What about social security after the labor contract is terminated with the unit?

Legal analysis: after the termination of the labor contract with the unit, you need to get the resignation certificate, social security manual and medical insurance payment form after going through the formalities, and then go to the labor bureau to apply for unemployment certificate for unemployment registration; In order to go to the social security bureau for social security transfer, you can pay the social security fee yourself. After the termination of the labor contract, the employer may be required to cooperate with the transfer procedures such as file social security. If there is a new work unit, the file social security can be transferred to the new unit. If there is no new unit, the local talent market will generally provide temporary acceptance procedures, and you can consult. Generally, a new company will ask for a certificate of separation. Upon resignation, the employer may be required to issue a resignation certificate.

Legal basis: Article 19 of the Regulations for the Implementation of the Labor Contract Law of the People's Republic of China is under any of the following circumstances. According to the conditions and procedures stipulated in the Labor Contract Law, the employer may terminate a fixed-term labor contract, an open-ended labor contract or a labor contract with the completion of a certain task as the term: (1) The employer and the employee reach an agreement through consultation; (2) The employee is proved not to meet the employment conditions during the probation period; (3) The laborer seriously violates the rules and regulations of the employing unit; (4) The laborer seriously neglects his duty or engages in malpractices for selfish ends, thus causing great damage to the employing unit; (5) The laborer establishes labor relations with other employers at the same time, which has a serious impact on the completion of the work tasks of the unit, or the employer refuses to correct it; (6) The laborer enters into or changes a labor contract against his true intention by means of fraud or coercion or taking advantage of the danger of others; (seven) the laborer is investigated for criminal responsibility according to law; (8) The employee is sick or injured non-work-related, and cannot engage in the original job after the prescribed medical treatment period expires, nor can he engage in other jobs arranged by the employer; (nine) the laborer is not qualified for the job, and he is still not qualified for the job after training or adjusting his post; (10) The objective conditions on which the labor contract was concluded have changed greatly, which makes it impossible to perform the labor contract, and the employer and the employee cannot reach an agreement on changing the contents of the labor contract through consultation; (eleven) the employer is reorganized in accordance with the provisions of the enterprise bankruptcy law; (twelve) the employer has serious difficulties in production and operation; (thirteen) the enterprise production changes, major technological innovation or adjustment of operation mode, and it is still necessary to reduce the number of employees after changing the labor contract; (14) Other major changes have taken place in the objective economic conditions on which the labor contract was concluded, which made it impossible to perform the labor contract.

Article 50 of the Labor Contract Law of People's Republic of China (PRC), the employing unit shall issue a certificate of dissolution or termination of the labor contract at the time of dissolution or termination, and go through the formalities for the transfer of the relationship between files and social insurance for the employee within 15 days. Laborers shall handle the work handover according to the agreement of both parties. If the employing unit should pay economic compensation to the workers in accordance with the relevant provisions of this law, it should pay it when the work handover is completed. The employing unit shall keep the text of the dissolved or terminated labor contract for at least two years for future reference.