Employee termination in mainland China is route-specific.
The employer should identify the statutory termination basis before issuing notice, then test evidence, procedural requirements, protected-status issues, severance and any union-notice obligation that applies to that route. A contract clause alone does not create a termination right beyond the statute.
5 questions before you choose the route.
This page identifies the right question and evidence. It does not determine the legal outcome on a reader’s facts.
Check statutory ground
Identify the relevant facts, documents and operating role before choosing the route.
Decision factorCheck evidence quality
Identify the relevant facts, documents and operating role before choosing the route.
Decision factorCheck protected employee status
Identify the relevant facts, documents and operating role before choosing the route.
Decision factorCheck union/consultation requirement
Identify the relevant facts, documents and operating role before choosing the route.
Decision factorCheck severance and local procedure
Identify the relevant facts, documents and operating role before choosing the route.
Decision factorWorking rule: Map the regulated role before marketing or launch in China.
The signal ledger.
These facts move the question beyond a label and into a product, money-flow and control analysis.
Bring a compact evidence docket—not a pitch deck.
Give a compliance team or counsel the operating facts that reveal the perimeter.
Primary authorities
Reviewed sources support orientation, not a fact-specific assessment.
Sources last checked: