China Law Key Words · 01 Practice
Employment & Labour
Practical China law orientation, guides and related counsel
230 articles · Latest update 13 Sep 2026
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Guides, answers and analysis related to this topic.
230 articles
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06 Sep 2026
Termination During Probation in China
Probation makes it easier to end a Mainland China labor contract, but it is not at-will. The employer must show the employee failed the hiring conditions, and those conditions mus…
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06 Sep 2026
Sick Leave in China
Mainland China sick leave sits on the ‘medical treatment period’ (医疗期) and city sick-pay rules, not on a single national daily rate. Tenure with the employer and cumulative servic…
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06 Sep 2026
Open-Term Employment Contracts in China
An open-term (non-fixed-term) labor contract in Mainland China has no end date. After two consecutive fixed-term contracts or ten years’ service, the employee can generally requir…
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06 Sep 2026
Fixed-Term Employment Contracts in China
Chinese law recognizes fixed-term, open-ended and task-completion employment contracts. A fixed expiry date can provide planning certainty, but it does not let an employer end emp…
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06 Sep 2026
Working Hours in China
Mainland China’s default is the standard working-hour system: eight hours a day and forty hours a week. Comprehensive-calculation and irregular (flexible) systems are lawful only…
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06 Sep 2026
Overtime Pay in China
On the standard working-hour system, Mainland China overtime is generally paid at 150% on weekdays, 200% on rest days if no compensatory leave is given, and 300% on statutory holi…
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06 Sep 2026
Annual Leave in China
Paid annual leave in Mainland China is a statutory floor based on cumulative working years: generally 5, 10 or 15 days. Company extra leave can sit on top; unused statutory leave…
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06 Sep 2026
Maternity, Paternity and Parental Leave in China
China combines national maternity protections with province-level population and family-planning rules. National regulations provide 98 days of maternity leave, with additional ti…
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06 Sep 2026
Severance Pay in China
China severance is not a universal payment for every employment exit. The legal route determines whether statutory economic compensation is due. Employer-proposed mutual terminati…
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06 Sep 2026
Labor Dispatch in China
Labor dispatch (劳务派遣) is a triangular staffing model: the dispatch agency employs the worker; the host company uses them. Mainland law limits dispatch to temporary, auxiliary or s…
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06 Sep 2026
Employee Handbooks in China
An employee handbook can support consistent workplace administration in China, but a policy is not enforceable merely because headquarters issued it or an employee signed a receip…
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06 Sep 2026
Bonus Disputes in China
A bonus in Mainland China is payable when it has become a wage-nature entitlement — by contract, handbook, a clear formula, or a consistent practice — not merely because a global…
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06 Sep 2026
Salary Payment Rules in China
Wages in Mainland China must be paid in full and on time, in legal currency, at least monthly. Unauthorised deductions, delayed pay and paying only in benefits or equity are the u…
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04 Sep 2026
Collective Layoffs During a Foreign-Invested Factory Relocation in China: Sequencing the Workforce Plan Without Undermining the Restructuring
A foreign-invested manufacturer decides to relocate part of its Nanjing production, consolidate operations into another China entity and reduce headcount. The legal risk is not si…
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04 Sep 2026
Investigating Employee Kickbacks in China: How Multinationals Should Collect Evidence Without Turning a Compliance Investigation into a Privacy or Dismissal Problem
A whistleblower reports that a procurement manager at a Suzhou factory has been receiving payments from a vendor. Headquarters wants to image the employee's laptop, collect email…
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