Employee outsourcing, also known as human resource outsourcing, refers to the management strategy of outsourcing some functions of human resource management to professional institutions. Its advantage is that it can effectively improve efficiency. Some people may wonder, can outsourced employees become regular employees? So can outsourced employees become regular employees? Here is a brief introduction about whether outsourced employees can become regular employees. 1. Can an outsourced employee become a regular employee?

Outsourcing employees can become regular employees, but the chances of becoming regular employees are not great. Take the outsourcing employees of banks as an example. Although the workplace and nature of work of employees of outsourcing companies and banks are similar, employees of outsourcing companies and their own employees basically do not work in the same unit, unless the outsourcing companies and banks have similar cooperation mechanisms, but it is not the concept of becoming a formal employee, which is equivalent to leaving the outsourcing company first and then applying for a job in the bank.

Second, what is the difference between outsourced employees and regular employees?

The benefits of outsourced employees and regular employees are different, and their wages are often lower than those of regular employees in the same position. Many large companies will provide full-time employees with commercial insurance, various subsidies, employee housing benefits, afternoon tea snacks, group building activities and so on. , but outsourced employees are not available. In order to ensure their own interests, outsourcing organizations often try their best to save recruitment costs and reduce salaries.

3. Does the employer need compensation for dismissing the outsourced employees?

Employers don't need compensation for dismissing outsourced employees. If the outsourced employee is dismissed by the employing unit, the employing unit does not need to bear the responsibility of economic compensation, and the dismissed outsourced employee should be rearranged by the labor dispatch company.

People's Republic of China (PRC) (China) Labor Contract Law

Article 65 A dispatched worker may terminate the labor contract with the labor dispatch unit in accordance with the provisions of Articles 36 and 38 of this Law.

If the dispatched worker falls under any of the circumstances specified in Item 1, Item 2 of Article 39 and Article 40 of this Law, the employing unit may return the worker to the labor dispatch unit, and the labor dispatch unit may terminate the labor contract with the worker in accordance with the relevant provisions of this Law.