When employees are transferred from the head office to the subsidiary, do they need to go through the resignation formalities at the head office and then go through the entry formalities at the subsid

When employees are transferred from the head office to the subsidiary, do they need to go through the resignation formalities at the head office and then go through the entry formalities at the subsidiary? Hello, the question you asked is related to the information we found for you: first of all, it is necessary to make clear that the parent company corresponds to the head office and the parent company corresponds to the subsidiary. In other words, there is no transfer from the head office to the subsidiary. In the first case, legally speaking, it is not necessary to re-sign the labor contract when transferring from the head office to the branch office, because the branch office does not have the legal person qualification, and its civil liability shall be borne by the company. According to the company's internal management regulations, branches can also sign labor contracts with workers. In the second case, the transfer from the parent company to the subsidiary company requires the parent company to resign before signing a labor contract with the subsidiary company. The parent company and subsidiaries are independent legal persons. Article 14 of the Company Law stipulates that a company may set up branches. The establishment of a branch company shall apply to the company registration authority for registration and obtain a business license. A branch company does not have legal person status, and its civil liability shall be borne by the company. A company may set up subsidiaries, which have legal personality and independently bear civil liabilities according to law. Extended information: Chapter II of the Labor Contract Law: Conclusion of Labor Contract Article 7 Establishment of Labor Relations The employing unit shall establish labor relations with laborers from the date of employment. The employing unit shall establish a roster of employees for future reference. Article 8 The employer's obligation to inform and the laborer's obligation to explain. When employing workers, the employing unit shall truthfully inform the workers of their work contents, working conditions, workplace, occupational hazards, safe production conditions and labor remuneration.