Recently, China’s Ministry of Human Resources and Social Security (MOHRSS) clarified that employees who change jobs within a calendar year are still entitled to their statutory paid annual leave for that year. This policy aims to protect workers’ fundamental right to rest and prevent them from losing accrued vacation days due to job transitions.According to the Regulations on Paid Annual Leave for Employees, workers with at least one year but less than ten years of cumulative service are entitled to five days of annual leave; those with ten to twenty years receive ten days; and those with over twenty years get fifteen days. Crucially, eligibility is based on total work experience across all employers—not just tenure with the current employer. Therefore, even if an employee switches jobs mid-year, as long as their total work history meets the threshold, their new employer must legally grant the corresponding annual leave.In practice, the new employer may request proof from the previous employer regarding any annual leave already taken, to calculate remaining entitlements. If the former employer did not grant the full leave, the new employer is obligated to provide the balance. Employees denied their leave or compensation for unused days may file complaints with labor inspection authorities.This clarification enhances labor market flexibility while reinforcing legal protections for workers’ vacation rights, reflecting the government’s ongoing commitment to safeguarding employee welfare.
近日，人力资源和社会保障部（人社部）明确指出：劳动者在年内更换工作单位的，依然享有当年的带薪年休假权益。这一政策旨在保障劳动者的基本休息权利，避免因跳槽或岗位变动而丧失应得的假期。根据《职工带薪年休假条例》，职工累计工作满1年不满10年的，年休假为5天；满10年不满20年的，为10天；满20年以上的，为15天。关键在于“累计工作年限”，而非仅限于当前用人单位的工作时间。因此，即使员工年中跳槽，只要全年累计工作时间满足条件，新单位也应依法安排其享受相应天数的年假。具体操作上，新用人单位可要求员工提供原单位出具的已休年假证明，以核算剩余可休天数。若原单位未安排年假，新单位应依法补足。如用人单位拒绝安排或未支付未休年假工资，劳动者可向劳动监察部门投诉维权。这一明确表态有助于增强职场流动性，同时强化了对劳动者休假权的法律保障，体现了国家对劳动者权益的持续关注与支持。
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