What are the requirements for working abroad?

Conditions that Chinese citizens must meet to apply for labor export:

First, professional and technical work must be suitable for overseas countries. It is impossible for those with mismatched majors and unskilled skills to meet the requirements.

The second is to have good moral cultivation and abide by the laws and labor disciplines of the country where you are going.

Third, you must have a healthy body and be able to adapt to the climate conditions and working environment of the country you are going to.

The fourth is to have necessary language skills, especially foreign language proficiency for dealing directly with foreign parties, but generally those who work collectively do not need to emphasize foreign language skills.

Expatriate labor services involve the rights and obligations of the overseas dispatch enterprise, the overseas labor dispatch personnel, and the overseas employer, including between the overseas dispatch enterprise and the overseas labor dispatch personnel, and between the overseas dispatch enterprise and the overseas employer. , the triple relationship between dispatched labor personnel and overseas employers. The most important feature of overseas labor service is the separation of employment and use. The specific analysis is as follows:

1. The purpose of expatriate enterprises is to engage in the operation of expatriate businesses. It is a labor supply provided by expatriate enterprises in response to the needs of government organizations, non-profit organizations, private enterprises or individuals. employed by these agencies.

2. The outsourcing enterprise has a labor contract relationship with the outgoing labor service personnel. The two parties have concluded an outsourcing labor service contract or a fixed-term contract, or an irregular contract. With the consent of the outgoing labor service personnel, it is agreed that the outgoing labor service personnel shall Workers go to the work location specified by the overseas dispatch enterprise to provide labor services.

3. Expatriate labor personnel provide labor services to overseas employers and accept the command and supervision of overseas employers. However, it is worth noting that there is no contractual relationship between the dispatched workers and the overseas employer, and the remuneration and other benefits for the services provided by the dispatched workers are still paid by the dispatched enterprise.

4. The overseas employer signs an overseas labor service contract with the overseas employer. The overseas employer directly accepts the direct benefit attribution of the labor services provided by the overseas labor service personnel, and the overseas employer will receive the consideration for the labor services provided by the overseas labor service personnel. It is paid to the expatriate enterprise, but the expatriate enterprise only uses a certain proportion of the consideration as the consideration (remuneration) for the services provided by the expatriate service personnel.

5. The dispatched labor service personnel provide labor services at the work location designated by the dispatching enterprise (overseas employer) and accept the command and supervision of the overseas employer. However, the real employer of the dispatched labor service personnel is still legally responsible. Expatriate enterprises, that is, expatriate enterprises, must bear legal employer responsibilities for their overseas laborers.