New rules for women with flexible employment in Shenzhen to retire at 50 years old

What is the new 50-year-old retirement rule for women with flexible employment in Shenzhen?

According to the latest "People's Republic of China (PRC) Labor Law" and "People's Republic of China (PRC) Labor Contract Law", the new provisions for women with flexible employment to retire at the age of 50 are as follows:

When women with flexible employment reach the legal retirement age, they need to meet certain conditions to enjoy retirement benefits. These conditions include: paying the basic old-age insurance premium for fifteen years; Has reached the statutory retirement age; Meet other conditions stipulated by the state.

After reaching the statutory retirement age, women with flexible employment can apply to the local social insurance institution for a basic pension. The amount of basic pension is determined according to factors such as individual payment period, payment base and payment method.

While enjoying the basic pension, women with flexible employment can also enjoy other social insurance benefits such as medical insurance and unemployment insurance.

To sum up, the new 50-year-old retirement regulations for women with flexible employment in Shenzhen are formulated according to the latest Labor Law of People's Republic of China (PRC) and Labor Contract Law of People's Republic of China (PRC), aiming at protecting the legitimate rights and interests of women with flexible employment and promoting social fairness and stability.

Legal basis:

Article 50 of the Labor Law of People's Republic of China (PRC): The state establishes a unified old-age insurance system to ensure that workers enjoy old-age insurance benefits when they reach the statutory retirement age.

Article 44 of the Labor Contract Law of People's Republic of China (PRC): In any of the following circumstances, the labor contract is terminated: (1) The labor contract expires; (two) workers began to enjoy the basic old-age insurance benefits according to law; (3) The laborer dies, or is declared dead or missing by the people's court; (4) The employing unit is declared bankrupt according to law; (5) The business license of the employing unit is revoked, ordered to close down or revoked, or the employing unit decides to dissolve in advance; (6) Other circumstances stipulated by laws and administrative regulations.

The above contents are for reference only. For accurate information, it is recommended to consult relevant laws and regulations or consult professionals.