专业团队

一、民法典劳动合同未到期解聘补偿金怎么算

民法典合同未到期解聘补偿金分为三种情况：

1、单位违法解除。单位辞退你，没有任何合法理由，应该支付你赔偿金，即每工作一年支付2个月工资;

2、单位合法解除。符合《劳动合同法》46条规定的，应该支付你经济补偿金，即每工作一年支付一个月本人工资，N;符合《劳动合同法》第40条，并且没有提前1个月通知的还应多支付1个月工资作为代通知金，俗称N+1;

3、无补偿合法解除的情况。如果你存在《劳动合同法》第39条的规定的情况例如严重违反公司制度、给公司造成重大经济损失、被判刑等情况，单位提出解除劳动关系的，不需要支付你补偿或赔偿。

《劳动合同法》

第四十六条 【经济补偿】有下列情形之一的，用人单位应当向劳动者支付经济补偿：

(一)劳动者依照本法第三十八条规定解除劳动合同的;

(二)用人单位依照本法第三十六条规定向劳动者提出解除劳动合同并与劳动者协商一致解除劳动合同的;

(三)用人单位依照本法第四十条规定解除劳动合同的;

(四)用人单位依照本法第四十一条第一款规定解除劳动合同的;

(五)除用人单位维持或者提高劳动合同约定条件续订劳动合同，劳动者不同意续订的情形外，依照本法第四十四条第一项规定终止固定期限劳动合同的;

(六)依照本法第四十四条第四项、第五项规定终止劳动合同的;

(七)法律、行政法规规定的其他情形。

第四十七条 【经济补偿的计算】经济补偿按劳动者在本单位工作的年限，每满一年支付一个月工资的标准向劳动者支付。六个月以上不满一年的，按一年计算;不满六个月的，向劳动者支付半个月工资的经济补偿。

二、经济补偿金的基数范围是怎样的

根据规定：劳动合同法第四十七条规定的经济补偿的月工资按照劳动者应得工资计算，包括计时工资或者计件工资以及奖金、津贴和补贴等货币性收入。劳动者在劳动合同解除或者终止前12个月的平均工资低于当地最低工资标准的，按照当地最低工资标准计算。劳动者工作不满12个月的，按照实际工作的月数计算平均工资。故应当是应发工资。劳动者的以下劳动收入不列入经济补偿金基数的范围：

(1)劳动保护费用，如工作服、解毒剂、清凉饮料费用等;

(2)按规定未列入工资总额的各种劳动报酬及其他劳动收入，如创造发明奖、国家星火奖、自然科学奖、科学技术进步奖、合理化建议和技术改进奖、中华技能大奖等，以及稿费、讲课费、翻译费等。

1、 How to calculate the compensation for unexpired termination of labor contracts in the Civil Code

The compensation for unexpired termination of a contract in the Civil Code can be divided into three situations:

1. The unit is illegally terminated. If your company dismisses you without any legal reason, you should be paid compensation, which is 2 months of salary per year of work;

2. The unit is legally terminated. If it meets the provisions of Article 46 of the Labor Contract Law, you should be paid economic compensation, that is, one month's salary for each year of work, N; Those who comply with Article 40 of the Labor Contract Law and have not been notified one month in advance should also pay an additional month's salary as a notice payment, commonly known as N+1;

3. The situation of legal termination without compensation. If you fall under the provisions of Article 39 of the Labor Contract Law, such as seriously violating company regulations, causing significant economic losses to the company, being sentenced, etc., and the unit proposes to terminate the labor relationship, you do not need to pay compensation or compensation.

Labor Contract Law

Article 46: In case of any of the following circumstances, the employer shall pay economic compensation to the employee:

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

（2） If the employer proposes to terminate the labor contract with the employee in accordance with Article 36 of this Law and reaches an agreement to terminate the labor contract through consultation with the employee;

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

（4） The employer terminates the labor contract in accordance with the provisions of Article 41, Paragraph 1 of this Law;

（5） Unless the employer maintains or improves the conditions stipulated in the labor contract to renew the labor contract, and the employee does not agree to the renewal, the fixed term labor contract shall be terminated in accordance with the provisions of Article 44 (1) of this Law;

（6） Terminate the labor contract in accordance with the provisions of Article 44 (4) and (5) of this Law;

（7） Other circumstances stipulated by laws and administrative regulations.

Article 47 [Calculation of Economic Compensation] Economic compensation shall be paid to employees based on their years of service in the unit, at the rate of one month's salary for each full year of service. If the duration is more than six months but less than one year, it shall be calculated as one year; For those who have been working for less than six months, economic compensation of half a month's salary shall be paid to the worker.

2、 What is the base range of economic compensation

According to regulations, the monthly salary for economic compensation stipulated in Article 47 of the Labor Contract Law shall be calculated based on the wages that the employee is entitled to, including hourly or piece rate wages, as well as monetary income such as bonuses, allowances, and subsidies. If the average salary of an employee in the 12 months prior to the termination or termination of the labor contract is lower than the local minimum wage standard, it shall be calculated according to the local minimum wage standard. If a worker has worked for less than 12 months, the average salary shall be calculated based on the actual number of months worked. Therefore, wages should be paid. The following labor income of workers is not included in the scope of economic compensation base:

(1) Labor protection expenses, such as work clothes, disinfectants, and cooling beverage expenses;

(2) According to regulations, various labor remuneration and other labor income that are not included in the total salary, such as the Creation and Invention Award, National Spark Award, Natural Science Award, Scientific and Technological Progress Award, Reasonable Suggestions and Technological Improvement Award, Chinese Skills Award, etc., as well as manuscript fees, lecture fees, translation fees, etc.