用工单位虽不是劳动法意义上的用人单位，但由于被派遣劳动者实际在用工单位提供劳动，接受用工单位的管理，因此，用工单位同样需对被派遣劳动者负有相应的义务。《劳动合同法》第六十二条规定，用工单位应当履行下列义务：
Although the employing unit is not the employing unit in the sense of labor law, because the dispatched workers actually provide labor in the employing unit and accept the management of the employing unit, the employing unit should also have corresponding obligations to the dispatched workers. Article 62 of the labor contract law stipulates that the employing unit shall perform the following obligations:
（一）执行国家劳动标准，提供相应的劳动条件和劳动保护；
（1） Implement the national labor standards and provide corresponding labor conditions and labor protection;
（二）告知被派遣劳动者的工作要求和劳动报酬；
（2） Inform the dispatched workers of their work requirements and remuneration;
（三）支付加班费、绩效奖金，提供与工作岗位相关的福利待遇；
（3） Pay overtime pay and performance bonus, and provide welfare benefits related to work position;
（四）对在岗被派遣劳框格护坡模具 箱体护坡模具 华尔街铜牛 电阻柜 接地电阻柜 电缆保护接地箱 隔离墩模具 化粪池模具动者进行工作岗位所必需的培训；
（4） Provide necessary training for on-the-job dispatched workers;
（五）连续用工的，实行正常的工资调整机制。另外，第五十九条第二款还规定，”用工单位应当根据工作岗位的实际需要与劳务派遣单位确定派遣期限，不得将连续用工期限分割订立数个短期劳务派遣协议"。
（5） For continuous employment, a normal wage adjustment mechanism shall be implemented. In addition, the second paragraph of Article 59 also stipulates that "the employing unit shall determine the term of dispatch with the labor dispatching unit according to the actual needs of the work position, and shall not divide the continuous term of employment into several short-term labor dispatching agreements".