一、离职赔偿框架速览表
| 提出方 | 离职类型 | 典型场景 | 赔偿规则 |
|---|---|---|---|
| 员工 | 主动离职 | 个人原因辞职/协商解除 | 无赔偿 |
| 公司 | 协商解除 | 公司主动提出且员工同意 | N |
| 合法解除① | 非过失辞退（如医疗期满/不胜任工作等） | N+1 | |
| 过错解除 | 员工严重违纪/被追责等 | 无赔偿 | |
| 经济性裁员 | 破产/经营困难等 | N | |
| 违法解除 | 无正当理由解雇 | 2N | |
| 双方 | 合同终止 | 公司不/倒闭等 | N |
| 员工退休/合同到期不续等 | 无赔偿 |
二、关键概念解析
1. N（经济补偿金）
- 公式：
工作年限 × 月工资 - 年限计算：
- ＜6个月 → 0.5年
- 6个月≤年限＜1年 → 1年
- 例：3年3个月 → 3.5N；3年9个月 → 4N
- 工资基数：离职前12个月税前平均工资（含社保/公积金/个税前）
2. N+1（额外代通知金）
- 适用条件：公司合法解除但未提前30天通知
- 代通知金：按离职前最后一个月工资标准支付
3. 2N（违法解除赔偿金）
- 触发条件：公司无正当理由解雇（如无正当理由调岗/欠薪等）
- 计算方式：直接双倍经济补偿金（无需提前通知）
三、实务操作要点
- 证据留存：
- 保留调岗通知、工资流水、社保记录等书面材料
- 违法辞退需取得书面解除通知书
- 维权路径：
- 协商优先 → 劳动仲裁 → 诉讼
- 2N赔偿需通过仲裁判定公司违法事实
- 特殊情形：
- 代通知金≠平均工资：仅支付离职前最后一个月工资
- 医疗期保护：患病/工伤员工在医疗期内不得被经济性裁员
四、风险提示
❗ 公司主张"客观情况变化"需举证（如搬迁/部门裁撤）
❗ "末位淘汰"≠不胜任工作，不能直接辞退
❗ 年终奖/补贴可能计入平均工资（需结合劳动合同约定）
I. Termination Compensation Framework Overview
| Party Initiating Termination | Termination Type | Typical Scenarios | Compensation Rules |
|---|---|---|---|
| Employee | Voluntary Resignation | Personal reasons/Resignation by mutual agreement | No compensation |
| Company | Negotiated Separation | Company proposes, employee agrees | N |
| Company | Legal Termination① | Non-fault dismissal (e.g., medical leave exhaustion, incompetence after training) | N+1 |
| Company | Fault-based Termination | Serious misconduct, major violations, criminal liability | No compensation |
| Company | Layoff | Bankruptcy, operational difficulties, restructuring | N |
| Company | Illegal Termination | Unjustified dismissal (e.g., no legal grounds) | 2N (double compensation) |
| Both Parties | Contract Termination | Expiration without renewal/company closure | N (if company initiates) |
| Both Parties | Contract Termination | Employee retirement/employee-initiated non-renewal | No compensation |
II. Key Concepts Explained
1. N (Economic Compensation)
- Formula:
Years of Service × Average Monthly Salary - Years Calculation:
- <6 months → 0.5 years
- 6 months ≤ tenure <1 year → 1 year
- Example: 3 years 3 months → 3.5N; 3 years 9 months → 4N
- Salary Basis: Pre-tax average monthly salary over the last 12 months (includes social insurance, housing fund, and taxes).
2. N+1 (Economic Compensation + Notice Pay)
- Applicability: Company terminates legally but fails to provide 30-day prior notice.
- Notice Pay: One month’s salary based on the last month’s income (not average salary).
3. 2N (Illegal Termination Compensation)
- Trigger: Unlawful dismissal without valid reason (e.g., arbitrary job reassignment, unpaid wages).
- Calculation: Double the economic compensation (2 × N).
III. Practical Guidelines
- Document Retention:
- Keep written notices for job reassignment, salary slips, and social insurance records.
- Obtain a written termination notice for illegal dismissals.
- Dispute Resolution Process:
- Negotiation → Labor Arbitration → Litigation
- Claiming 2N requires proving the employer’s illegality through arbitration.
- :
- Notice Pay ≠ Average Salary: Only applies to the last month’s salary.
- Medical Protection: Employees undergoing medical treatment cannot be laid off. - Bonuses/Allowances: May be included in average salary if stipulated in the contract.
IV. Risk Warnings
❗ Companies must prove "legitimate reasons" for dismissal (e.g., department closures, relocation).
❗ "Last-place elimination" is not a valid ground for termination under labor laws.
❗ Severance pay may include unpaid bonuses or allowances if contractually agreed.
For further details on specific scenarios or legal references, feel free to ask!
