What do you mean by social security downsizing?

Social security attrition refers to: the labor relationship between the unit and the employees has been eliminated, and an application is made to the social insurance premium collection agency to stop paying the social insurance premiums of the employees.

1. The unit needs to apply to the social insurance premium collection agency to stop paying social insurance premiums for employees after dissolving or terminating the labor contract with employees;

2, social security attrition refers to the employer after employees leave, according to the law to reduce the number of social insurance procedures;

3 units in the process of social security relief, it shall submit the business license, employee identity information, resignation certificate and other related materials, which shall be audited by the social security agency;

4. After the examination and approval, the social security agency will register the attrition and verify the social security expenses according to law.

Types of social security:

1. Old-age insurance: providing basic living security for workers after retirement;

2. Medical insurance: used to reduce the economic burden of workers when they seek medical treatment due to illness;

3. Unemployment insurance: provide economic assistance for a certain period of time when workers are unemployed;

4. Work-related injury insurance: providing medical treatment, rehabilitation and economic compensation for workers injured at work;

5. Maternity insurance: to protect the basic medical expenses and part of the living expenses of female employees during childbirth.

To sum up, social security attrition refers to the procedure that units and employees apply to the social insurance premium collection agency to stop paying social insurance premiums for employees after dissolving or terminating the labor contract, and they need to submit relevant materials and register for attrition after examination.

Legal basis:

People's Republic of China (PRC) labor contract law

Article 41

Under any of the following circumstances, if it is necessary to lay off more than 20 employees or less than 20 employees, but it accounts for more than 10% of the total number of employees in the enterprise, the employer may lay off employees after explaining the situation to the trade union or all employees 30 days in advance and listening to the opinions of the trade union or employees.

(1) Conforming to the provisions of the Enterprise Bankruptcy Law;

(two) serious difficulties in production and operation;

(three) the enterprise has changed production, major technological innovation or adjustment of business mode, and it still needs to reduce staff after changing the labor contract;

(4) Other major changes have taken place in the objective economic situation on which the labor contract was concluded, which makes it impossible to perform the labor contract.

When reducing personnel, priority should be given to retaining the following personnel:

(1) Concluding a long-term fixed-term labor contract with the unit;

(2) Concluding an open-ended labor contract with the unit;

(3) there are no other employees in the family, and there are elderly people or minors who need to support them.

If the employing unit reduces its staff in accordance with the provisions of the first paragraph of this article and recruits staff again within six months, it shall notify the retrenched staff and give priority to the retrenched staff under the same conditions.