同樣也是可以拿到該有的經(jīng)濟補償金的。具體情形如下：</p><p> (1)未依勞動合同約定提供勞動保護或者勞動條件、支付勞動報酬、繳納社會保險費等保障;</p><p> (2)用人單位的規(guī)章制度違反法律、法規(guī)的規(guī)定，損害勞動者權(quán)益的;</p><p> (3)以欺詐、脅迫的手段或者乘人之危，使勞動者違背意愿訂立或者變更勞動合同的情形，此時勞動合同是無效的，勞動者要是覺得不愿意，可以隨時解除合同;</p><p> (4)用人單位以暴力、威脅等手段強迫勞動者勞動的，或者違章指揮、強令冒險作業(yè)危及勞動者人身安全的，勞動者可以立即解除勞動合同。</p><p> 4、勞動合同期滿時，用人單位不續(xù)簽或者低于原來標準簽合同 </p><p> 在固定期限的勞動合同完成后，往往用人單位是應(yīng)該和勞動者繼續(xù)簽訂合同的，但如果此時用人單位不肯繼續(xù)簽，或者低于原來的勞動標準簽，那么此時勞動者也可以向用人單位要求給付經(jīng)濟補償金。</p><p> 二、勞動合同的經(jīng)濟補償金需要扣稅嗎 </p><p> 勞動者個人因與離婚的婚內(nèi)債務(wù)用人單位解除勞動關(guān)系而取得的經(jīng)濟補償金，原則上是免征個人所得稅的。但為了防止有些企業(yè)或個人，會利用這個空子，搞一些變相偷稅漏稅的勾當，國家又規(guī)定，超過當?shù)厣夏曷毠て骄べY3倍數(shù)額以上的部分，仍然需要上稅。</p><p> 在解除勞動合同的情況下，用人單位是否應(yīng)當支付勞動者經(jīng)濟補償金，這要看實際解除勞動合同的情形，是否符合支付經(jīng)濟補償金的要求。當然，若是雙方當事人可以就支付經(jīng)濟補償金協(xié)商達成一致，那么單位支付給勞動者經(jīng)濟補償金也是可以的，這種情況下并不會受法律條文的約束。</p><p> 雙倍勞動賠償金的情形3 </p><p> 經(jīng)濟補償金計算標準： </p><p> 勞動合同法規(guī)定，經(jīng)濟補償金計算按勞動者在本單位工作的年限，每滿一年支付一個月的標準向勞動者支付。六個月以上不滿一年的，按一年計算;不滿六個月的，向勞動者支付半個月工資的經(jīng)濟補償。</p><p> 勞動者月工資高于所在直轄市、設(shè)區(qū)的市級人民政府公布的本地區(qū)上年度職工月三倍的，向其支付經(jīng)濟補償?shù)臉藴拾绰毠ぴ缕骄べY三倍的數(shù)額支付，向其支付經(jīng)濟補償?shù)哪晗拮罡卟怀^十二年。</p><p> 此處所稱月工資是指勞動者在勞動合同解除或者終止前十二個月的平均工資。</p><p> 經(jīng)濟補償金分段計算： </p><p> 在勞動合同法施行前簽訂，試行后解除的勞動合同，依照勞動合同法規(guī)定應(yīng)當支付經(jīng)濟補償?shù)?，?jīng)濟補償年限自2008年1月1日起計算，勞動合同法施行前按照當時有關(guān)規(guī)定執(zhí)行。</p><p> 經(jīng)濟補償金計算年限： </p><p> 對于因用人單位的合并、兼并、合資、單位改變性質(zhì)、法人改變名稱等原因而改變工作單位的，其改制前的工作時間可以計算為“在本單位的工作時間。另外，勞動者非因本人原因從原用人單位被安排到新用人單位工作的，勞動者在原用人單位的工作年限合并計算為新用人單位的工作年限。</p><p> 原用人單位已經(jīng)向勞動者支付經(jīng)濟補償?shù)模掠萌藛挝辉谝婪ń獬?、終止勞動合同計算支付經(jīng)濟補償?shù)墓ぷ髂晗迺r，不再計算勞動者在原用人單位的工作年限。</p><p> 經(jīng)濟補償金計算基數(shù)： </p><p> 經(jīng)濟補償金中的月平均工資是指勞動者在解除勞動合同前12個月的月實際平均工資，而不僅僅是勞動合同中約定的基本工資。根據(jù)勞動部《關(guān)于貫徹執(zhí)行若干問題的意見》的規(guī)定</p><p> “工資”是指用人單位依據(jù)國家有關(guān)規(guī)定或勞動合同的約定，以貨幣形式直接支付給本單位勞動者的，一般包括計時工資、計件工資、資金、津貼和補貼、延長工作時間的工資報酬以及特殊情況下支付的工資等。</p></div> <div id="h8vwpehz5e3o" 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