The trainee subsidy standard for trainee units whose retention rate reaches a certain level after the trainee period is over will be raised to the local minimum wage standard.

According to relevant documents, trainee units with a retention rate of 60% or above after the trainee period can enjoy the preferential policy of raising the trainee subsidy standard to the local minimum wage standard.

The "Notice of the Ministry of Human Resources and Social Security of the People's Republic of China and the Ministry of Labor on Further Standardizing the Work of Trainees" points out that for trainee units with a retention rate of 60 or above after the trainee period, they should increase their The trainee subsidy standard shall be no lower than the local minimum wage standard. This measure aims to encourage enterprises to promote economic development and social progress by improving retention rates, stabilizing employment relationships. It should be noted that the retention rate at the end of the trainee period is calculated as the ratio of the number of people who should be retained during the trainee period to the number of people actually retained. Trainee units with a retention rate of 60 or above can enjoy corresponding policy preferences. In addition, there are also certain assistance measures for other trainee units that fail to meet the retention rate requirements, such as providing job introduction, training and entrepreneurship support.

How does the retention rate at the end of the trainee period affect the financial costs and employment risks of the trainee unit? The retention rate at the end of the trainee period is an important indicator for evaluating the implementation of the trainee unit's trainee plan, and is directly related to the financial costs and employment risks of the trainee unit. If the retention rate is lower than 60, the company will face the pressure of wasted human resources and rising labor costs. At the same time, lower retention rates may also bring employment risks to enterprises and increase recruitment and training costs. Therefore, trainee units should increase retention rates, stabilize employment relationships, and obtain corresponding policy support through measures such as optimizing management and improving job satisfaction.

The retention rate at the end of the trainee period is an important indicator for evaluating the implementation of the trainee unit's trainee plan, and has an important impact on the company's financial costs and employment risks. The industry suggests that trainee units should actively carry out trainee plans based on actual conditions, improve retention rates, stabilize employment relationships, and achieve win-win development.

Legal basis:

Article 48 of the "Labor Law of the People's Republic of China" The state implements a minimum wage guarantee system. The specific standards of minimum wages shall be stipulated by the people's governments of provinces, autonomous regions and municipalities directly under the Central Government and shall be filed with the State Council.