What information do you need to stop social security?

Five materials are needed to stop social security, including the resignation certificate with the official seal of the company; A copy of the employee's ID card; The employee resignation form downloaded from the website of the Social Security Bureau is completely filled in and stamped with the official seal, and a copy of the ID card of the agent.

It is suggested to contact the local labor and social security department to confirm the specific situation, subject to local requirements.

According to the Labor Law of People's Republic of China (PRC):

Twenty-fifth workers in any of the following circumstances, the employer may terminate the labor contract:

(a) during the probation period, it is proved that it does not meet the employment conditions;

(two) a serious violation of labor discipline or the rules and regulations of the employer.

(three) serious dereliction of duty, corruption, causing great damage to the interests of the employer;

(4) Being investigated for criminal responsibility according to law.

Article 26 Under any of the following circumstances, the employer may terminate the labor contract, but it shall notify the employee in writing 30 days in advance:

(1) The employee is sick or injured outside work, and after the medical treatment expires, he can't engage in the original work or other work arranged by the employer.

(two) the laborer is not competent for the job, and he is still not competent for the job after training or adjusting his post;

(3) The objective conditions on which the labor contract was concluded have changed greatly, which makes the original labor contract impossible to perform and the parties cannot reach an agreement on changing the labor contract through consultation.

Article 27 If it is really necessary for the employing unit to reduce its staff during the period of legal rectification on the verge of bankruptcy or serious difficulties in production and operation, it shall explain the situation to the trade union or all employees 30 days in advance, listen to the opinions of the trade union or employees, and report to the labor administrative department before it can reduce its staff.

If the employing unit reduces its staff in accordance with the provisions of this article and employs the laid-off staff within six months, it shall give priority to the laid-off staff.

Article 28 If the employing unit terminates the labor contract in accordance with the provisions of Articles 24, 26 and 27 of this Law, it shall give economic compensation in accordance with the relevant provisions of the state.

Article 29 Under any of the following circumstances, the employing unit may not terminate the labor contract in accordance with the provisions of Articles 26 and 27 of this Law:

(a) suffering from occupational diseases or work-related injuries and being confirmed to have lost or partially lost the ability to work.

(2) Being sick or injured within the prescribed medical treatment period;

(three) female workers during pregnancy, childbirth and lactation.

(4) Other circumstances stipulated by laws and administrative regulations.

Thirtieth the employer to terminate the labor contract, the trade union considers it inappropriate, have the right to put forward opinions. If the employing unit violates laws, regulations or labor contracts, the trade union has the right to request re-handling; If a laborer applies for arbitration or brings a lawsuit, the trade union shall give support and help according to law.

Article 31 A laborer who terminates a labor contract shall notify the employer in writing 30 days in advance.

Article 32 Under any of the following circumstances, the employee may notify the employer to terminate the labor contract at any time:

(1) is in the probation period;

(2) The employing unit forces labor by means of violence, threat or illegal restriction of personal freedom.

(three) the employer fails to pay labor remuneration or provide working conditions in accordance with the labor contract.

Article 33 employees of an enterprise may sign collective contracts with the enterprise on matters such as labor remuneration, working hours, rest and vacation, labor safety and health, insurance and welfare, etc. The draft collective contract shall be submitted to the workers' congress or all the workers for discussion and adoption.

Collective contracts are signed by trade unions on behalf of employees and enterprises; Enterprises that have not established trade unions shall be signed by the representatives elected by the employees.

Thirty-fourth collective contracts shall be submitted to the labor administrative department after signing; If the labor administrative department does not raise any objection within fifteen days from the date of receiving the text of the collective contract, the collective contract will take effect.