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.

短期靈活用工要注意的問題：

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

1、檢驗企業的服務態度和技術水平。

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

2、通過朋友多問，或者在百度上了解公司的聲譽。

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

3、看看公司是否曾進行過與你相似的外包業務。

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

簽訂合同時應當注意以下事項：

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

1、短期靈活用工的法律關系受《合同法》相關法律法規調整，一般以雙方約定為準。

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、承包單位應當具備相應的資格、勞動合同質量、工資質量、工資質量、使用質量和安全生產條件。

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

3、承包公司必須是具有相應勞務承包資格的法人公司。否則，合同有可能無效，司法機關認定企業和勞動者之間有事實勞動關系的企業知道承包公司沒有承包資格和安全生產條件，發生安全事故時，必須對勞動者產生的人身損害賠償負連帶責任。

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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