China Law Key Words · Practice Area
Employment and Labor
How employers and foreign staff navigate China labor contracts, workplace rights, and disputes—from hiring and probation through termination, discrimination, and work injury.
- Contracts hire & probation
- Exit termination risk
- Disputes arbitration & courts
- Counsel verified directory
What employment & labor covers
Lifecycle of the employment relationship under PRC rules
Contracts & probation
Fixed-term, open-ended, and secondment themes; probation limits and written contract duties.
Termination & severance
Lawful grounds, notice, economic compensation, and documentation discipline.
Discrimination & harassment
Protected characteristics, workplace investigations, and employer response playbooks.
Work injury & insurance
Work-related injury recognition, benefits interfaces, and employer reporting duties.
Start with these guides
Flagship explainers and practical orientation
China employment and labor law
National guide for employers and employees on core labor rules.
Open guide →ContractsEmployment contracts & probation
Fixed-term, open-ended, and probation rules orientation.
Read →KeywordWrongful termination
Unlawful dismissal themes and evidence for employees and employers.
Open keyword →KeywordDiscrimination
Workplace discrimination rights and employer controls.
Open keyword →KeywordWorkers compensation
Work injury and benefits orientation.
Open keyword →Cross-borderImmigration & employment compliance
When foreign staff status meets labor compliance.
Read →How HR and counsel reduce labor risk
Document early; litigate late
- Use written contracts on time Late or missing contracts create statutory compensation exposure.
- Align job description with reality Mismatches fuel overtime, position-change, and termination disputes.
- Keep performance evidence contemporaneous After-the-fact files rarely persuade labor arbitration.
- Follow statutory termination pathways Unilateral dismissal needs lawful ground and process.
- Handle foreign staff immigration in parallel Work status and labor status must both be lawful.
- Train managers on harassment response Investigation delay often multiplies liability.
Related topics & directories
Continue into neighbouring practice areas
Frequently asked questions
Orientation only—not legal advice
Must every employee have a written contract?
PRC labor rules generally require written contracts within a statutory period after employment starts. Gaps can create double-wage and open-ended contract risks.
Can employers freely terminate at will?
No. Termination generally requires statutory grounds and process; economic compensation often applies. See wrongful-termination materials on this hub.
Do foreign employees have different labor rules?
Core labor protections largely apply; immigration status is a separate compliance layer. Coordinate HR and immigration.
When should we hire counsel?
Mass layoffs, senior exits, discrimination claims, or union/work-stoppage risk. Browse employment lawyers via the directory link below.
Need employment counsel in China?
Match with verified labor lawyers or start with the national employment guide.
Directory and legal information only—not legal advice. No attorney–client relationship is formed by using this site. Rules and thresholds change; verify current requirements for your facts and jurisdiction.
Guides & articles
Practical writing from counsel and the portal editorial team on this topic