The electronic version of the labor contract is generally valid. According to the law, if the employer and the employee sign a labor contract through consultation, the parties may agree to use or not use electronic signatures and data messages. An agreement using electronic signature or data message shall not be denied its legal effect just because it is in the form of electronic signature or data message.
Is it legal to sign the electronic contract law?
The employer and the employee shall sign a written labor contract from the date of employment, which is not only a legal provision, but also a necessary measure to protect the vital interests of the employee. A written labor contract is an important written carrier to prove the existence, performance, alteration, termination and dissolution of labor relations, and an effective basis for regulating the rights and obligations of both parties to labor relations.
The paper labor contract in the written labor contract is easy to be lost, damaged and costly, which has caused great trouble to both workers and employers. Especially during the epidemic prevention and control in COVID-19, necessary isolation measures made it impossible for some workers and employers to sign, change, terminate and terminate paper labor contracts face to face.
To sum up, the electronic version of the labor contract is generally effective. According to the law, if the employer and the employee sign a labor contract through consultation, the parties may agree to use or not use electronic signatures and data messages. An agreement using electronic signature or data message shall not be denied its legal effect just because it is in the form of electronic signature or data message.
Legal basis:
Article 16 of People's Republic of China (PRC) Labor Contract Law
A labor contract shall be reached through consultation between the employer and the employee, and shall come into effect after the text of the labor contract is signed or sealed by the employer and the employee.
The text of the labor contract is held by the employer and the employee respectively.