D4: Decent Hours, Wages and Benefits
This selection focuses on nationwide legislation in mainland China, covering working hours and rest, wages and payment, leave and benefits, and protection during business difficulties. Local minimum wages, special working-time arrangements and local leave entitlements require further assessment for the place of employment.
Legal Provisions
Provisions of the State Council on Working Hours of Employees
State Council Order No. 146, Provisions of the State Council on Working Hours of Employees (promulgated 1994, last revised 1995)
国务院令第146号，国务院关于职工工作时间的规定（1994年公布，1995年最后修订）
Standard working hours: eight hours per day and 40 hours per week
English translation · Unofficial
Article 3 Employees shall work eight hours per day and 40 hours per week.
Chinese original
第三条 职工每日工作8小时，每周工作40小时。
Alternative work and rest arrangements for particular work characteristics
English translation · Unofficial
Article 5 Where the nature of the work or production characteristics prevent implementation of the standard working-time system of eight hours per day and 40 hours per week, alternative work and rest arrangements may be implemented in accordance with the relevant State provisions.
Chinese original
第五条 因工作性质或者生产特点的限制，不能实行每日工作8小时、每周工作40小时标准工时制度的，按照国家有关规定，可以实行其他工作和休息办法。
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）
Weekly rest
English translation · Unofficial
Article 38 Employers shall ensure that workers have at least one rest day per week.
Chinese original
第三十八条 用人单位应当保证劳动者每周至少休息一日。
Approval requirements for alternative working-time arrangements
English translation · Unofficial
Article 39 Where production characteristics prevent an enterprise from implementing Articles 36 and 38 of this Law, alternative work and rest arrangements may be implemented with the approval of the labour administrative department.
Chinese original
第三十九条 企业因生产特点不能实行本法第三十六条、第三十八条规定的，经劳动行政部门批准，可以实行其他工作和休息办法。
Consultation requirements and limits on overtime
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 36 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。
Emergency exceptions to overtime limits
English translation · Unofficial
Article 42 In any of the following circumstances, extensions of working hours shall not be subject to the restrictions in Article 41 of this Law:
(1) Natural disasters, accidents or other causes threaten workers’ lives or health or the safety of property and require urgent action;
(2) Breakdowns of production equipment, transport routes or public facilities affect production and the public interest and require urgent repairs;
(3) Other circumstances prescribed by laws or administrative regulations.
Chinese original
第四十二条 有下列情形之一的，延长工作时间不受本法第四十一条规定的限制：
（一）发生自然灾害、事故或者因其他原因，威胁劳动者生命健康和财产安全，需要紧急处理的；
（二）生产设备、交通运输线路、公共设施发生故障，影响生产和公众利益，必须及时抢修的；
（三）法律、行政法规规定的其他情形。
Wages during statutory holidays, marriage and bereavement leave, and lawful social activities
English translation · Unofficial
Article 51 Employers shall pay workers wages in accordance with the law during statutory holidays, marriage and bereavement leave, and participation in social activities in accordance with the law.
Chinese original
第五十一条 劳动者在法定休假日和婚丧假期间以及依法参加社会活动期间，用人单位应当依法支付工资。
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）
Prohibition of forced overtime and payment for overtime work
English translation · Unofficial
Article 31 Employers shall strictly implement work quota standards and shall not force workers, directly or indirectly, to work overtime. Where an employer arranges overtime, it shall pay workers overtime pay 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。
Working-time definition of part-time employment
English translation · Unofficial
Article 68 Part-time employment means a form of employment in which remuneration is primarily calculated by the hour and a worker generally works for the same employer for an average of no more than four hours per day and a total of no more than 24 hours per week.
Chinese original
第六十八条 非全日制用工，是指以小时计酬为主，劳动者在同一用人单位一般平均每日工作时间不超过四小时，每周工作时间累计不超过二十四小时的用工形式。
Minimum hourly pay and payment intervals for part-time employment
English translation · Unofficial
Article 72 The hourly remuneration rate for part-time employment shall not be lower than the minimum hourly wage prescribed by the people’s government of the locality where the employer is located.
The interval for settling and paying remuneration for part-time employment shall not exceed 15 days.
Chinese original
第七十二条 非全日制用工小时计酬标准不得低于用人单位所在地人民政府规定的最低小时工资标准。
非全日制用工劳动报酬结算支付周期最长不得超过十五日。
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 exclusions and protection for piece-rate pay
English translation · Unofficial
Article 12 Where a worker provides normal labour, the wages paid by the employer shall not be lower than the local minimum wage after excluding the following items:
(1) Overtime pay;
(2) Allowances for special working environments or conditions, such as afternoon or evening shifts, night shifts, high or low temperatures, underground work, and toxic or hazardous work;
(3) Workers’ welfare benefits prescribed by laws, regulations and State provisions.
Employers using piece-rate pay, commission-based pay or similar forms of remuneration shall, on the basis of scientifically determined and reasonable work quotas, pay workers no less than the corresponding minimum wage.
This Article shall not apply where, for reasons attributable to the worker, the worker fails to provide normal labour during statutory working hours or working hours agreed 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。
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）
Wage-payment records and individual wage statements
English translation · Unofficial
Article 6 Employers shall pay wages directly to workers. Where a worker is unable to collect wages for any reason, a relative or another person authorised by the worker may collect them on the worker’s behalf.
Employers may entrust banks with paying wages on their behalf.
Employers shall keep written records of the amount and time of wage payments, the names of recipients and their signatures, and retain these records for more than two years for inspection. When paying wages, employers shall provide each worker with an individual wage statement.
Chinese original
第六条 用人单位应将工资支付给劳动者本人。劳动者本人因故不能领取工资时，可由其亲属或委托他人代领。
用人单位可委托银行代发工资。
用人单位必须书面记录支付劳动者工资的数额、时间、领取者的姓名以及签字，并保存两年以上备查。用人单位在支付工资时应向劳动者提供一份其个人的工资清单。
Wage-payment dates and frequency
English translation · Unofficial
Article 7 Wages shall be paid on the date agreed between the employer and the worker. If that date falls on a public holiday or rest day, payment shall be made in advance on the nearest preceding working day. Wages shall be paid at least once a month; where wages are calculated weekly, daily or hourly, payment may be made weekly, daily or hourly.
Chinese original
第七条 工资必须在用人单位与劳动者约定的日期支付。如遇节假日或休息日，则应提前在最近的工作日支付。工资至少每月支付一次，实行周、日、小时工资制的可按周、日、小时支付工资。
Wages during work or production stoppages not attributable to workers
English translation · Unofficial
Article 12 Where work or production stops for reasons not attributable to workers, the employer shall pay wages at the rate specified in the employment contract for a stoppage within one wage-payment cycle. Where the stoppage exceeds one wage-payment cycle and a worker provides normal labour, the remuneration paid shall not be lower than the local minimum wage. Where the worker does not provide normal labour, the relevant State provisions shall apply.
Chinese original
第十二条 非因劳动者原因造成单位停工、停产在一个工资支付周期内的，用人单位应按劳动合同规定的标准支付劳动者工资。超过一个工资支付周期的，若劳动者提供了正常劳动，则支付给劳动者的劳动报酬不得低于当地的最低工资标准；若劳动者没有提供正常劳动，应按国家有关规定办理。
Overtime pay under standard, piece-rate and special working-time systems
English translation · Unofficial
Article 13 Where, after a worker has completed the work quota or assigned tasks, an employer arranges work outside statutory standard working hours according to actual needs, it shall pay wages at the following rates:
(1) Where the employer lawfully extends working hours beyond statutory standard daily working hours, at least 150% of the worker’s own hourly wage rate specified in the employment contract;
(2) Where the employer lawfully arranges work on rest days and cannot arrange compensatory rest, at least 200% of the worker’s own daily or hourly wage rate specified in the employment contract;
(3) Where the employer lawfully arranges work on statutory holidays, at least 300% of the worker’s own daily or hourly wage rate specified in the employment contract.
Where workers paid on a piece-rate basis have completed their piece-rate quotas and the employer arranges overtime, their wages shall, in accordance with the principles above, be paid at no less than 150%, 200% or 300%, respectively, of their piece rates for statutory working hours.
Where an aggregate working-hours system has been approved by the labour administrative department, aggregate working hours exceeding statutory standard working hours shall be treated as overtime, and overtime pay shall be paid in accordance with these Provisions.
The above provisions shall not apply to workers subject to an irregular working-hours system.
Chinese original
第十三条 用人单位在劳动者完成劳动定额或规定的工作任务后，根据实际需要安排劳动者在法定标准工作时间以外工作的，应按以下标准支付工资：
（一）用人单位依法安排劳动者在日法定标准工作时间以外延长工作时间的，按照不低于劳动合同规定的劳动者本人小时工资标准的150％支付劳动者工资；
（二）用人单位依法安排劳动者在休息日工作，而又不能安排补休的，按照不低于劳动合同规定的劳动者本人日或小时工资标准的200％支付劳动者工资；
（三）用人单位依法安排劳动者在法定休假节日工作的，按照不低于劳动合同规定的劳动者本人日或小时工资标准的300％支付劳动者工资。
实行计件工资的劳动者，在完成计件定额任务后，由用人单位安排延长工作时间的，应根据上述规定的原则，分别按照不低于其本人法定工作时间计件单价的150％、200％、300％支付其工资。
经劳动行政部门批准实行综合计算工时工作制的，其综合计算工作时间超过法定标准工作时间的部分，应视为延长工作时间，并应按本规定支付劳动者延长工作时间的工资。
实行不定时工时制度的劳动者，不执行上述规定。
Prohibition of wage withholding and permitted deductions
English translation · Unofficial
Article 15 Employers shall not withhold workers’ wages without lawful grounds. In any of the following circumstances, employers may make deductions from workers’ wages on their behalf:
(1) Individual income tax withheld and paid by the employer;
(2) Social insurance contributions payable by the worker personally and withheld and paid by the employer;
(3) Child support and maintenance payments required to be withheld under a court judgment or ruling;
(4) Other amounts that may be deducted from wages under laws or regulations.
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 economic losses caused by workers
English translation · Unofficial
Article 16 Where a worker causes economic loss to the employer for reasons attributable to the worker, the employer may require compensation in accordance with the employment contract. Compensation for economic loss may be deducted from the worker’s wages, but the amount deducted each month shall not exceed 20% of the worker’s wages for that month. If the wages remaining after the deduction would be lower than the local monthly minimum wage, wages shall be paid at the minimum wage rate.
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。
Measures on Holidays for National Festivals and Commemorative Days
Measures on Holidays for National Festivals and Commemorative Days (promulgated 1949, last revised 2024)
全国年节及纪念日放假办法（1949年公布，2024年最后修订）
Statutory holidays for all citizens
English translation · Unofficial
Article 2 The following are holidays for all citizens:
(1) New Year’s Day: one day (1 January);
(2) Spring Festival: four days (Lunar New Year’s Eve and the first to third days of the first lunar month);
(3) Qingming Festival: one day (the day of Qingming);
(4) Labour Day: two days (1 and 2 May);
(5) Dragon Boat Festival: one day (the day of the festival according to the lunar calendar);
(6) Mid-Autumn Festival: one day (the day of the festival according to the lunar calendar);
(7) National Day: three days (1 to 3 October).
Chinese original
第二条 全体公民放假的节日：
（一）元旦，放假1天（1月1日）；
（二）春节，放假4天（农历除夕、正月初一至初三）；
（三）清明节，放假1天（农历清明当日）；
（四）劳动节，放假2天（5月1日、2日）；
（五）端午节，放假1天（农历端午当日）；
（六）中秋节，放假1天（农历中秋当日）；
（七）国庆节，放假3天（10月1日至3日）。
Coordinated holiday arrangements and consecutive working days
English translation · Unofficial
Article 7 For holidays applying to all citizens, unified holiday and adjusted rest-day arrangements may reasonably be made, in conjunction with implementation of paid annual leave and other systems, to create longer holiday periods in practice. Except in individual exceptional circumstances, consecutive working days before or after statutory holiday periods shall generally not exceed six days.
Chinese original
第七条 全体公民放假的假日，可合理安排统一放假调休，结合落实带薪年休假等制度，实际形成较长假期。除个别特殊情形外，法定节假日假期前后连续工作一般不超过6天。
Regulations on Paid Annual Leave for Employees
State Council Order No. 514, Regulations on Paid Annual Leave for Employees (promulgated 2007)
国务院令第514号，职工带薪年休假条例（2007年公布）
Eligibility for paid annual leave and wage protection
English translation · Unofficial
Article 2 Employees of government organs, organisations, enterprises, public institutions, private non-enterprise entities, individual businesses with employees and other such entities who have worked continuously for more than one year shall be entitled to paid annual leave (hereinafter referred to as annual leave). Employers shall ensure that employees take annual leave.
During annual leave, employees shall receive the same wage income as during normal working periods.
Chinese original
第二条 机关、团体、企业、事业单位、民办非企业单位、有雇工的个体工商户等单位的职工连续工作1年以上的，享受带薪年休假（以下简称年休假）。单位应当保证职工享受年休假。
职工在年休假期间享受与正常工作期间相同的工资收入。
Annual leave entitlement based on cumulative years of service
English translation · Unofficial
Article 3 Employees whose cumulative service is at least one year but less than ten years shall receive five days of annual leave; those with at least ten years but less than 20 years shall receive ten days; and those with at least 20 years shall receive 15 days.
Statutory public holidays and rest days shall not be counted as annual leave.
Chinese original
第三条 职工累计工作已满1年不满10年的，年休假5天；已满10年不满20年的，年休假10天；已满20年的，年休假15天。
国家法定休假日、休息日不计入年休假的假期。
Circumstances excluding entitlement to annual leave for the current year
English translation · Unofficial
Article 4 Employees shall not be entitled to annual leave for the current year in any of the following circumstances:
(1) They lawfully receive summer or winter holidays exceeding their annual leave entitlement;
(2) They take personal leave totalling at least 20 days and the employer does not deduct wages in accordance with the applicable provisions;
(3) They have at least one but less than ten years of cumulative service and take sick leave totalling at least two months;
(4) They have at least ten but less than 20 years of cumulative service and take sick leave totalling at least three months;
(5) They have at least 20 years of cumulative service and take sick leave totalling at least four months.
Chinese original
第四条 职工有下列情形之一的，不享受当年的年休假：
（一）职工依法享受寒暑假，其休假天数多于年休假天数的；
（二）职工请事假累计20天以上且单位按照规定不扣工资的；
（三）累计工作满1年不满10年的职工，请病假累计2个月以上的；
（四）累计工作满10年不满20年的职工，请病假累计3个月以上的；
（五）累计工作满20年以上的职工，请病假累计4个月以上的。
Scheduling annual leave and payment for untaken leave
English translation · Unofficial
Article 5 Employers shall coordinate annual leave arrangements according to production and work circumstances, taking employees’ wishes into account.
Annual leave may be taken in one continuous period or in separate periods within a year and shall generally not be carried over to another year. Where production or work characteristics make it genuinely necessary, annual leave may be carried over to the following year.
Where work requirements genuinely prevent an employer from arranging annual leave, the leave need not be arranged with the employee’s consent. For each day of annual leave due but not taken, the employer shall pay annual-leave remuneration at 300% of the employee’s daily wage income.
Chinese original
第五条 单位根据生产、工作的具体情况，并考虑职工本人意愿，统筹安排职工年休假。
年休假在1个年度内可以集中安排，也可以分段安排，一般不跨年度安排。单位因生产、工作特点确有必要跨年度安排职工年休假的，可以跨1个年度安排。
单位确因工作需要不能安排职工休年休假的，经职工本人同意，可以不安排职工休年休假。对职工应休未休的年休假天数，单位应当按照该职工日工资收入的300%支付年休假工资报酬。
Special Provisions on Labour Protection for Female Employees
State Council Order No. 619, Special Provisions on Labour Protection for Female Employees (promulgated 2012)
国务院令第619号，女职工劳动保护特别规定（2012年公布）
Work adjustments, rest and prenatal examinations during pregnancy
English translation · Unofficial
Article 6 Where a pregnant employee is unable to perform her original work, the employer shall, on the basis of certification from a medical institution, reduce her workload or arrange other work that she can perform.
For employees who are at least seven months pregnant, employers shall not extend working hours or arrange night work and shall arrange a certain amount of rest during working hours.
Time required for prenatal examinations undertaken by pregnant employees during working hours shall count as working time.
Chinese original
第六条 女职工在孕期不能适应原劳动的，用人单位应当根据医疗机构的证明，予以减轻劳动量或者安排其他能够适应的劳动。
对怀孕7个月以上的女职工，用人单位不得延长劳动时间或者安排夜班劳动，并应当在劳动时间内安排一定的休息时间。
怀孕女职工在劳动时间内进行产前检查，所需时间计入劳动时间。
Maternity leave and leave following miscarriage
English translation · Unofficial
Article 7 Female employees shall be entitled to 98 days of maternity leave upon childbirth, of which 15 days may be taken before delivery. In the event of a difficult delivery, an additional 15 days shall be granted. For multiple births, an additional 15 days shall be granted for each additional infant.
Employees who miscarry before four months of pregnancy shall be entitled to 15 days of maternity leave; those who miscarry at four months or later shall be entitled to 42 days.
Chinese original
第七条 女职工生育享受98天产假，其中产前可以休假15天；难产的，增加产假15天；生育多胞胎的，每多生育1个婴儿，增加产假15天。
女职工怀孕未满4个月流产的，享受15天产假；怀孕满4个月流产的，享受42天产假。
Maternity allowances and medical expenses
English translation · Unofficial
Article 8 Maternity allowances during maternity leave for employees covered by maternity insurance shall be paid by the maternity insurance fund at the employer’s average monthly employee wage for the preceding year. For employees not covered by maternity insurance, the employer shall pay at the employee’s wage rate before maternity leave.
Medical expenses for childbirth or miscarriage shall be paid according to the items and rates prescribed by maternity insurance provisions: by the maternity insurance fund for employees covered by maternity insurance, and by the employer for employees not covered.
Chinese original
第八条 女职工产假期间的生育津贴，对已经参加生育保险的，按照用人单位上年度职工月平均工资的标准由生育保险基金支付；对未参加生育保险的，按照女职工产假前工资的标准由用人单位支付。
女职工生育或者流产的医疗费用，按照生育保险规定的项目和标准，对已经参加生育保险的，由生育保险基金支付；对未参加生育保险的，由用人单位支付。
Working-time protection and breastfeeding breaks
English translation · Unofficial
Article 9 Employers shall not extend working hours or arrange night work for employees breastfeeding infants under one year of age.
Employers shall arrange one hour of breastfeeding time during each working day for breastfeeding employees. For multiple births, one additional hour of breastfeeding time per day shall be provided for each additional infant breastfed.
Chinese original
第九条 对哺乳未满1周岁婴儿的女职工，用人单位不得延长劳动时间或者安排夜班劳动。
用人单位应当在每天的劳动时间内为哺乳期女职工安排1小时哺乳时间；女职工生育多胞胎的，每多哺乳1个婴儿每天增加1小时哺乳时间。
Social Insurance Law
Social Insurance Law of the People’s Republic of China (promulgated 2010, last amended 2018)
中华人民共和国社会保险法（2010年公布，2018年最后修正）
Full payment and disclosure of social insurance contributions
English translation · Unofficial
Article 60 Employers shall declare and pay social insurance contributions in full and on time, and shall not defer payment or obtain reductions or exemptions except on statutory grounds such as force majeure. Contributions payable by employees shall be withheld and paid by the employer, which shall inform each employee monthly of the details of contributions paid.
Individual business operators without employees, part-time workers not participating in social insurance through an employer, and other persons in flexible employment may pay social insurance contributions directly to the contribution collection agency.
Chinese original
第六十条 用人单位应当自行申报、按时足额缴纳社会保险费，非因不可抗力等法定事由不得缓缴、减免。职工应当缴纳的社会保险费由用人单位代扣代缴，用人单位应当按月将缴纳社会保险费的明细情况告知本人。
无雇工的个体工商户、未在用人单位参加社会保险的非全日制从业人员以及其他灵活就业人员，可以直接向社会保险费征收机构缴纳社会保险费。
Regulations on the Administration of Housing Provident Funds
State Council Order No. 262, Regulations on the Administration of Housing Provident Funds (promulgated 1999, last revised 2026)
国务院令第262号，住房公积金管理条例（1999年公布，2026年最后修订）
Housing provident fund contributions and approval procedures for financial difficulty
English translation · Unofficial
Article 20 Employers shall pay housing provident fund contributions in full and on time, and shall not pay late or underpay.
Where an employer genuinely has difficulty making contributions, the contribution rate may be reduced or payment deferred after discussion and approval by its employee congress or trade union, review by the housing provident fund management centre, and approval by the housing provident fund management committee. When the employer’s economic performance improves, it shall increase the contribution rate again or make up the deferred contributions.
Chinese original
第二十条 单位应当按时、足额缴存住房公积金，不得逾期缴存或者少缴。
对缴存住房公积金确有困难的单位，经本单位职工代表大会或者工会讨论通过，并经住房公积金管理中心审核，报住房公积金管理委员会批准后，可以降低缴存比例或者缓缴；待单位经济效益好转后，再提高缴存比例或者补缴缓缴。
Regulations on Work Injury Insurance
State Council Order No. 375, Regulations on Work Injury Insurance (promulgated 2003, last revised 2010)
国务院令第375号，工伤保险条例（2003年公布，2010年最后修订）
Wages, benefits and nursing care during work-injury treatment leave
English translation · Unofficial
Article 33 Where an employee needs to suspend work for medical treatment after an accident at work or an occupational disease, the employee’s original wages and benefits shall remain unchanged during the period of work suspension with retained pay and shall be paid monthly by the employer.
The period of work suspension with retained pay shall generally not exceed 12 months. In serious or exceptional cases, it may be appropriately extended upon confirmation by the work capacity assessment committee of the city divided into districts, but the extension shall not exceed 12 months. Once the injured employee’s disability grade has been assessed, the original benefits shall cease and disability benefits shall be provided in accordance with this Chapter. Employees who still require treatment after the period of work suspension with retained pay shall continue to receive work-injury medical benefits.
Where an injured employee unable to care for themselves requires nursing care during the period of work suspension with retained pay, the employer shall be responsible for providing it.
Chinese original
第三十三条 职工因工作遭受事故伤害或者患职业病需要暂停工作接受工伤医疗的，在停工留薪期内，原工资福利待遇不变，由所在单位按月支付。
停工留薪期一般不超过12个月。伤情严重或者情况特殊，经设区的市级劳动能力鉴定委员会确认，可以适当延长，但延长不得超过12个月。工伤职工评定伤残等级后，停发原待遇，按照本章的有关规定享受伤残待遇。工伤职工在停工留薪期满后仍需治疗的，继续享受工伤医疗待遇。
生活不能自理的工伤职工在停工留薪期需要护理的，由所在单位负责。
Enterprise Bankruptcy Law
Enterprise Bankruptcy Law of the People’s Republic of China (promulgated 2006)
中华人民共和国企业破产法（2006年公布）
Priority of employee wages, related benefits and compensation in bankruptcy
English translation · Unofficial
Article 113 After bankruptcy expenses and common-benefit debts have been paid in priority, the bankruptcy estate shall be distributed in the following order:
(1) Wages, medical expenses, disability allowances and survivor benefits owed to employees; basic pension and basic medical insurance contributions owed that should be credited to employees’ individual accounts; and compensation payable to employees under laws and administrative regulations;
(2) Social insurance contributions owed by the bankrupt debtor other than those specified in the preceding item, and taxes owed by the bankrupt debtor;
(3) Ordinary bankruptcy claims.
Where the bankruptcy estate is insufficient to satisfy claims within the same rank, distribution shall be proportionate.
The wages of directors, supervisors and senior managers of a bankrupt enterprise shall be calculated at the average wage of its employees.
Chinese original
第一百一十三条 破产财产在优先清偿破产费用和共益债务后，依照下列顺序清偿：
（一）破产人所欠职工的工资和医疗、伤残补助、抚恤费用，所欠的应当划入职工个人账户的基本养老保险、基本医疗保险费用，以及法律、行政法规规定应当支付给职工的补偿金；
（二）破产人欠缴的除前项规定以外的社会保险费用和破产人所欠税款；
（三）普通破产债权。
破产财产不足以清偿同一顺序的清偿要求的，按照比例分配。
破产企业的董事、监事和高级管理人员的工资按照该企业职工的平均工资计算。
Mapping Gap
Scope
This analysis concerns the selected nationwide provisions. Local rules and specific conditions may apply. The absence of an exact equivalent in this selection does not mean that the conduct is legally unregulated.
D4.1–D4.3 — Living wages and statutory minimum wages are not equivalent.
Statutory minimum wages establish a legal wage floor. Meeting that floor does not, by itself, demonstrate compliance with the living wage or living income requirement in D4.2. Overtime pay, specified allowances and statutory benefits cannot be used to make up the applicable minimum wage for normal work. The selected provisions do not establish an equivalent, generally applicable obligation to assess living wages or address contextual barriers through the stakeholder collaboration contemplated by D4.3.
D4.4 — Standard working hours and overtime limits require separate assessment.
China’s standard working-time system provides for eight hours per day and 40 hours per week, a lower regular weekly limit than the 48 hours stated in D4.4. Overtime is subject to separate daily and monthly limits, with statutory emergency exceptions. The monthly limit must not be converted into a substitute weekly allowance, and compliance with a 12-hour weekly overtime ceiling does not establish compliance with Chinese law.
D4.5 and D4.7 — Voluntary overtime, special working-time systems and exempt personnel.
Chinese law prohibits forced overtime and requires consultation when extending working hours. However, statutory emergency exceptions and approval of special working-time systems do not fully correspond to the conditions involving national law and a binding collective agreement in D4.5. Approval of an aggregate working-hours system does not automatically satisfy the Standard’s conditions for calculating overtime across weeks.
Different overtime-pay rules apply to approved irregular working-hours arrangements, subject to applicable local requirements. No equivalent nationwide provision was identified that universally requires the living-wage-plus-overtime comparison and reasonable discretion over working hours specified in D4.7.
D4.6 — Weekly rest is not identical to rest after six consecutive working days.
The statutory requirement for at least one rest day per week should not be treated as identical to D4.6’s requirement for at least 24 consecutive hours of rest after six consecutive working days. The rule generally limiting consecutive work to six days around statutory holidays addresses holiday-related scheduling and allows exceptional circumstances. Meeting the weekly rest requirement alone does not establish compliance with the Standard’s broader expectations for predictable, convenient schedules, adequate breaks and demographic flexibility.
D4.6 — Statutory leave provides partial coverage; local rules remain relevant.
Statutory holidays, paid annual leave, maternity leave and breastfeeding time provide direct partial coverage. The nationwide 98-day maternity-leave provision must not be presented as the total entitlement in every locality. Sick leave, marriage leave, paternity leave, childcare leave and care leave require separate assessment under applicable rules. The selected entitlements alone do not establish that the Standard’s broader requirement for adequate leave has been met.
D4.8 and D4.10 — Payslips and contribution details do not establish complete disclosure.
The law requires timely wage payment, wage-payment records, individual wage statements and monthly disclosure of social-insurance contributions. These provisions do not themselves expressly cover every item of working-time, benefit and deduction information contemplated by D4.10. Issuing a payslip alone therefore does not establish complete compliance with the Standard’s disclosure requirements.
D4.9 — Work-injury pay protection does not determine every category of compensable time.
The work-injury rules directly protect existing wages and benefits during the applicable treatment-related suspension period, and prenatal examination time is expressly addressed. These provisions should not be extended to imply comprehensive coverage of every training session, social performance team activity, grievance process or period of required presence. Whether such time is compensable requires assessment of the activity, employer control and applicable rules. The selected provisions do not provide a single equivalent covering every situation in D4.9.
D4.11 — Work-stoppage pay and bankruptcy priorities have specific scopes.
Wage protection during work stoppages and the ranking of employee claims in bankruptcy provide partial coverage. Article 113 operates after bankruptcy expenses and common-benefit debts and must be read together with other rules, including those governing secured claims. It does not establish absolute wage priority in every situation, nor does its scope cover all business disruptions contemplated by D4.11.
D4.12 — Compensation for economic loss is not a disciplinary fine.
Article 16 concerns compensation for economic loss caused by a worker; it does not grant employers a general power to impose disciplinary fines. Its protected floor is the local minimum wage rather than a living wage, and it does not reproduce all the collective-agreement, duration and appeal conditions in D4.12. The Standard’s exception cannot authorise deductions prohibited by Chinese law, and a collective agreement cannot legalise an unlawful deduction.
D4.13 — Statutory protection varies with the actual working relationship.
Chinese law expressly addresses minimum pay, working time or payment frequency for piece-rate and part-time employment. These provisions do not mean that every seasonal worker, homeworker, self-employed person or other non-employee automatically receives identical employment-law entitlements. Applicable protection depends on the actual legal relationship, not merely the contract label. D4.13’s consistent-treatment expectations extend beyond the employment provisions selected here.
D4.14 — Individual legal duties do not replace a complete management system.
The selected laws establish individual obligations concerning working time, pay, leave and statutory benefits. They do not themselves constitute an equivalent to the complete M1–M10 management system required by D4.14 across operations and business relationships. Compliance with these legal duties therefore still requires separate assessment against the Standard’s expectations for risk identification, worker involvement, grievance mechanisms, monitoring and continual improvement.