Recently, a state-owned enterprise in Gansu Province legally terminated the employment contract of an employee who had been missing for an extended period, drawing public attention. According to media reports, the employee had not reported to work or maintained any contact with the company since 2022. After repeated unsuccessful attempts to reach the individual, the company followed due legal procedures—including notifications and public announcements—as stipulated by China’s Labor Contract Law, before ultimately deciding to terminate the employment. The company emphasized that this action was taken to uphold normal workplace order and institutional fairness, not as a personal penalty. Legal experts noted that while employers do have the right to terminate employment when a worker is absent without justification and unreachable, they must strictly adhere to procedural justice, ensuring the employee’s rights to be informed and to defend themselves are respected. This case serves as a reminder for employees to maintain regular communication with their employers to avoid unintended loss of rights due to disconnection. It also highlights the need for enterprises to strengthen human resource management systems and respond promptly and compassionately to unusual absenteeism.
近日，甘肃省一家国有企业因一名职工长期失联而依法解除其劳动合同，引发社会关注。据公开报道，该员工自2022年起未到岗工作，也未与单位保持任何联系，企业多次尝试联系未果后，依据《中华人民共和国劳动合同法》相关规定，履行了通知、公示等法定程序，最终作出解聘决定。国企方面表示，此举旨在维护正常用工秩序和制度公平性，并非针对个人。法律专家指出，在劳动者长期无故缺勤且无法取得联系的情况下，用人单位有权依法解除劳动关系，但必须严格遵守程序正义，保障劳动者知情权和申辩权。此事件也提醒广大职工应主动与单位保持沟通，避免因信息断联造成不必要的权益损失。同时，企业也应完善人事管理制度，对异常缺勤情况及时跟进处理，做到既合规又人性化。
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