Discrimination Lawyers in China

An employment discrimination review should identify the exact recruitment or workplace decision and the characteristic or circumstance said to have influenced it. Counsel then needs to distinguish unequal treatment from a neutral rule with unequal effects, test any genuine job requirement or statutory protection, identify suitable comparators, and coordinate employment, civil, administrative, internal, and potentially public-interest routes.

Questions that change the route

What decision or practice is challenged?

Pinpoint the advertisement, screening, interview, offer, pay, benefits, assignment, training, evaluation, promotion, transfer, discipline, retirement, redundancy, resignation pressure, termination, or algorithmic rule, together with the responsible decision-makers.

What evidence connects it to unequal treatment?

Compare stated reasons, criteria, timing, remarks, questions, records, statistics, prior practice, similarly situated workers, exceptions, replacements, and whether pregnancy, marriage, sex, ethnicity, race, religion, disability, infectious-disease carrier status, rural origin, or another protected interest is implicated.

Which process and outcome fit the claim?

Map internal reporting and non-retaliation safeguards, labour inspection, arbitration prerequisites and deadlines, civil proceedings, reinstatement or continued performance, pay and benefit differences, compensation, corrective action, and evidence preservation.

Evidence to organize first

• Job advertisements, applications, interview notes, offers, contracts, handbooks, criteria, performance and promotion records, discipline, notices, and decision approvals
• Messages, recordings, witness details, comparator files, workforce data, pay and benefits, pregnancy or leave records where relevant, accommodation requests, and prior complaints
• Employment-status and entity map, event chronology, stated and changing reasons, internal or regulator submissions, requested remedy, mitigation, and loss calculation

Official orientation sources: Employment Promotion Law · Law on the Protection of Women’s Rights and Interests (2022). Source check: 6 October 2026.