D3: Free and Fair Recruitment, Employment and Termination
Legal Provisions
Labour Contract Law
Labour Contract Law of the People’s Republic of China (promulgated 2007, last amended 2012)
中华人民共和国劳动合同法（2007年公布，2012年最后修正）
Accurate disclosure of working conditions and remuneration at recruitment
English translation · Unofficial
Article 8 When recruiting a worker, an employer shall truthfully inform the worker of the work to be performed, working conditions, workplace, occupational hazards, work safety conditions, remuneration and any other matters the worker requests to know. The employer shall have the right to obtain basic information about the worker that is directly relevant to the employment contract, and the worker shall provide that information truthfully.
Chinese original
第八条 用人单位招用劳动者时，应当如实告知劳动者工作内容、工作条件、工作地点、职业危害、安全生产状况、劳动报酬，以及劳动者要求了解的其他情况；用人单位有权了解劳动者与劳动合同直接相关的基本情况，劳动者应当如实说明。
Prohibition of document retention, security requirements and collection of property
English translation · Unofficial
Article 9 When recruiting workers, an employer shall not retain their resident identity cards or other documents, require them to provide security, or collect money or other property from them under any other pretext.
Chinese original
第九条 用人单位招用劳动者，不得扣押劳动者的居民身份证和其他证件，不得要求劳动者提供担保或者以其他名义向劳动者收取财物。
Mutual agreement and possession of employment contract copies
English translation · Unofficial
Article 16 An employment contract shall be concluded by mutual agreement between the employer and the worker and shall take effect upon both parties signing or affixing their seals to the contract.
The employer and the worker shall each retain one copy of the employment contract.
Chinese original
第十六条 劳动合同由用人单位与劳动者协商一致，并经用人单位与劳动者在劳动合同文本上签字或者盖章生效。
劳动合同文本由用人单位和劳动者各执一份。
Formulation, consultation and communication of workplace rules
English translation · Unofficial
Article 4 Employers shall establish and improve workplace rules and regulations in accordance with law to ensure that workers enjoy labour rights and fulfil labour obligations.
When formulating, amending or deciding on rules, regulations or major matters directly affecting workers’ immediate interests, including remuneration, working hours, rest and leave, occupational safety and health, insurance and welfare benefits, employee training, labour discipline and work quota management, an employer shall submit them to the employee representative assembly or all employees for discussion and proposals and comments, and determine them through consultation on an equal footing with the trade union or employee representatives.
During the implementation of rules, regulations and decisions on major matters, the trade union or employees shall have the right to raise with the employer any provisions they consider inappropriate and to seek their amendment and improvement through consultation.
Employers shall publicise, or communicate to workers, rules, regulations and decisions on major matters directly affecting workers’ immediate interests.
Chinese original
第四条 用人单位应当依法建立和完善劳动规章制度，保障劳动者享有劳动权利、履行劳动义务。
用人单位在制定、修改或者决定有关劳动报酬、工作时间、休息休假、劳动安全卫生、保险福利、职工培训、劳动纪律以及劳动定额管理等直接涉及劳动者切身利益的规章制度或者重大事项时，应当经职工代表大会或者全体职工讨论，提出方案和意见，与工会或者职工代表平等协商确定。
在规章制度和重大事项决定实施过程中，工会或者职工认为不适当的，有权向用人单位提出，通过协商予以修改完善。
用人单位应当将直接涉及劳动者切身利益的规章制度和重大事项决定公示，或者告知劳动者。
Written agreement on changes to employment contracts
English translation · Unofficial
Article 35 An employer and a worker may amend the terms of their employment contract by mutual agreement. Amendments to an employment contract shall be made in writing.
The employer and the worker shall each retain one copy of the amended employment contract.
Chinese original
第三十五条 用人单位与劳动者协商一致，可以变更劳动合同约定的内容。变更劳动合同，应当采用书面形式。
变更后的劳动合同文本由用人单位和劳动者各执一份。
Prohibition of directly or indirectly forced overtime
English translation · Unofficial
Article 31 Employers shall strictly implement work quota standards and shall not directly or indirectly force workers to work overtime. Where an employer arranges overtime, it shall pay overtime wages in accordance with the relevant State provisions.
Chinese original
第三十一条 用人单位应当严格执行劳动定额标准，不得强迫或者变相强迫劳动者加班。用人单位安排加班的，应当按照国家有关规定向劳动者支付加班费。
Resignation with statutory notice
English translation · Unofficial
Article 37 A worker may terminate an employment contract by giving the employer 30 days’ written notice. During the probationary period, a worker may terminate the employment contract by giving the employer three days’ notice.
Chinese original
第三十七条 劳动者提前三十日以书面形式通知用人单位，可以解除劳动合同。劳动者在试用期内提前三日通知用人单位，可以解除劳动合同。
Termination for employer violations and immediate resignation in cases of forced labour
English translation · Unofficial
Article 38 A worker may terminate the employment contract where the employer:
(1) Fails to provide labour protection or working conditions as agreed in the employment contract;
(2) Fails to pay remuneration in full and on time;
(3) Fails to pay social insurance contributions for the worker in accordance with law;
(4) Has rules or regulations that violate laws or regulations and harm workers’ rights and interests;
(5) Causes the employment contract to be invalid in any of the circumstances prescribed in paragraph 1 of Article 26 of this Law;
(6) Falls within any other circumstance in which laws or administrative regulations permit a worker to terminate the employment contract.
Where an employer forces a worker to work through violence, threats or unlawful restriction of personal freedom, or endangers the worker’s personal safety by issuing instructions contrary to rules or compelling hazardous operations, the worker may terminate the employment contract immediately without prior notice to the employer.
Chinese original
第三十八条 用人单位有下列情形之一的，劳动者可以解除劳动合同：
（一）未按照劳动合同约定提供劳动保护或者劳动条件的；
（二）未及时足额支付劳动报酬的；
（三）未依法为劳动者缴纳社会保险费的；
（四）用人单位的规章制度违反法律、法规的规定，损害劳动者权益的；
（五）因本法第二十六条第一款规定的情形致使劳动合同无效的；
（六）法律、行政法规规定劳动者可以解除劳动合同的其他情形。
用人单位以暴力、威胁或者非法限制人身自由的手段强迫劳动者劳动的，或者用人单位违章指挥、强令冒险作业危及劳动者人身安全的，劳动者可以立即解除劳动合同，不需事先告知用人单位。
Restrictions on contractual penalties payable by workers
English translation · Unofficial
Article 25 Except in the circumstances prescribed in Articles 22 and 23 of this Law, an employer shall not agree with a worker that the worker must pay a contractual penalty.
Chinese original
第二十五条 除本法第二十二条和第二十三条规定的情形外，用人单位不得与劳动者约定由劳动者承担违约金。
Advance notice or additional wages for specified dismissals
English translation · Unofficial
Article 40 An employer may terminate an employment contract after giving the worker 30 days’ written notice or paying the worker an additional month’s wages in any of the following circumstances:
(1) After the prescribed medical treatment period for an illness or non-work-related injury has expired, the worker is unable to perform the original job or another job arranged by the employer;
(2) The worker is not competent for the job and remains so after training or reassignment;
(3) A significant change in the objective circumstances on which the employment contract was based makes the contract impossible to perform, and the employer and worker fail to agree on amendments after consultation.
Chinese original
第四十条 有下列情形之一的，用人单位提前三十日以书面形式通知劳动者本人或者额外支付劳动者一个月工资后，可以解除劳动合同：
（一）劳动者患病或者非因工负伤，在规定的医疗期满后不能从事原工作，也不能从事由用人单位另行安排的工作的；
（二）劳动者不能胜任工作，经过培训或者调整工作岗位，仍不能胜任工作的；
（三）劳动合同订立时所依据的客观情况发生重大变化，致使劳动合同无法履行，经用人单位与劳动者协商，未能就变更劳动合同内容达成协议的。
Conditions, procedures and preferential retention in economic retrenchment
English translation · Unofficial
Article 41 Where any of the following circumstances makes it necessary to reduce the workforce by 20 or more persons, or by fewer than 20 persons constituting at least 10% of the enterprise’s total workforce, the employer may do so after explaining the situation to the trade union or all employees 30 days in advance, listening to their opinions, and reporting the workforce reduction plan to the labour administrative department:
(1) Restructuring under the Enterprise Bankruptcy Law;
(2) Serious difficulties in production and operations;
(3) A change in production, major technological innovation or adjustment of business methods that still requires workforce reductions after amendments to employment contracts;
(4) Other significant changes in the objective economic circumstances on which employment contracts were based, making the contracts impossible to perform.
When reducing the workforce, priority shall be given to retaining the following workers:
(1) Those who have concluded relatively long fixed-term employment contracts with the employer;
(2) Those who have concluded open-ended employment contracts with the employer;
(3) Those whose families have no other employed members and who have elderly persons or minors to support.
Where an employer that has reduced its workforce under paragraph 1 of this Article recruits again within six months, it shall notify the workers who were made redundant and give them priority for recruitment under equivalent conditions.
Chinese original
第四十一条 有下列情形之一，需要裁减人员二十人以上或者裁减不足二十人但占企业职工总数百分之十以上的，用人单位提前三十日向工会或者全体职工说明情况，听取工会或者职工的意见后，裁减人员方案经向劳动行政部门报告，可以裁减人员：
（一）依照企业破产法规定进行重整的；
（二）生产经营发生严重困难的；
（三）企业转产、重大技术革新或者经营方式调整，经变更劳动合同后，仍需裁减人员的；
（四）其他因劳动合同订立时所依据的客观经济情况发生重大变化，致使劳动合同无法履行的。
裁减人员时，应当优先留用下列人员：
（一）与本单位订立较长期限的固定期限劳动合同的；
（二）与本单位订立无固定期限劳动合同的；
（三）家庭无其他就业人员，有需要扶养的老人或者未成年人的。
用人单位依照本条第一款规定裁减人员，在六个月内重新招用人员的，应当通知被裁减的人员，并在同等条件下优先招用被裁减的人员。
Protected circumstances restricting dismissal under specified provisions
English translation · Unofficial
Article 42 An employer shall not terminate an employment contract under Article 40 or Article 41 of this Law where the worker:
(1) Engages in work involving exposure to occupational disease hazards and has not undergone a pre-departure occupational health examination, or is suspected of having an occupational disease and is undergoing diagnosis or medical observation;
(2) Has contracted an occupational disease or sustained a work-related injury while working for the employer and has been confirmed as having wholly or partially lost the capacity to work;
(3) Is within the prescribed medical treatment period for an illness or non-work-related injury;
(4) Is a female worker during pregnancy, maternity or breastfeeding;
(5) Has worked continuously for the employer for at least 15 years and is less than five years from the statutory retirement age;
(6) Falls within any other circumstance prescribed by laws or administrative regulations.
Chinese original
第四十二条 劳动者有下列情形之一的，用人单位不得依照本法第四十条、第四十一条的规定解除劳动合同：
（一）从事接触职业病危害作业的劳动者未进行离岗前职业健康检查，或者疑似职业病病人在诊断或者医学观察期间的；
（二）在本单位患职业病或者因工负伤并被确认丧失或者部分丧失劳动能力的；
（三）患病或者非因工负伤，在规定的医疗期内的；
（四）女职工在孕期、产期、哺乳期的；
（五）在本单位连续工作满十五年，且距法定退休年龄不足五年的；
（六）法律、行政法规规定的其他情形。
Circumstances requiring severance payments
English translation · Unofficial
Article 46 An employer shall pay severance to a worker in any of the following circumstances:
(1) The worker terminates the employment contract under Article 38 of this Law;
(2) The employer proposes termination under Article 36 of this Law and the parties agree to terminate the employment contract;
(3) The employer terminates the employment contract under Article 40 of this Law;
(4) The employer terminates the employment contract under paragraph 1 of Article 41 of this Law;
(5) A fixed-term employment contract ends under item (1) of Article 44 of this Law, except where the employer offers renewal on the same or improved contractual terms and the worker declines;
(6) The employment contract ends under item (4) or item (5) of Article 44 of this Law;
(7) Any other circumstance prescribed by laws or administrative regulations.
Chinese original
第四十六条 有下列情形之一的，用人单位应当向劳动者支付经济补偿：
（一）劳动者依照本法第三十八条规定解除劳动合同的；
（二）用人单位依照本法第三十六条规定向劳动者提出解除劳动合同并与劳动者协商一致解除劳动合同的；
（三）用人单位依照本法第四十条规定解除劳动合同的；
（四）用人单位依照本法第四十一条第一款规定解除劳动合同的；
（五）除用人单位维持或者提高劳动合同约定条件续订劳动合同，劳动者不同意续订劳动合同的情形外，依照本法第四十四条第一项规定终止固定期限劳动合同的；
（六）依照本法第四十四条第四项、第五项规定终止劳动合同的；
（七）法律、行政法规规定的其他情形。
Calculation of severance payments
English translation · Unofficial
Article 47 Severance shall be paid at the rate of one month’s wages for each full year the worker has worked for the employer. A period of at least six months but less than one year shall count as one year. For a period of less than six months, severance equal to half a month’s wages shall be paid.
Where a worker’s monthly wage exceeds three times the previous year’s average monthly wage of employees in the locality, as published by the people’s government of the municipality directly under the central government or the city divided into districts where the employer is located, severance shall be calculated at three times that local average monthly wage. The number of years used to calculate severance for such a worker shall not exceed 12.
For the purposes of this Article, monthly wage means the worker’s average wage over the 12 months preceding the termination or expiry of the employment contract.
Chinese original
第四十七条 经济补偿按劳动者在本单位工作的年限，每满一年支付一个月工资的标准向劳动者支付。六个月以上不满一年的，按一年计算；不满六个月的，向劳动者支付半个月工资的经济补偿。
劳动者月工资高于用人单位所在直辖市、设区的市级人民政府公布的本地区上年度职工月平均工资三倍的，向其支付经济补偿的标准按职工月平均工资三倍的数额支付，向其支付经济补偿的年限最高不超过十二年。
本条所称月工资是指劳动者在劳动合同解除或者终止前十二个月的平均工资。
Termination certificates, transfer formalities and severance payment
English translation · Unofficial
Article 50 Upon termination or expiry of an employment contract, the employer shall issue a certificate of termination or expiry and complete the transfer of the worker’s personnel file and social insurance relationship within 15 days.
The worker shall complete the handover of work as agreed by both parties. Where the employer is required to pay severance under this Law, payment shall be made upon completion of the handover.
The employer shall retain the texts of terminated or expired employment contracts for at least two years for inspection.
Chinese original
第五十条 用人单位应当在解除或者终止劳动合同时出具解除或者终止劳动合同的证明，并在十五日内为劳动者办理档案和社会保险关系转移手续。
劳动者应当按照双方约定，办理工作交接。用人单位依照本法有关规定应当向劳动者支付经济补偿的，在办结工作交接时支付。
用人单位对已经解除或者终止的劳动合同的文本，至少保存二年备查。
Liability for forced labour, abuse and unlawful detention
English translation · Unofficial
Article 88 An employer engaging in any of the following conduct shall be subject to administrative penalties in accordance with law. Where the conduct constitutes a crime, criminal liability shall be pursued in accordance with law. Where harm is caused to a worker, the employer shall be liable for compensation:
(1) Forcing labour through violence, threats or unlawful restriction of personal freedom;
(2) Endangering workers’ personal safety by issuing instructions contrary to rules or compelling hazardous operations;
(3) Insulting, imposing corporal punishment on, beating, unlawfully searching or detaining workers;
(4) Causing serious harm to workers’ physical or mental health through poor working conditions or serious environmental pollution.
Chinese original
第八十八条 用人单位有下列情形之一的，依法给予行政处罚；构成犯罪的，依法追究刑事责任；给劳动者造成损害的，应当承担赔偿责任：
（一）以暴力、威胁或者非法限制人身自由的手段强迫劳动的；
（二）违章指挥或者强令冒险作业危及劳动者人身安全的；
（三）侮辱、体罚、殴打、非法搜查或者拘禁劳动者的；
（四）劳动条件恶劣、环境污染严重，给劳动者身心健康造成严重损害的。
Labour Law
Labour Law of the People’s Republic of China (promulgated 1994, last amended 2018)
中华人民共和国劳动法（1994年公布，2018年最后修正）
Equal treatment in employment
English translation · Unofficial
Article 12 Workers shall not be discriminated against in employment on the grounds of ethnicity, race, sex or religious belief.
Chinese original
第十二条 劳动者就业，不因民族、种族、性别、宗教信仰不同而受歧视。
Consultation and general limits on extended working hours
English translation · Unofficial
Article 41 Where production or operational needs require it, an employer may extend working hours after consulting the trade union and workers, generally by no more than one hour per day. Where special circumstances require an extension, it shall not exceed three hours per day, provided workers’ health is safeguarded, and shall not exceed thirty-six hours per month.
Chinese original
第四十一条 用人单位由于生产经营需要，经与工会和劳动者协商后可以延长工作时间，一般每日不得超过一小时；因特殊原因需要延长工作时间的，在保障劳动者身体健康的条件下延长工作时间每日不得超过三小时，但是每月不得超过三十六小时。
Provisions on the Administration of Human Resource Service Agencies
Ministry of Human Resources and Social Security Order No. 50, Provisions on the Administration of Human Resource Service Agencies (promulgated 2023)
人力资源社会保障部令第50号，人力资源服务机构管理规定（2023年公布）
Restrictions on service charges, loan inducement and deposits
English translation · Unofficial
Article 27 Commercial human resource service agencies shall not charge individuals service fees for items other than those expressly disclosed, or induce or compel individuals, under any pretext, to participate in loans, equity investment, fundraising or similar activities.
Commercial human resource service agencies shall not collect deposits from individuals or collect disguised deposits under the guise of security or other arrangements.
Chinese original
第二十七条 经营性人力资源服务机构不得向个人收取明示服务项目以外的服务费用，不得以各种名目诱导、强迫个人参与贷款、入股、集资等活动。
经营性人力资源服务机构不得向个人收取押金，或者以担保等名义变相收取押金。
Interim Provisions on Wage Payment
Lao Bu Fa [1994] No. 489, Interim Provisions on Wage Payment (promulgated 1994)
劳部发〔1994〕489号，工资支付暂行规定（1994年公布）
Final wage settlement upon termination or expiry
English translation · Unofficial
Article 9 Where the parties lawfully terminate an employment contract or it expires, the employer shall pay the worker’s wages in full in a single payment at the time of termination or expiry.
Chinese original
第九条 劳动关系双方依法解除或终止劳动合同时，用人单位应在解除或终止劳动合同时一次付清劳动者工资。
Prohibition of wage withholding and permitted deductions
English translation · Unofficial
Article 15 Employers shall not withhold workers’ wages. An employer may make deductions from a worker’s wages in any of the following circumstances:
(1) Individual income tax withheld and remitted by the employer;
(2) Social insurance contributions payable by the worker and withheld and remitted by the employer;
(3) Child support or maintenance payments required to be withheld under a court judgment or ruling;
(4) Other amounts that laws or regulations permit to be deducted from wages.
Chinese original
第十五条 用人单位不得克扣劳动者工资。有下列情况之一的，用人单位可以代扣劳动者工资：
（一）用人单位代扣代缴的个人所得税；
（二）用人单位代扣代缴的应由劳动者个人负担的各项社会保险费用；
（三）法院判决、裁定中要求代扣的抚养费、赡养费；
（四）法律、法规规定可以从劳动者工资中扣除的其他费用。
Limits on wage deductions for compensation for economic losses
English translation · Unofficial
Article 16 Where a worker causes economic losses to the employer through the worker’s own actions, the employer may require compensation in accordance with the employment contract. Such compensation may be deducted from the worker’s wages. However, monthly deductions shall not exceed 20% of the worker’s wages for that month. If the remaining wages after deduction are lower than the local monthly minimum wage, payment shall be made at the minimum wage level.
Chinese original
第十六条 因劳动者本人原因给用人单位造成经济损失的，用人单位可按照劳动合同的约定要求其赔偿经济损失。经济损失的赔偿，可从劳动者本人的工资中扣除。但每月扣除的部分不得超过劳动者当月工资的20％。若扣除后的剩余工资部分低于当地月最低工资标准，则按最低工资标准支付。
Minimum Wage Provisions
Ministry of Labour and Social Security Order No. 21, Minimum Wage Provisions (promulgated 2004)
劳动和社会保障部令第21号，最低工资规定（2004年公布）
Minimum wage protection and its application to piece-rate pay
English translation · Unofficial
Article 12 Where a worker performs normal work, the wages paid by the employer shall not be lower than the local minimum wage after excluding the following:
(1) Wages for extended working hours;
(2) Allowances for special working environments or conditions, including middle shifts, night shifts, high or low temperatures, underground work, and toxic or harmful work;
(3) Worker welfare benefits and other benefits prescribed by laws, regulations and State provisions.
Employers using piece-rate, commission-based or other forms of pay shall, on the basis of scientifically determined and reasonable work quotas, pay wages no lower than the corresponding minimum wage.
This Article shall not apply where a worker, for reasons attributable to the worker, does not perform normal work during statutory working hours or the working hours specified in a lawfully concluded employment contract.
Chinese original
第十二条 在劳动者提供正常劳动的情况下，用人单位应支付给劳动者的工资在剔除下列各项以后，不得低于当地最低工资标准：
（一）延长工作时间工资；
（二）中班、夜班、高温、低温、井下、有毒有害等特殊工作环境、条件下的津贴；
（三）法律、法规和国家规定的劳动者福利待遇等。
实行计件工资或提成工资等工资形式的用人单位，在科学合理的劳动定额基础上，其支付劳动者的工资不得低于相应的最低工资标准。
劳动者由于本人原因造成在法定工作时间内或依法签订的劳动合同约定的工作时间内未提供正常劳动的，不适用于本条规定。
Civil Code
Civil Code of the People’s Republic of China (promulgated 2020)
中华人民共和国民法典（2020年公布）
Sexual harassment and organisational duties to prevent and address it
English translation · Unofficial
Article 1010 Where a person, against another person’s will, sexually harasses that person through words, writing, images, physical conduct or other means, the victim shall have the right to request that the perpetrator bear civil liability in accordance with law.
State organs, enterprises, schools and other entities shall take reasonable measures to prevent sexual harassment, receive complaints, and investigate and address incidents, so as to prevent and stop sexual harassment involving the misuse of authority, subordinate relationships or similar circumstances.
Chinese original
第一千零一十条 违背他人意愿，以言语、文字、图像、肢体行为等方式对他人实施性骚扰的，受害人有权依法请求行为人承担民事责任。
机关、企业、学校等单位应当采取合理的预防、受理投诉、调查处置等措施，防止和制止利用职权、从属关系等实施性骚扰。
Freedom of movement and protection against unlawful bodily searches
English translation · Unofficial
Article 1011 Where a person deprives another person of, or restricts, freedom of movement through unlawful detention or other means, or unlawfully searches another person’s body, the victim shall have the right to request that the perpetrator bear civil liability in accordance with law.
Chinese original
第一千零一十一条 以非法拘禁等方式剥夺、限制他人的行动自由，或者非法搜查他人身体的，受害人有权依法请求行为人承担民事责任。
Provisions on the Administration of Vocational School Student Internships
Jiao Zhi Cheng [2021] No. 4, Provisions on the Administration of Vocational School Student Internships (promulgated 2016, last revised 2021)
教职成〔2021〕4号，职业学校学生实习管理规定（2016年公布，2021年最后修订）
These provisions apply to vocational school student internships. They do not directly cover all general university internships, company apprenticeships or other training arrangements.
Educational purpose and skills development in student internships
English translation · Unofficial
Article 3 Student internships are, by their nature, educational activities and an important component of practical teaching. Their organisation shall uphold moral education and the joint development of ethics and technical skills, follow the patterns of student development and occupational competence formation, and combine theory with practice to improve students’ skills, strengthen their character and perseverance, and support their all-round development. Internships shall be incorporated into talent development programmes, organised on a sound basis and implemented in accordance with laws and regulations, effectively protecting students’ lawful rights and interests and promoting high-quality employment and entrepreneurship.
Chinese original
第三条 学生实习的本质是教学活动，是实践教学的重要环节。组织开展学生实习应当坚持立德树人、德技并修，遵循学生成长规律和职业能力形成规律，理论与实践相结合，提升学生技能水平，锤炼学生意志品质，服务学生全面发展；应当纳入人才培养方案，科学组织，依法依规实施，切实保护学生合法权益，促进学生高质量就业创业。
Duration and work content of placement internships
English translation · Unofficial
Article 12 Students’ placement internships with host organisations shall generally last six months. The specific duration shall be arranged by the vocational school in accordance with its talent development programme. The internship shall substantially cover the typical tasks of the position or group of positions corresponding to the students’ field of study, and students shall not be assigned only simple repetitive work. Vocational schools and host organisations are encouraged and supported to cooperate in exploring reforms to practical teaching through alternating work and study, multiple semesters, phased placements and other formats, in conjunction with apprenticeships, integrated secondary and higher vocational education, and similar approaches.
Chinese original
第十二条 学生在实习单位的岗位实习时间一般为6个月，具体实习时间由职业学校根据人才培养方案安排，应基本覆盖专业所对应岗位（群）的典型工作任务，不得仅安排学生从事简单重复劳动。鼓励支持职业学校和实习单位结合学徒制培养、中高职贯通培养等，合作探索工学交替、多学期、分段式等多种形式的实践性教学改革。
Determination and direct payment of internship remuneration
English translation · Unofficial
Article 18 Host organisations accepting students for placement internships shall provide appropriate internship remuneration with reference to their remuneration standards for comparable positions and factors including the students’ workload, work intensity and working hours. For students who participate relatively independently in actual work and have acquired basic ability to work independently in the placement position, remuneration shall, in principle, be no lower than 80% of the host organisation’s wage standard for the same position or its lowest wage-grade standard. In accordance with the internship agreement, remuneration shall be paid directly to students in money, in full and on time. In principle, the payment period shall not exceed one month. Goods or vouchers shall not replace monetary payment, and payment shall not be routed through a third party.
Chinese original
第十八条 接收学生岗位实习的实习单位，应当参考本单位相同岗位的报酬标准和岗位实习学生的工作量、工作强度、工作时间等因素，给予适当的实习报酬。在实习岗位相对独立参与实际工作、初步具备实践岗位独立工作能力的学生，原则上应不低于本单位相同岗位工资标准的80%或最低档工资标准，并按照实习协议约定，以货币形式及时、足额、直接支付给学生，原则上支付周期不得超过1个月，不得以物品或代金券等代替货币支付或经过第三方转发。
Prohibition of internship fees, document retention and security requirements
English translation · Unofficial
Article 20 Vocational schools and host organisations shall not charge students internship deposits, training fees, commissions on internship remuneration, management fees, internship materials fees, employment service fees or internship fees in any other form. They shall not retain students’ student cards, resident identity cards or other documents, require students to provide security, or collect money or other property from students under any other pretext.
Chinese original
第二十条 职业学校和实习单位不得向学生收取实习押金、培训费、实习报酬提成、管理费、实习材料费、就业服务费或者其他形式的实习费用，不得扣押学生的学生证、居民身份证或其他证件，不得要求学生提供担保或者以其他名义收取学生财物。
Fa Shi [2025] No. 12 (Judicial Interpretation issued by the Supreme People’s Court)
Fa Shi [2025] No. 12, Interpretation (II) of the Supreme People’s Court on Issues Concerning the Application of Law in the Trial of Labour Dispute Cases (promulgated 2025)
法释〔2025〕12号，最高人民法院关于审理劳动争议案件适用法律问题的解释（二）（2025年公布）
Confidentiality basis and proportionality of non-compete restrictions
English translation · Unofficial
Article 13 Where a worker has not become aware of or had access to the employer’s trade secrets or confidential matters relating to intellectual property, and requests confirmation that a non-compete clause has not taken effect, the people’s court shall uphold that request in accordance with law.
Where the scope, geographical area, duration or other terms of a non-compete clause are not commensurate with the trade secrets or confidential matters relating to intellectual property of which the worker has become aware or to which the worker has had access, and the worker requests confirmation that the part exceeding reasonable proportions is invalid, the people’s court shall uphold that request in accordance with law.
Chinese original
第十三条 劳动者未知悉、接触用人单位的商业秘密和与知识产权相关的保密事项，劳动者请求确认竞业限制条款不生效的，人民法院依法予以支持。
竞业限制条款约定的竞业限制范围、地域、期限等内容与劳动者知悉、接触的商业秘密和与知识产权相关的保密事项不相适应，劳动者请求确认竞业限制条款超过合理比例部分无效的，人民法院依法予以支持。
Mapping Gap
Scope
This comparison is based on the selected national laws, regulations, normative documents and judicial interpretation applicable in mainland China. “No complete equivalent identified” does not mean that no other legal protection exists. Employment relationships, vocational-school internships and other training arrangements are subject to different rules. Local requirements, collective agreements and individual contracts may add obligations. This selection does not comprehensively address criminal liability for trafficking or forced labour.
D3.2 — Informed, voluntary agreement and understandable communication: partial correspondence.
Articles 8 and 16 of the Labour Contract Law support accurate disclosure, mutual agreement and workers’ possession of a contract copy. A written contract or signature alone does not establish that a person understands all arrangements.
The selected provisions do not fully reproduce D3.2’s requirements for accessible languages and communication methods, or comprehensive disclosure of relevant living conditions. Actual understanding still requires attention, particularly where language, literacy or employer-provided accommodation is relevant.
D3.3 — Sufficient time before changes or termination: no universal equivalent.
Article 35 of the Labour Contract Law requires agreement on contractual changes. Article 40 provides for 30 days’ notice or an additional month’s wages in specified dismissal situations. Article 41 establishes disclosure, consultation and reporting procedures for economic retrenchment.
These provisions do not establish a universal requirement to give sufficient advance time for alternative arrangements before every change to employment or termination conditions. Payment in lieu under Article 40 does not necessarily provide the actual preparation time contemplated by D3.3. The 30-day rule should not be presented as applying to every dismissal.
D3.4 — Freedom of movement, overtime and resignation: substantive legal protection exists.
The Labour Contract Law prohibits document retention and forced overtime, and provides for resignation by notice and immediate resignation in specified circumstances. The Civil Code also protects freedom of movement. These elements have direct legal support.
“Undue restriction” in D3.4(e) should not be interpreted as prohibiting every non-compete arrangement. Chinese law permits non-compete obligations under statutory conditions. The 2025 judicial interpretation further requires an actual confidentiality basis and proportionate scope, geography and duration. Assessment should therefore address legality, proportionality and effects on occupational mobility.
D3.5 and D3.6 — Fees and financial burdens: prohibited charges are not equivalent to a comprehensive organisation-pays rule.
Article 9 of the Labour Contract Law prohibits employers from retaining documents, requiring security or collecting property when recruiting workers. The vocational-school internship rules also prohibit specified internship charges.
However, rules for commercial human resource service agencies regulate disclosed service charges and prohibit particular charges; they do not impose a blanket prohibition on every fee charged to individuals. Chinese law should therefore not be presented as universally requiring organisations to bear all recruitment, employment and termination costs. D3.6 has a broader cost-allocation requirement and requires separate examination of costs passed to personnel by organisations or intermediaries.
Statutory deductions and legally established compensation for actual losses must also be distinguished from punitive deductions and unlawful fees. Article 25’s restriction on contractual penalties contains statutory exceptions; it does not authorise employers to create discretionary fines.
D3.5 — Piece-rate systems: lawful remuneration methods still require safeguards.
Article 12 of the Minimum Wage Provisions applies minimum-wage protection to piece-rate and commission-based pay and requires reasonable work quotas. Article 31 of the Labour Contract Law prohibits indirectly forced overtime.
A piece-rate system is not inherently exploitative. Conversely, meeting the minimum wage alone does not establish that quotas, overtime demands or other arrangements are non-exploitative.
D3.7 and D3.8 — Protection from abuse and fair discipline: legal protection exists, but operational requirements differ.
Article 88 of the Labour Contract Law addresses forced labour, insults, corporal punishment, assault, unlawful searches and detention. Article 1010 of the Civil Code also requires organisations to take reasonable measures to prevent sexual harassment, receive complaints and investigate and address incidents.
Article 4 of the Labour Contract Law requires lawful workplace rules to be publicised or communicated, but does not reproduce the complete D3.8 package of communication upon hiring, consistent and fair application throughout the organisation, and documentation and communication of each disciplinary action. Psychological or emotional abuse should not be treated as legally unregulated merely because identical terminology is absent; personality-rights protections may apply.
D3.9 and D3.10 — Undue isolation and separation from dependants: no complete general equivalent identified.
Freedom-of-movement protections, disclosure duties and contractual-change rules provide relevant safeguards. However, no complete general equivalent was identified in the selected legislation requiring organisations to assess location, accommodation, private communications, transport and work schedules together to prevent undue isolation or forced separation from children and dependants.
Article 41’s preferential retention protection for workers with specified family responsibilities is not equivalent to this broader requirement.
D3.11 — Apprenticeships, internships and vocational education: scope and remuneration must be distinguished.
Articles 3 and 12 of the vocational-school internship rules support educational purpose, skills development and duration planning. Their scope does not encompass every apprenticeship or internship programme. The wording “generally six months” should not be rewritten as an absolute six-month maximum.
Article 18 uses benchmarks based on the host organisation’s comparable-position wage or lowest wage grade for qualifying students. It does not mean 80% of the local statutory minimum wage, nor is it equivalent to D3.11(c)’s statutory minimum-wage floor. Employment status and the applicability of minimum-wage legislation require separate assessment.
For D3.11(a), educational-purpose requirements and restrictions on merely repetitive work provide support, but do not replace an assessment of whether programme positions substitute for regular jobs. For D3.11(b), the organisation must still establish the programme’s specific planned duration.
D3.12 — Fair termination and retrenchment: legal procedures and payments do not establish last-resort status.
The Labour Contract Law establishes specified dismissal grounds, economic retrenchment procedures, protected circumstances and severance obligations. The Interim Provisions on Wage Payment require wages to be settled upon lawful termination. These provide direct support for fair and transparent termination.
However, Article 41 does not impose a universal “last resort” test for every economic retrenchment. Meeting statutory grounds and procedures alone does not demonstrate compliance with D3.12(d). The advance allocation of sufficient resources under D3.12(b) also goes beyond simply making payments when legally due.
Not every departure creates a statutory severance entitlement. Final-wage and severance payment timing must also be distinguished under their respective rules.
D3.13 — Management systems across operations and business relationships: no one-to-one legal framework identified.
The selected provisions establish specific duties concerning recruitment disclosures, contracts, charges, wage payment, personal protection and internships. They do not reproduce the complete M1–M10 framework or require its application across all operations and business relationships in the same terms.
The organisation therefore needs to assess risks involving recruiters, labour providers and other relevant business relationships under the Standard. Compliant internal contracts and payroll records alone do not establish full compliance with D3.