The impact of rules of open-ended employment contracts in employment contracts law on industrial relations is complicated and multivariate.

Behavior change model under the environment of different institutions in the non-fixed-term labor contract

The non-fixed-term labor contract is an important form in labor contracts and it is of great significance in stablizing labor relationship and protecting laborers legal rights.

The“Labor Contract Law of People\'s Republic of China”that was put into effect formally in 2008 has reconstructed the non-fixed-term labor contract system,and given it such value target as protecting the legitimate rights and interests of workers, building harmonious and stable labor relations nevertheless without satisfactory result.

The flexible-term labor contract is an important kind of labor contract.

In light of incorrect understandings and wrong practices by both employers and employees, this paper makes an investigation into conclusion, modification, termination and revocation of flexible-term labor contract by quoting related state laws and policies.

Flexible-term labor contract refers to the labor contract without explicit existing term in which both parties only stipulate the valid date but no specific date of termination of the contract.

Non-fixed term labor contract is an important pattern of Labor Contract, but because of the social system, it remains as a special form when signing labor contract in our country for a long time.

However,in an era with the prevalence of neo-liberalism,countries carrying out market economy,especially developed countries began to emphasize a free market,therefore,the labor employment system,which is established on the basis of non-fixed term labor contract,is undergoing transformation.