China: Employee Rights/ Labour Relations

【作者按】这篇文章，是笔者作为一名长期专注企业劳动合规与人员优化的律师，对未来三年行业走向的系统性判断。不是预测，是基于大量一线案例、企业咨询和争议处理经验之后，形成的结构性观察。

China's employment landscape is evolving rapidly as employers face economic pressures, technological disruption, and shifting workforce expectations. From AI-driven restructuring to rising workplace disputes and alternative labor models, organizations must navigate an increasingly complex regulatory environment while balancing innovation with compliance and employee trust.

Foreign employers in China often believe signed vacation policies protect them from annual leave disputes, but Chinese law places the burden of arranging, tracking, and compensating statutory leave squarely on the employer. This article examines how cumulative work history determines entitlements, why "use it or lose it" clauses fail without proper documentation, and what compliance gaps emerge when companies wait for employees to request time off instead of proactively managing leave obligations.

The Supreme People’s Court of the People’s Republic of China has recently issued a judicial interpretation — Interpretation (II) of the Supreme People’s Court on Issues Concerning the Application of Law in the Trial of Labor Dispute Cases, which took effect on September 1, 2025.

在中国企业开启出海布局的过程中，用工管理成为企业合规运营的重要环节。其中，境外用工与境内用工混同的问题频发，不仅困扰企业正常经营

2026年2月6日，针对《欧盟市场禁止强迫劳动产品条例》（Regulation on prohibiting products made with forced labour on the Union market，以下简称"《禁止强迫劳动条例》"）规定的将于2026年6月14日前颁布的《

With many employers in China now laying off employees, this article provides a quick recap of the rules of severance compensation.

在现代企业经营中，销售部门往往是企业发展的前沿阵地。

China's strong economy, large manufacturing base and burgeoning consumer market make it an irresistible place for many Western companies to do business.