Short term flexible employment is currently adopted by many enterprises, which can effectively reduce labor costs and improve efficiency. However, many enterprises may not be very clear about it. Do they need to sign a contract if they want to adopt short term flexible employment? This will depend on the actual situation. Now, let me tell you whether short-term flexible employment requires signing a contract.

短期灵活用工要注意的问题：

Issues to pay attention to in short-term flexible employment:

1、检验企业的服务态度和技术水平。

1. Test the service attitude and technical level of the enterprise.

2、通过朋友多问，或者在百度上了解公司的声誉。

2. Ask more from friends or learn about the company's reputation on Baidu.

3、看看公司是否曾进行过与你相似的外包业务。

3. Check if the company has ever engaged in outsourcing business similar to yours.

签订合同时应当注意以下事项：

When signing a contract, attention should be paid to the following matters:

1、短期灵活用工的法律关系受《合同法》相关法律法规调整，一般以双方约定为准。

1. The legal relationship of short-term flexible employment is regulated by relevant laws and regulations of the Contract Law, and is generally subject to the agreement of both parties.

2、承包单位应当具备相应的资格、劳动合同质量、工资质量、工资质量、使用质量和生产条件。

2. The contracting unit shall have corresponding qualifications, labor contract quality, wage quality, wage quality, usage quality, and safety production conditions.

3、承包公司必须是具有相应劳务承包资格的法人公司。否则，合同有可能无效，司法机关认定企业和劳动者之间有事实劳动关系的企业知道承包公司没有承包资格和生产条件，发生事故时，必须对劳动者产生的人身损害赔偿负连带责任。

3. The contracting company must be a legal entity with corresponding qualifications for labor contracting. Otherwise, the contract may be invalid. If the judicial authority determines that there is a factual labor relationship between the enterprise and the worker, and the enterprise knows that the contracting company does not have the contracting qualification and safety production conditions, and in the event of a safety accident, it must be jointly and severally liable for compensation for personal injury caused to the worker.

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