Labor law in China

Labor law in China combines national legislation, administrative rules, local implementation, collective arrangements, and the employer's lawful workplace policies. The exact legal relationship matters because employees, independent contractors, and platform workers may not be treated identically. A written labor contract is the normal foundation of employment. It should clearly identify the parties, job, workplace, pay, working conditions, contract term, and other important arrangements. Common contract forms include fixed-term, open-ended, and project-based employment. Probation may be agreed only within the legal framework and should not be treated as a period without employee rights. Employers must generally pay wages properly, provide safe working conditions, and handle social insurance and housing fund obligations as required. Working time, rest, leave, and overtime are also regulated rather than left entirely to private agreement. Internal rules can govern attendance, conduct, confidentiality, expenses, and discipline. For those rules to support serious action, their content, adoption process, communication, and consistent application can all matter. Ending employment is not simply a matter of giving notice. The lawful ground, evidence, procedure, consultation duties, notice, and possible severance must be considered for the particular situation. Employees may resign, negotiate an exit, or challenge employer action. Employers may discipline or dismiss workers only within the applicable legal and procedural limits. Labor disputes are commonly addressed through consultation, mediation, labor arbitration, and then court proceedings where the law permits. Labor arbitration, called 劳动仲裁, is usually the key formal first forum. Foreign employees also need valid immigration and work authorization. A labor agreement alone does not replace the required permit and residence arrangements.