Contracts · 01
Employment contracts
Confirm whether a labour relationship exists and what the written terms actually say. Status is not decided by a label on this page.
First job Identify the relationship and contract status before assessing rights or obligations.
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Key considerations
- Is there a written contract, and is it current?
- Fixed term, open term or project-based?
- Have mandatory terms been addressed?
Decision map
Keep the question bounded.
- Confirm the relationshipLabour contract versus other engagement models.
- Read the current instrumentTerm, probation, job and pay.
- Note later-stage linksChange, pay and exit questions belong on their own routes.
Quick answers
Need the short version? Start with one narrow question.
These explainers answer one question. They do not replace this topic route or a deep guide.
Quick AnswerChina Labor: SPC Interpretation II (2025) Employer Control LedgerUpdate co-employment, fixed-term, double-wage, non-compete, foreign-national, and reinstatement playbooks against the official Chinese text.Quick AnswerChina Labor Unions: ACFTU Model, 2% Levy & Handbook ConsultationMap enterprise vs higher-level union contacts; fund lawfully when established; run Art. 4 process for handbooks.Quick AnswerWhat happens if a written employment contract is late in China?A focused guide to the written-contract clock, double salary exposure and open-ended conversion.
Curated resources
Open the asset that matches this job.
Helpful to prepare
Facts that make the next conversation clearer.
These items are orientation aids, not a legal requirement list.
- Current contract and amendments
- Start date and term type
- Role, location and pay terms
Local context
Add the city only when it changes implementation.
Social insurance, labour-bureau practice and arbitration forums vary by city after the national framework is clear.
Open city and province guidesCounsel hand-off
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