唔該有無人可以幫我譯返做英文呀?!..

In July 2007, when the Employment Contracts Law (ECL) was promulgated, few employers focused on Article 41, the provision regarding mass layoffs. Business was booming and and companies were bulking up with new hires. Thoughts of layoffs in the People’s Republic of China (PRC) were virtually non-existent. Those thoughts were just as distant in the PRC when the ECL took effect on January 1, 2008.
It is no seceret that the tides have turned. Both domestic and multinational companies (MNCs) in the PRC are feeling the effects of the global economic crisis and engaging in or considering workforce reductions. This article examines how companies are handling the issue of whether and how to conduct redundancies in the PRC.
Grounds to terminate are limited in the PRC
As a threshold matter, it is important for emplyers to understand that employers may only terminate an employment contract for a reason that is specifically enumerated in the law. Deciding to make an employee’s position redundant in order to reduce overhead and labor costs does not in and of itself constitute a valid basis to terminate staff.