In 2022, if an employer lays off employees, the employer needs to compensate the employees according to the number of years the workers have worked in the organization: one month's salary is paid to the workers for every year of work; if the employees work for more than six months and less than one year, then it is calculated according to one year; if the employees work for less than six months, then the employer pays the workers half of their salary as economic compensation. In 2022, the compensation for company layoffs will be based on the actual number of years that the laid-off employee has worked for the company, and the compensation will be based on the employee's average monthly salary. According to the relevant provisions of the Labor Contract Law, if the laid-off employee has worked for the company for more than one year, the company shall pay the employee one month's salary as compensation for the layoff, and if it is less than one year but more than six months, the compensation shall be calculated according to one year. The law stipulates that if the employer terminates the labor contract by consensus of the parties to the labor contract, the employer shall pay the employee economic compensation equivalent to one month's salary for each full year of service, up to a maximum of 12 months, according to the number of years of service in the employer. If the length of service is less than one year, the economic compensation shall be paid at the rate of one year. One month's salary is paid for each year of service. If a worker has worked for more than six months but not more than one year, the compensation is calculated on the basis of one year, and if the worker has worked for less than six months, he or she is compensated with half a month's salary. The "monthly wage" referred to here is the average wage of the worker for the previous twelve months, and there is a ceiling on the compensation, which is not more than three times the average monthly wage in the region, and the number of years does not exceed twelve.

:Unit dismissal of employees compensation for the new provisions: the employer after the legal process of dismissal of employees, the expiration of the labor contract decided not to renew the contract with the employee, the employer shall pay the dismissed employee compensation; second, the employee is not competent to perform the original and the unit of the work of the other arrangements,

Legal basis: "The Chinese People's Republic of China and the State Law on Labor Contracts"

Article 47 of the economic compensation shall be calculated according to the average wage of the worker. Article 47 The economic compensation shall be paid to the laborer according to the standard of one month's salary for each full year of the laborer's service in the unit. If more than six months is less than one year, it shall be calculated as one year; if less than six months is less than one year, the economic compensation shall be paid to the laborer at half a month's wage. If the worker's monthly wage is more than three times the average monthly wage of the workers in the region for the previous year as announced by the people's government of the municipality directly under the central government or of the city that has set up the district where the employer is located, the standard for paying him or her economic compensation shall be paid at the rate of three times the average monthly wage of the workers, and the maximum number of years for which economic compensation shall be paid to him or her shall be no more than twelve. The monthly wage referred to in this article refers to the average wage of the worker in the twelve months prior to the dissolution or termination of the labor contract.