Shared employment has become a popular employment model in recent years due to the impact of the Covid-19 epidemic. Being different from labor outsourcing, employee's temporal transfer, and labor dispatch in nature, shared employment is a new independent form of fl exible labor. In this model, there exists a physical disappearable labor relations between the supplying unit and the shared employee, and a virtual and real convertible labor relations between the lack of labor unit and the shared employee. In order to achieve the standardization of shared employment and the protection of shared employees' rights and interests, this study believes that relevant systems should be set up in terms of procedural aspects such as, the labor union of the labor supply unit participates in signing shared employment agreements and supervises the implementation and administrative fi ling and administrative supervision of shared employment agreements. In terms of substantive aspects, it is also necessary to set up and improve the system related to the sharing of employment conditions and deadlines, and changes in labor relations.