得到不足以支付一个月房租的违约金，却错过了就业黄金期——这是上海某985大学材料方向研三学生李燃（化名）目前的处境。让他面临如此境遇的原因是：招聘企业毁约了。当下正值高校毕业生就业季，一些车企、互联网大厂出现毁约行为，打乱了那些刚从象牙塔迈入社会的大学生的就业规划，让很多人不知所措。（5月7日《法治日报》）

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企业和你签了三方协议，录用了你，接着又用一通电话或几条信息，轻飘飘地“裁”掉了你——在毕业求职季，一些高校毕业生经历了求职“喜悲”两重天，掉进了企业招聘毁约的“坑”。本来，一些毕业生已经拿到了多家用人单位的录用通知，反复权衡后才选择了相关企业，不料遭遇了相关企业的“临门式毁约”，陷入“鸡飞蛋打”的无奈之中。

2019年，在教育部一条建议的推动下，企业、高校与毕业生签订的三方协议中，普遍把违约金限定在5000元。一些企业在招聘毁约后，往往按此标准支付违约金，也有一些企业选择赔偿一至两个月的工资，有的企业甚至一分不赔。被毁约的毕业生不仅损失了简历制作、面试、交通、邮寄、住宿等成本，还可能错过黄金就业期，失去应届毕业生身份，失去某些岗位的竞争机会，失去某些城市的落户机会，就业规划和就业信心也会受到不同程度的负面影响。

显然，即便一些企业在招聘毁约后给了毕业生几千元或上万元的违约金、赔偿金，所能覆盖的也只是毕业生的直接损失，难以覆盖毕业生因错过黄金就业期或相关就业机会而产生的间接损失、隐性损失。

近几年，高校毕业生数量逐年递增，毕业生就业竞争激烈，即便遭遇企业招聘毁约，博弈手段也很有限，往往只能被动接受企业给出的方案。由于毁约成本低，一些企业的招聘履约意识不强，在做出毁约决定时可能缺乏充足的理由，缺乏审慎考量，比较随意。

企业招聘毁约的“坑”，不能只用5000元违约金来填。现行《劳动法》《劳动合同法》等法律法规未将企业录用通知、三方协议以及企业毁约行为纳入调整范围，存有空白地带。鉴于企业招聘毁约问题多发，已成了影响高校毕业生就业的不稳定因素，侵犯了高校毕业生的合法权益，立法机关以及人社、教育等部门可考虑推动修改相关劳动类法律法规，或出台法律解释，将三方协议定性为劳动合同。这样，企业只有在与毕业生协商一致或者符合相关法定情形时，才可以解除三方协议；如果企业的解约行为违法，毕业生可以要求企业继续履行三方协议，也可要求企业支付违法解约的经济补偿金。

当然，企业在毕业生入职前毁约，毕业生还没有工作年限和工资标准，因此应考量到毕业生遭毁约产生的直接损失和隐性损失，并参照企业新入职员工的工资标准，确定一个合理年限的经济补偿金标准或赔偿金标准。

另一条可行路径是，适用《民法典》的缔约过失责任条款，提升企业招聘毁约的违约金、赔偿金标准。高校毕业生的收入和违约偿付能力有限，处于相对弱势地位，企业则处于强势地位，有更强的违约偿付能力。有必要设置“二元违约标准”——毕业生违约，依旧执行5000元违约金限定标准；企业毁约，执行更高的违约金标准或赔偿标准。

只有依法加重企业的招聘毁约成本，让企业付出更高的毁约代价，才能在一定程度上倒逼企业规划好用人招聘计划，恪守招聘诚信底线，杜绝恶意招聘，审慎合理做出裁员、解约决定，从源头减少招聘毁约行为。

（原题为《企业招聘毁约的“坑”，该用多少违约金来填》作者 唐山客 来源 北京青年报）

新闻译文：

Li Ran (pseudonym), a third year graduate student majoring in materials at a 985 university in Shanghai, is currently in a situation where he missed the golden period of employment despite receiving a penalty that was not enough to pay one month's rent. The reason why he is facing such a situation is that the recruitment company has broken the contract. At the current employment season for college graduates, some car companies and Internet giants have broken their contracts, disrupting the employment planning of college students who have just entered the society from the ivory tower, leaving many people at a loss. (May 7th, Legal Daily)

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The company signed a tripartite agreement with you, hired you, and then casually laid you off with a phone call or a few messages - during the graduation job search season, some college graduates experienced both joy and sorrow in job hunting, falling into the "pit" of breaking the company's recruitment contract. Originally, some graduates had already received job offers from multiple employers, and after careful consideration, they chose the relevant companies. However, they encountered a "doorstep breach of contract" by the relevant companies, falling into a helpless situation of "chicken flying eggs beating eggs".

In 2019, driven by a suggestion from the Ministry of Education, the tripartite agreement signed between enterprises, universities, and graduates generally limited the penalty for breach of contract to 5000 yuan. Some companies often pay liquidated damages according to this standard after breaking the recruitment contract, while others choose to compensate for one to two months of salary, and some even do not pay a penny. Graduates who have their contracts broken not only lose costs such as resume production, interviews, transportation, mailing, and accommodation, but may also miss the golden employment period, lose their status as fresh graduates, lose competitive opportunities for certain positions, and lose opportunities to settle in certain cities. Employment planning and confidence will also be negatively affected to varying degrees.

Obviously, even if some companies give graduates thousands or tens of thousands of yuan in liquidated damages or compensation after breaking the recruitment contract, what they can cover is only the direct losses of graduates, which is difficult to cover the indirect and hidden losses caused by graduates missing the golden employment period or related employment opportunities.

In recent years, the number of college graduates has been increasing year by year, and the competition for employment among graduates is fierce. Even if they encounter breach of contract in corporate recruitment, the game methods are limited, and they often can only passively accept the solutions provided by the companies. due to the low cost of breach of contract, some companies have weak recruitment compliance awareness, and may lack sufficient reasons and careful consideration when making a decision to breach the contract, making it more arbitrary.

The "pit" of corporate recruitment breach cannot be filled with only a penalty of 5000 yuan for breach of contract. The current laws and regulations, such as the Labor law and the Labor Contract Law, have not included enterprise employment notices, tripartite agreements, and enterprise breach of contracts in the scope of adjustment, leaving a blank space. Given the frequent occurrence of contract breaking in corporate recruitment, which has become an unstable factor affecting the employment of college graduates and infringes on their legitimate rights and interests, legislative bodies, as well as departments such as human resources and education, may consider promoting the revision of relevant labor laws and regulations, or issuing legal interpretations to classify tripartite agreements as labor contracts. In this way, companies can only terminate the tripartite agreement when they reach a consensus with graduates or meet relevant legal conditions; If a company's termination behavior is illegal, graduates can demand that the company continue to fulfill the tripartite agreement, or they can demand that the company pay economic compensation for the illegal termination.

Of course, if a company breaches a contract with a graduate before their employment, and the graduate has not yet worked or received a salary standard, it should take into account the direct and implicit losses caused by the breach of contract, and refer to the salary standard of new employees in the company to determine a reasonable economic compensation standard or compensation standard for a certain number of years.

Another feasible path is to apply the contractual fault liability clause of the Civil Code and increase the standards for breach of contract and compensation for recruitment breaches by enterprises. The income and default repayment ability of college graduates are limited, and they are in a relatively weak position, while enterprises are in a strong position with stronger default repayment ability. It is necessary to set a "dual breach of contract standard" - for graduates who breach the contract, the limit of 5000 yuan for breach of contract shall still be implemented; Enterprises breaking contracts shall be subject to higher standards of liquidated damages or compensation.

Only by increasing the cost of recruitment breach of contract for enterprises in accordance with the law, and making them pay a higher price for breach of contract, can enterprises be forced to plan their recruitment plans to a certain extent, abide by the bottom line of recruitment integrity, prevent malicious recruitment, make prudent and reasonable decisions on layoffs and termination, and reduce recruitment breach of contract from the source.

(Original title: "How much penalty should be used to fill in the" pit "of corporate recruitment breach of contract" by Tangshan Guest Source: Beijing Youth Daily)

重点词汇

• 违约金 liquidated damages ; breach of contract damages ; fine for breach of contract

• 原因是 as a result of ; on the score of

• 毁约 Breach of contract ; break an agreement with ; break one's promise ; scrap a contract or treaty ;

• 毁约行为 Breach of contract ; repudiation

• 象牙塔 ivory tower ; tower of ivory

• 不知所措 at a loss ; lost ; be at a stand ; be at a loss what to do ; stuck ; flounder ; lose the plot 

• 三方协议 tripartite agreement ; triple agreement

• 通电话 phone ; call sb. up ; give sb. a ring ; talk on the telephone

• 轻飘飘 light ; buoyant ; light as a feather ; airy

句子成分分析：

Another feasible path is toapply the contractual fault liability clause (of the Civil Code) and increase the standards [for 

breach (of contract and compensation)] [for recruitment breaches] [by enterprises].

句子语法结构详解：

* is 为系动词作谓语，采用一般现在时。
* to apply 为不定式，作表语。
* increase 为不带 to 的不定式。
* the 为定冠词。

句子相关词汇解释：

Vocabulary:

句子成分分析：

The income and default repayment ability (of college graduates) are limited, || and they are in a relatively weak 

position, || while enterprises are in a strong position [with stronger default repayment ability].

句子语法结构详解：

(stronger 为 strong 的比较级形式)

* 第1个 are 为助动词。
* limited 为谓语，采用一般现在时和被动语态。
* 第2个 and 为并列连词，连接并列句。
* 第2个 are 为系动词作谓语，采用一般现在时。
* while 为连词，引导状语从句。
* 第3个 are 为系动词作谓语，采用一般现在时。
* they 为人称代词主格。the 为定冠词。a 为不定冠词。

句子相关词汇解释：

Vocabulary:

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