Worked ten days in the month unit need to pay social security?

Whether a unit needs to pay social security for an employee who has worked ten days in a month depends on whether the employee is on the unit's social security payroll and on local social security policies and regulations.

First of all, if the employee has been formally employed, and the unit has included him in the social security payment list, then no matter how many days the employee worked in the month, the unit should pay the social security for him according to the regulations. This is because social security contributions are usually based on the employee's labor relationship and wage income, rather than the specific number of days worked.

However, the situation is different if the employee is not yet officially employed, or if the organization has not yet included him or her in the social security contribution list. In this case, the employee may need to negotiate with the unit to determine whether or not they need to pay social security for them. In addition, social security policies and regulations may vary from region to region, so the specific situation needs to be judged in the context of local regulations.

Additionally, it is worth noting that social security contributions are important to both the employee and the organization. Social security not only provides employees with basic social security, such as medical insurance, pension insurance, etc., but also is the unit to fulfill the social responsibility, to protect the rights and interests of employees an important embodiment. Therefore, the unit should be strictly in accordance with the provisions of social security for employees to ensure that the rights and interests of employees are protected.

In summary:

Whether a unit needs to pay social security for an employee after working for ten days in a month depends mainly on the employee's entry status, whether he or she is on the social security payment list, and local social security policies and regulations. The unit should follow the relevant regulations to ensure that the employee's social security rights and interests are protected.

Legal basis:

The Social Insurance Law of the People's Republic of China

Article 58 states:

The employer shall apply to the social insurance agency for social insurance registration for its employees within thirty days from the date of employment. If the employer fails to register for social insurance, the social insurance agency shall authorize the social insurance premiums to be paid by the employer.

The Social Insurance Law of the People's Republic of China

Article 60 stipulates that:

Employers shall declare and pay social insurance premiums on their own, in full and on time, and shall not suspend or reduce them except for legal reasons such as force majeure. The social insurance premiums to be paid by employees shall be withheld and paid by the employer on behalf of the employees, and the employer shall inform the employees of the details of the payment of social insurance premiums on a monthly basis.

The Law of the People's Republic of China on Labor Contracts

Article 72 stipulates:

The social insurance fund determines the source of funding according to the type of insurance, and gradually implements social coordination. Employers and workers must participate in social insurance and pay social insurance premiums in accordance with the law.