Dispatch under the microscope: stabilisation-refund rules and posting standards tighten China’s labour-dispatch compliance loop
- Two September implementation moves bring the national unemployment-insurance support package (人社部发〔2026〕39号) down to operational level: Jilin province opened public consultation on 10 September 2026 on its implementing notice, and Jiangsu published standard reference texts for recruitment information on 2 September.
9月的两步落地动作把全国失业保险稳岗扩岗政策包（人社部发〔2026〕39号）推进到操作层面：吉林省2026年9月10日就本省落实通知公开征求意见，江苏省9月2日发布招聘信息参考文本。
- The national notice continues the job-stabilisation refund through end-2026: enterprises meeting non-layoff thresholds receive up to 30% of the previous year’s unemployment-insurance contributions (large enterprises) or up to 60% (SMEs); social organisations, law firms, accounting firms and individually-insured businesses are covered by reference.
国家通知将稳岗返还政策延续实施至2026年底：符合裁员率门槛的企业按上年度实际缴纳失业保险费的30%（大型企业）或60%（中小微企业）享受返还；社会组织、律师事务所、会计师事务所及以单位形式参保的个体工商户参照实施。
- Dispatch-specific fund rules are now explicit: labour-dispatch enterprises claiming the refund must provide their social-insurance office with the insured entity’s employment forms, the user-enterprise type, and the prior-year contribution breakdown — and must pass the funds on to the actual user enterprise within 30 working days of receipt, or return them.
派遣专项资金规则已经明确：劳务派遣企业申领稳岗返还须向社保经办机构提供参保单位用工形式、用工单位类型、上年度实际缴纳失业保险费明细，并在收到资金30个工作日内拨付到实际用工单位，逾期未拨付应退回。
- Jilin’s implementing draft adds a fund-security layer aimed at dispatch: stronger identification management for labour-dispatch units as key institutions, with data-cross-checking and suspicious-business screening to prevent abuse of the refund channel.
吉林落实稿增加了面向派遣的基金安全层：对劳务派遣单位等重点机构加强标识管理和疑点业务排查，常态化开展跨部门数据比对，守住返还资金安全底线。
- Jiangsu’s reference texts standardise recruitment postings across the market: 5 sections and 22 items covering job, pay and employer information; dual traceability distinguishing who recruits from who uses labour under outsourcing and dispatch arrangements; and listed prohibited conducts including false advertising and discrimination — reaching 7,700-plus HR service agencies and 17,000-plus dispatch units.
江苏参考文本规范全市场招聘信息发布：5个板块22个项目覆盖岗位、报酬与用工单位信息；区分劳务外包、派遣情形下”谁招人、谁用人”的双追溯；并清单化列明虚假招聘、就业歧视等禁止行为——覆盖7700余户人力资源服务机构与1.7万余户劳务派遣单位。
- For foreign-invested employers, the two moves read together: dispatch remains a tightly supervised channel — the 10% ratio cap and the three-characteristic (temporary, auxiliary, substitute) rule still govern usage — while the refund and subsidy money flowing through dispatch chains is now tracked end to end.
对外资用工方而言，两步落地应连读：劳务派遣仍是强监管用工通道——10%比例红线与”三性”岗位要求继续适用——而经由派遣链条流转的返还与补贴资金现已全程可追踪。
Dispatch under the microscope: stabilisation-refund rules and posting standards tighten China’s labour-dispatch compliance loop | 派遣用工进入监管显微镜：稳岗返还资金规则与招聘信息标准收紧合规闭环
Overview
September 2026 has produced two operational moves on the employment side that foreign-invested employers in China should read together. On 2 September, the Jiangsu provincial human-resources department published standard reference texts for recruitment information, aimed squarely at the HR-services and labour-dispatch market. On 10 September, Jilin province opened public consultation on its implementing notice for the national unemployment-insurance stabilisation package (Notice No. 39 of 2026, 人社部发〔2026〕39号), which contains the most explicit dispatch-specific fund rules yet issued under the programme.
Neither document is a new national statute; both are the execution layer that determines how the national framework touches enterprises — and both single out labour dispatch.
The national framework: Notice No. 39 of 2026
The joint notice by the Ministry of Human Resources and Social Security, Ministry of Education, Ministry of Finance and the State Taxation Administration (issued with State Council consent, published 2 July 2026) continues three instruments through end-2026:
- Job-stabilisation refund (稳岗返还). Insured enterprises with 12 months of full contribution and layoff rates within the control target (20% for enterprises of 30 or fewer employees) receive up to 30% (large) or 60% (SMEs) of the prior year’s unemployment-insurance contributions. Social organisations, law firms, accounting firms and individually-insured businesses are covered by reference.
- One-off job-expansion subsidy (一次性扩岗补助). Up to RMB 1,500 per hire for employing current-year graduates and unemployed youth aged 16–24, with three months of contributions.
- Skills-upgrade subsidies. RMB 1,000/1,500/2,000 by certificate level, up to three claims a year for multiple in-demand certificates.
The dispatch-specific rules
The dispatch layer appears in the implementing detail. Jilin’s consultation draft requires that labour-dispatch enterprises claiming the stabilisation refund provide the social-insurance office with the insured unit’s employment forms, the type of user enterprise, and the prior-year contribution breakdown — documentation that maps the money to the actual users of dispatched labour. The enterprise must pass the refund to the actual user enterprise within 30 working days of receipt; untransferred funds must be returned.
The draft also directs stronger identification management for dispatch units as key institutions in fund-security work: regular cross-department data comparison and screening of suspicious business, to keep the refund channel from becoming a pass-through for non-qualifying entities.
Jiangsu’s recruitment-posting standards
The Jiangsu reference texts standardise what a lawful recruitment posting must contain — 5 sections and 22 items covering job attributes, working hours and content, employment form, requirements, pay standards and deduction items, allowances, board and lodging, and the employing unit’s information. Three design choices matter for compliance:
- Dual traceability. Postings must distinguish the labour relationship from the actual user of labour — under outsourcing and dispatch, “who recruits” and “who uses” must both be identifiable, making the posting itself part of the evidence chain that separates lawful outsourcing from disguised dispatch.
- Agency transparency. The publishing unit must list the contact person, the human-resources service licence number, and the publication and expiry dates of the information.
- Prohibited-conduct lists. Discriminatory criteria, false advertising and illegal fees are enumerated as red lines, with a risk-warning block built into the standard text.
The texts reach 7,700-plus human-resources service agencies and 17,000-plus labour-dispatch units in the province — meaning the standard travels through the intermediaries that most foreign-invested employers actually use.
What this means for foreign-invested employers
- If you use dispatch, audit the ratio and the posts. The 10% cap and the temporary/auxiliary/substitute restriction remain the controlling rules; the new fund rules do not relax them and add paper that evidences who the user enterprise is.
- Expect dispatch chains to be documented end to end. Refund money now moves with contribution breakdowns and 30-day pass-through requirements; foreign-invested user enterprises receiving staff through dispatch should align with their dispatch partner on the refund split and the documentation.
- Recruitment postings through agencies should follow the standard fields. Where your hiring runs through an HR-services agency, require postings in the reference-text format — the licence number, publication dates and prohibited-conduct warnings are now the market standard in Jiangsu and a likely template elsewhere.
- Check subsidy eligibility at group level. Stabilisation refunds and expansion subsidies apply to FIEs on the same terms; the “no/low layoff” test and the graduate-hire conditions are worth calendaring before year-end.
- Watch other provinces’ implementing notices. Jilin’s consultation closes in mid-October; other provinces will follow with their own versions — the dispatch documentation requirements are the section to monitor.
Sources
- 中华人民共和国人力资源和社会保障部 — 人力资源社会保障部 教育部 财政部 国家税务总局关于失业保险支持企业稳岗扩岗的通知（人社部发〔2026〕39号全文）: https://www.mohrss.gov.cn/xxgk2020/fdzdgknr/zcfg/gfxwj/shbx/202607/t20260702_579405.html
- 吉林省人力资源和社会保障厅 — 关于公开征求《关于做好2026年失业保险支持企业稳岗扩岗政策落实有关工作的通知》意见的通知（2026年9月10日，含派遣企业申领与资金拨付规则）: https://hrss.jl.gov.cn/hdjl/zxzx/wsdc/202609/t20260910_9705986.html
- 中华人民共和国人力资源和社会保障部 — 江苏：发布招聘信息参考文本源头规范人力资源市场秩序（2026年9月2日地方动态）: https://www.mohrss.gov.cn/SYrlzyhshbzb/dongtaixinwen/dfdt/202609/t20260902_583221.html
Related reading
- see also: labour dispatch compliance for FIE employers (fie-labour-dispatch-compliance)
- see also: outsourcing versus dispatch boundary cases (outsourcing-vs-dispatch-boundary)
派遣用工进入监管显微镜：稳岗返还资金规则与招聘信息标准收紧合规闭环
概述
2026年9月，用工领域出现两个外资用工方应当连读的操作性动作。9月2日，江苏省人社部门发布招聘信息参考文本，直指人力资源服务与劳务派遣市场。9月10日，吉林省就全国失业保险稳岗扩岗政策包的落实通知（人社部发〔2026〕39号）公开征求意见，其中包含该项政策下迄今最明确的派遣专项资金规则。
两份文件都不是新的国家法规；它们是决定国家框架如何落到企业头上的执行层——而且都点名了劳务派遣。
国家框架：人社部发〔2026〕39号
人社部、教育部、财政部、国家税务总局联合通知（经国务院同意，2026年7月2日公布）将三项工具延续至2026年底：
- 稳岗返还。 足额缴费12个月以上、裁员率符合控制目标（30人及以下参保企业不高于20%）的企业，按上年度实际缴纳失业保险费的30%（大型企业）或60%（中小微企业）享受返还；社会组织、律师事务所、会计师事务所以及以单位形式参保的个体工商户参照实施。
- 一次性扩岗补助。 招用毕业年度及离校两年内未就业高校毕业生、16—24岁登记失业青年并足额缴费3个月以上的，按每招用1人不超过1500元发放。
- 技能提升补贴。 按证书等级分别领取不超过1000元、1500元、2000元，取得多项急需紧缺证书的最多3次。
派遣专项规则
派遣层出现在落实细则中。吉林征求意见稿要求，申领稳岗返还的劳务派遣企业须向社保经办机构提供参保单位的用工形式、用工单位类型、上年度实际缴纳失业保险费明细——把资金与派遣劳动的实际使用者对应起来。企业须在收到资金30个工作日内拨付到实际用工单位；未拨付的应退回。
征求意见稿还要求在基金安全工作中对劳务派遣单位等重点机构加强标识管理：常态化跨部门数据比对与疑点业务排查，防止返还通道被不符合条件的主体当作过道。
江苏的招聘信息标准
江苏参考文本规范了合法招聘发布应包含的内容——5个板块22个项目，覆盖岗位属性、工作时间与内容、用工形式、任职要求、工资标准与代扣代缴项目、各项补贴、食宿待遇及用工单位信息。三个设计要点与合规直接相关：
- 双追溯。 发布信息须区分劳动关系主体与实际用工主体——劳务外包、派遣情形下”谁招人、谁用人”都必须可查，发布信息本身成为区分合法外包与假外包真派遣的证据链一环。
- 机构透明。 发布单位须列明联系人、人力资源服务许可证号、信息发布日期与有效期。
- 禁止行为清单。 就业歧视、虚假招聘、违规收费被逐项列明为红线，标准文本固定栏还设有风险警示提示。
参考文本覆盖全省7700余户人力资源服务机构与1.7万余户劳务派遣单位——也就是说，标准经由外资用工方实际使用的中介机构传导。
对外资用工方的启示
- 使用派遣的，先审计比例与岗位。 10%比例红线与”三性”岗位限制仍是控制性规则；新的资金规则没有放松它们，反而增加了证明用工单位身份的书面材料。
- 派遣链条将被全程留痕。 返还资金现在随缴费明细与30日拨付要求流转；经由派遣用工的外资用工方应与派遣伙伴对齐返还资金的分配与单据。
- 经由机构发布的招聘信息应按标准字段执行。 招聘经由人力资源服务机构进行的，要求其按参考文本格式发布——许可证号、发布日期与禁止行为警示已成为江苏市场标准，并可能向其他省份扩散。
- 在集团层面核对补贴资格。 稳岗返还与扩岗补助对外资企业同等适用；”不裁员少裁员”测试与毕业生招用条件值得在年底前排入日历。
- 跟踪其他省份落实通知。 吉林征求意见10月中旬截止；其他省份将陆续发布各自版本——派遣单证要求是需要盯住的章节。
来源
- 中华人民共和国人力资源和社会保障部 — 关于失业保险支持企业稳岗扩岗的通知（人社部发〔2026〕39号全文）: https://www.mohrss.gov.cn/xxgk2020/fdzdgknr/zcfg/gfxwj/shbx/202607/t20260702_579405.html
- 吉林省人力资源和社会保障厅 — 稳岗扩岗落实通知征求意见（2026年9月10日）: https://hrss.jl.gov.cn/hdjl/zxzx/wsdc/202609/t20260910_9705986.html
- 中华人民共和国人力资源和社会保障部 — 江苏：发布招聘信息参考文本源头规范人力资源市场秩序（2026年9月2日）: https://www.mohrss.gov.cn/SYrlzyhshbzb/dongtaixinwen/dfdt/202609/t20260902_583221.html
相关阅读
- 见：外资用工方的劳务派遣合规（fie-labour-dispatch-compliance）
- 见：外包与派遣的边界案例（outsourcing-vs-dispatch-boundary）