Termination · 04
Termination & redundancy
Ground, process and clocks come before the conversation with the employee. Selecting this route does not mean a termination is available.
First job Identify the proposed ground and procedural timeline before action.
A filing, response or payment deadline can close options. Preserve the record and get advice before irreversible action.
Start here
Key considerations
- What ground is proposed?
- What notice, consultation or payment clocks apply?
- What evidence already exists?
Decision map
Keep the question bounded.
- Name the groundMutual, notice, summary or redundancy.
- Run the procedureNotice, union, evidence and payments.
- Preserve the fileIf a dispute is likely, move to the dispute route.
Timeline
Sequence and clocks that change the next action.
- Before noticeGround, file, approvals and union or consultation questions.
- Notice and paymentsStatutory or contractual clocks, severance arithmetic and handover.
- After separationCertificates, social insurance, restrictions and dispute windows.
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.
Curated resources
Open the asset that matches this job.
China employment and labour law
Grounds, process, notice, severance, documentation and clocks.
Wrongful termination for foreign employees
Grounds, evidence and arbitration posture when a separation is already in issue.
Prepare an employment enquiry
Organise high-level, non-confidential workforce facts before counsel or Ask a Lawyer.
Helpful to prepare
Facts that make the next conversation clearer.
These items are orientation aids, not a legal requirement list.
- Proposed ground and supporting file
- Notice and payment calculation
- Internal approval trail
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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This hub organises workforce questions. It does not decide status, grounds, severance or a dispute outcome on your facts.
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