{"id":41234,"date":"2025-12-31T04:19:52","date_gmt":"2025-12-31T04:19:52","guid":{"rendered":"https:\/\/msadvisory.com\/?p=41234"},"modified":"2026-04-20T11:34:42","modified_gmt":"2026-04-20T11:34:42","slug":"china-labor-law-changes-2025","status":"publish","type":"post","link":"https:\/\/msadvisory.com\/china-labor-law-changes-2025\/","title":{"rendered":"China Labor Law Update: New Rules on Employment Disputes"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"41234\" class=\"elementor elementor-41234\" data-elementor-post-type=\"post\">\n\t\t\t\t<div class=\"elementor-element elementor-element-255ebde e-flex e-con-boxed e-con e-parent\" data-id=\"255ebde\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-6aaafa6 elementor-widget elementor-widget-text-editor\" data-id=\"6aaafa6\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p data-start=\"479\" data-end=\"784\">On <strong data-start=\"482\" data-end=\"502\">1 September 2025<\/strong>, the Supreme People\u2019s Court\u2019s second interpretation on labour disputes came into force and continues to apply in 2026. These clarifications significantly raise the compliance burden for companies operating in China, especially foreign-owned SMEs that often underestimate the risks in human resources management.\u00a0<\/p><p data-start=\"479\" data-end=\"784\">These changes relate to China&#8217;s social insurance, non-compete clauses, indefinite contracts and work visas.\u00a0<\/p><p data-start=\"786\" data-end=\"1093\">While the measures bring greater clarity to employees\u2019 rights, they also expose employers to higher financial liabilities, stricter oversight, and reduced flexibility in employment relationships.\u00a0<\/p><p data-start=\"786\" data-end=\"1093\">Here we set out the most important changes and what foreign companies should be doing now to prepare.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-e2efcff elementor-widget elementor-widget-text-editor\" data-id=\"e2efcff\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<h2 data-start=\"1100\" data-end=\"1150\">Social Insurance: No More Informal Arrangements<\/h2><p data-start=\"1152\" data-end=\"1342\">The area carrying the heaviest financial risk is <a href=\"https:\/\/msadvisory.com\/china-social-security-system\/\">social security<\/a>. The new rules confirm that any deal between employer and worker to partially skip or reduce contributions is void.<\/p><p data-start=\"1344\" data-end=\"1529\">Authorities have already acted on this: one medium-sized firm that had underpaid for years was hit with multi-million renminbi back payments, penalties, and employee compensation.<\/p><p data-start=\"1531\" data-end=\"1544\">Key points:<\/p><ul data-start=\"1545\" data-end=\"1793\"><li data-start=\"1545\" data-end=\"1625\"><p data-start=\"1547\" data-end=\"1625\">Employees may resign immediately if contributions are missing or incomplete.<\/p><\/li><li data-start=\"1626\" data-end=\"1709\"><p data-start=\"1628\" data-end=\"1709\">They can also claim additional damages, even if the company later pays arrears.<\/p><\/li><li data-start=\"1710\" data-end=\"1793\"><p data-start=\"1712\" data-end=\"1793\">Employers cannot defend themselves with private agreements or employee consent.<\/p><\/li><\/ul><p data-start=\"1795\" data-end=\"1958\">We suggest that all SMEs in China review payroll and contribution processes now. Even small errors in calculation or delayed remittances may trigger serious claims. If in any doubt, <a href=\"https:\/\/msadvisory.com\/contact\/\">get in touch<\/a> with our social security experts.\u00a0<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-e1869b0 elementor-position-left elementor-vertical-align-middle elementor-position-top speak-expert-new elementor-widget elementor-widget-image-box\" data-id=\"e1869b0\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"image-box.default\">\n\t\t\t\t\t<div class=\"elementor-image-box-wrapper\"><figure class=\"elementor-image-box-img\"><a href=\"https:\/\/msadvisory.com\/contact\/\" tabindex=\"-1\"><img fetchpriority=\"high\" decoding=\"async\" width=\"1024\" height=\"576\" src=\"https:\/\/msadvisory.com\/wp-content\/uploads\/2024\/03\/shanghai-china.jpeg\" class=\"attachment-full size-full wp-image-21671\" alt=\"Shanghai China\" srcset=\"https:\/\/msadvisory.com\/wp-content\/uploads\/2024\/03\/shanghai-china.jpeg 1024w, https:\/\/msadvisory.com\/wp-content\/uploads\/2024\/03\/shanghai-china-300x169.jpeg 300w, https:\/\/msadvisory.com\/wp-content\/uploads\/2024\/03\/shanghai-china-768x432.jpeg 768w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure><div class=\"elementor-image-box-content\"><div class=\"elementor-image-box-title\"><a href=\"https:\/\/msadvisory.com\/contact\/\">Payroll &amp; Social Insurance Risk Review<\/a><\/div><p class=\"elementor-image-box-description\">Concerned about underpaid social insurance or payroll exposure? Speak to MSA\u2019s China compliance team for a risk review.\n<span>Message &nbsp;\u2192<\/span><\/p><\/div><\/div>\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d8e3bd2 elementor-widget elementor-widget-text-editor\" data-id=\"d8e3bd2\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<h2 data-start=\"1965\" data-end=\"2028\">Post-Employment Restrictions: Stricter Rules on Non-Competes<\/h2><p data-start=\"2030\" data-end=\"2130\">Non-compete clauses remain lawful in China but are now <strong data-start=\"2085\" data-end=\"2113\">narrower and more costly<\/strong> for employers.<\/p><p data-start=\"2132\" data-end=\"2165\">The latest interpretation states that:<\/p><ul data-start=\"2166\" data-end=\"2679\"><li data-start=\"2166\" data-end=\"2252\"><p data-start=\"2168\" data-end=\"2252\">A clause is invalid if the employee did not actually handle sensitive information.<\/p><\/li><li data-start=\"2253\" data-end=\"2361\"><p data-start=\"2255\" data-end=\"2361\">Restrictions must be <strong data-start=\"2276\" data-end=\"2323\">reasonable in geographic and business scope<\/strong>; sweeping bans will be struck down.<\/p><\/li><li data-start=\"2362\" data-end=\"2464\"><p data-start=\"2364\" data-end=\"2464\">Employers must pay at least <strong data-start=\"2392\" data-end=\"2432\">30% of the employee\u2019s average salary<\/strong> during the restricted period.<\/p><\/li><li data-start=\"2465\" data-end=\"2542\"><p data-start=\"2467\" data-end=\"2542\">A new guideline recommends <strong data-start=\"2494\" data-end=\"2539\">50% for restrictions longer than one year<\/strong>.<\/p><\/li><li data-start=\"2543\" data-end=\"2679\"><p data-start=\"2545\" data-end=\"2679\">If breached, the employer may claw back payments and demand damages, but compensation is capped at <strong data-start=\"2644\" data-end=\"2676\">five times what was paid out<\/strong>.<\/p><\/li><\/ul><p data-start=\"2681\" data-end=\"2882\"><strong data-start=\"2681\" data-end=\"2703\">Practical takeaway<\/strong>: Generic templates no longer work. Non-compete clauses must be <strong data-start=\"2767\" data-end=\"2801\">carefully drafted case by case<\/strong>, tailored to the employee\u2019s role and aligned with current judicial expectations.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-06460d3 elementor-widget elementor-widget-text-editor\" data-id=\"06460d3\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<h2 data-start=\"2889\" data-end=\"2940\">Written Contracts: Late Signing Means Double Pay<\/h2><p data-start=\"2942\" data-end=\"3162\">The importance of timely written contracts has increased. Employers must provide a <strong data-start=\"3025\" data-end=\"3077\">signed contract within one month of commencement<\/strong>. Failure, even for a few days, creates a right to <strong data-start=\"3126\" data-end=\"3143\">double salary<\/strong> for that period.<\/p><p data-start=\"3164\" data-end=\"3200\">The interpretation clarifies that:<\/p><ul data-start=\"3201\" data-end=\"3483\"><li data-start=\"3201\" data-end=\"3281\"><p data-start=\"3203\" data-end=\"3281\">The only valid defences are force majeure or active refusal by the employee.<\/p><\/li><li data-start=\"3282\" data-end=\"3325\"><p data-start=\"3284\" data-end=\"3325\">The employer bears the burden of proof.<\/p><\/li><li data-start=\"3326\" data-end=\"3483\"><p data-start=\"3328\" data-end=\"3483\">Automatic contract extensions in cases of illness, maternity, work injury, or pending retirement do not count as omissions and do not trigger double pay.<\/p><\/li><\/ul><p data-start=\"3485\" data-end=\"3652\">For foreign companies it is important to ensure HR teams in China never allow an employee to start without a signed agreement. \u201cTrial work\u201d without paperwork is extremely risky.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-d51cffd elementor-widget elementor-widget-text-editor\" data-id=\"d51cffd\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<h2 data-start=\"3659\" data-end=\"3708\">Indefinite Contracts: Loopholes No Longer Work<\/h2><p data-start=\"3710\" data-end=\"3909\">China\u2019s law has long required that after <strong data-start=\"3751\" data-end=\"3791\">two consecutive fixed-term contracts<\/strong>, the employee gains the right to an indefinite contract. The new interpretation closes common employer workarounds:<\/p><ul data-start=\"3911\" data-end=\"4202\"><li data-start=\"3911\" data-end=\"3991\"><p data-start=\"3913\" data-end=\"3991\">Automatic extensions or contractual arrangements still count toward the threshold.<\/p><\/li><li data-start=\"3992\" data-end=\"4108\"><p data-start=\"3994\" data-end=\"4108\">Attempts to transfer the worker to another affiliated company with a \u201cfresh\u201d contract will be ignored by courts.<\/p><\/li><li data-start=\"4109\" data-end=\"4202\"><p data-start=\"4111\" data-end=\"4202\">Employers forced into indefinite contracts cannot rely on formalities to argue otherwise.<\/p><\/li><\/ul><p data-start=\"4204\" data-end=\"4333\">This means businesses must plan staffing with the knowledge that long-serving staff will eventually hold open-ended rights.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b29d96f elementor-widget elementor-widget-text-editor\" data-id=\"b29d96f\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<h2 data-start=\"4340\" data-end=\"4392\">Reinstatement After Dismissal: Limited Exceptions<\/h2><p data-start=\"4394\" data-end=\"4507\">Illegally dismissed workers can demand reinstatement. However, courts now define when this is <strong data-start=\"4488\" data-end=\"4504\">not feasible<\/strong>:<\/p><ul data-start=\"4508\" data-end=\"4693\"><li data-start=\"4508\" data-end=\"4551\"><p data-start=\"4510\" data-end=\"4551\">The employer is bankrupt or liquidated.<\/p><\/li><li data-start=\"4552\" data-end=\"4612\"><p data-start=\"4554\" data-end=\"4612\">The employee has already retired and receives a pension.<\/p><\/li><li data-start=\"4613\" data-end=\"4693\"><p data-start=\"4615\" data-end=\"4693\">The employee has joined another company and returning would be unreasonable.<\/p><\/li><\/ul><p data-start=\"4695\" data-end=\"4801\">In these situations, instead of reinstatement, the employer must pay <strong data-start=\"4764\" data-end=\"4798\">double the statutory severance<\/strong>.<\/p><p data-start=\"4803\" data-end=\"4925\">This makes improper terminations especially costly\u2014either through reinstatement obligations or heavier severance packages.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-e1ed8a8 elementor-widget elementor-widget-text-editor\" data-id=\"e1ed8a8\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<h2 data-start=\"4803\" data-end=\"4925\">Ongoing Salary Obligations During Litigation<\/h2><p data-start=\"4981\" data-end=\"5136\">If an employee challenges a dismissal and later wins, the employer must pay <strong data-start=\"5057\" data-end=\"5133\">full salary from the termination date until the day before reinstatement<\/strong>.<\/p><p data-start=\"5138\" data-end=\"5371\">Because labour lawsuits in China can last <strong data-start=\"5180\" data-end=\"5204\">months or even years<\/strong>, this exposes businesses to large liabilities. Even where reinstatement is not ultimately ordered, wage arrears during litigation can still represent a major expense.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-4322e9c elementor-widget elementor-widget-text-editor\" data-id=\"4322e9c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<h2 data-start=\"5378\" data-end=\"5431\">Limitation Periods: One Year Rule Becomes Stricter<\/h2><p data-start=\"5433\" data-end=\"5613\">Labour claims normally expire after one year. The interpretation specifies that this defence must be <strong data-start=\"5534\" data-end=\"5563\">raised during arbitration<\/strong>, the first mandatory step before going to court.<\/p><p data-start=\"5615\" data-end=\"5750\">If the employer fails to raise the limitation at that stage, it loses the chance forever, including in appeal or retrial proceedings.<\/p><p data-start=\"5752\" data-end=\"5892\">For foreign firms unused to China\u2019s dispute system, this is a crucial procedural trap: miss the window, and you are permanently exposed.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-009f428 elementor-widget elementor-widget-text-editor\" data-id=\"009f428\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<h2 data-start=\"5899\" data-end=\"5954\">Group Companies and Subcontracting: Shared Liability<\/h2><p data-start=\"5956\" data-end=\"6053\">The court also clarified employer obligations in group structures and outsourcing arrangements:<\/p><ul data-start=\"6054\" data-end=\"6394\"><li data-start=\"6054\" data-end=\"6174\"><p data-start=\"6056\" data-end=\"6174\">If an employee works for multiple related companies, each may be liable for salary, insurance, and workplace safety.<\/p><\/li><li data-start=\"6175\" data-end=\"6310\"><p data-start=\"6177\" data-end=\"6310\">Private agreements between affiliates do not protect against third-party claims unless explicitly included in employment contracts.<\/p><\/li><li data-start=\"6311\" data-end=\"6394\"><p data-start=\"6313\" data-end=\"6394\">Use of unauthorized subcontractors creates liability risks for the main entities.<\/p><\/li><\/ul><p data-start=\"6396\" data-end=\"6568\"><strong data-start=\"6396\" data-end=\"6406\">Advice<\/strong>: multinational groups must ensure that <strong data-start=\"6446\" data-end=\"6497\">employment relationships are clearly documented<\/strong> and that any intra-group service arrangements are properly structured.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-907f563 elementor-widget elementor-widget-text-editor\" data-id=\"907f563\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<h2 data-start=\"6575\" data-end=\"6628\">Foreign Nationals: Green Card Holders Gain Clarity<\/h2><p data-start=\"6630\" data-end=\"6788\">A long-standing grey area has been resolved: foreigners with a <strong data-start=\"6693\" data-end=\"6744\">Chinese permanent residence permit (green card)<\/strong> do not require an additional work permit.<\/p><p data-start=\"6790\" data-end=\"6943\">This eases compliance for a limited group of expatriates, though the majority of foreign employees will still need both work permits and residence visas.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-b7f2828 elementor-widget elementor-widget-text-editor\" data-id=\"b7f2828\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<h2 data-start=\"6950\" data-end=\"6999\">What This Means for Foreign-Invested Companies<\/h2><p data-start=\"7001\" data-end=\"7214\">China\u2019s labour regime was already considered employee-friendly. With the 2025 interpretation, the <strong data-start=\"7099\" data-end=\"7146\">balance tips further toward workers\u2019 rights<\/strong>, limiting employer flexibility and increasing financial exposure.<\/p><p data-start=\"7216\" data-end=\"7308\">For European SMEs and other foreign-invested firms, the risks are especially high because:<\/p><ul data-start=\"7309\" data-end=\"7541\"><li data-start=\"7309\" data-end=\"7373\"><p data-start=\"7311\" data-end=\"7373\">Social insurance errors can generate <strong data-start=\"7348\" data-end=\"7370\">huge back payments<\/strong>.<\/p><\/li><li data-start=\"7374\" data-end=\"7459\"><p data-start=\"7376\" data-end=\"7459\">Poorly drafted contracts expose companies to <strong data-start=\"7421\" data-end=\"7456\">automatic indefinite employment<\/strong>.<\/p><\/li><li data-start=\"7460\" data-end=\"7541\"><p data-start=\"7462\" data-end=\"7541\">Mismanaged terminations may lead to <strong data-start=\"7498\" data-end=\"7538\">long litigation and wage obligations<\/strong>.<\/p><\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-ab4ff9c elementor-widget elementor-widget-text-editor\" data-id=\"ab4ff9c\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p><strong>Key Compliance Risks and Employer Exposure Under the 2025 SPC Interpretation<\/strong><\/p><table><thead><tr><th>Area of Change<\/th><th>Employer Obligation<\/th><th>Financial \/ Legal Exposure<\/th><th>Practical Impact for Foreign SMEs<\/th><\/tr><\/thead><tbody><tr><td>Social Insurance<\/td><td>Full and timely statutory contributions<\/td><td>Back payments, penalties, employee damages<\/td><td>High historical exposure if underreported<\/td><\/tr><tr><td>Non-Competes<\/td><td>Pay \u226530% (often 50%) compensation<\/td><td>Invalid clauses, capped damages<\/td><td>Templates no longer defensible<\/td><\/tr><tr><td>Written Contracts<\/td><td>Sign within 1 month<\/td><td>Double salary liability<\/td><td>Zero tolerance for delayed onboarding<\/td><\/tr><tr><td>Indefinite Contracts<\/td><td>Mandatory after 2 fixed terms<\/td><td>Long-term employment obligations<\/td><td>Workforce planning becomes critical<\/td><\/tr><tr><td>Dismissal Disputes<\/td><td>Salary during litigation<\/td><td>Months or years of wage liability<\/td><td>Litigation risk must be budgeted<\/td><\/tr><tr><td>Group Structures<\/td><td>Joint employer liability<\/td><td>Cross-entity claims<\/td><td>Requires clean intra-group documentation<\/td><\/tr><\/tbody><\/table>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-c39eb07 elementor-widget elementor-widget-text-editor\" data-id=\"c39eb07\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<h2 data-start=\"7548\" data-end=\"7582\">Steps Companies Should Take Now<\/h2><ol data-start=\"7584\" data-end=\"8263\"><li data-start=\"7584\" data-end=\"7712\"><p data-start=\"7587\" data-end=\"7712\"><strong data-start=\"7587\" data-end=\"7639\">Audit payroll and social insurance contributions<\/strong> immediately. Correct any discrepancies before they become liabilities.<\/p><\/li><li data-start=\"7713\" data-end=\"7849\"><p data-start=\"7716\" data-end=\"7849\"><strong data-start=\"7716\" data-end=\"7756\">Update employment contract templates<\/strong> with clear clauses on term, probation, benefits, and non-competes, tailored for each role.<\/p><\/li><li data-start=\"7850\" data-end=\"7929\"><p data-start=\"7853\" data-end=\"7929\"><strong data-start=\"7853\" data-end=\"7871\">Train HR staff<\/strong> to never allow work to start without a signed contract.<\/p><\/li><li data-start=\"7930\" data-end=\"8006\"><p data-start=\"7933\" data-end=\"8006\"><strong data-start=\"7933\" data-end=\"7965\">Plan for permanent contracts<\/strong> in long-term roles\u2014budget accordingly.<\/p><\/li><li data-start=\"8007\" data-end=\"8101\"><p data-start=\"8010\" data-end=\"8101\"><strong data-start=\"8010\" data-end=\"8031\">Seek legal review<\/strong> of dismissal procedures and ensure severance reserves are adequate.<\/p><\/li><li data-start=\"8102\" data-end=\"8193\"><p data-start=\"8105\" data-end=\"8193\"><strong data-start=\"8105\" data-end=\"8154\">Document intra-group employment relationships<\/strong> to avoid unexpected joint liability.<\/p><\/li><li data-start=\"8194\" data-end=\"8263\"><p data-start=\"8197\" data-end=\"8263\"><strong data-start=\"8197\" data-end=\"8226\">Raise limitation defences<\/strong> promptly at the arbitration stage.<\/p><\/li><\/ol>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-a242009 elementor-widget elementor-widget-text-editor\" data-id=\"a242009\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t\t\t\t\t\t<p>Recent dispute resolution amendments expand worker protections and shift burden of proof toward employers in termination cases, requiring updated HR policies and documentation practices. <a href=\"https:\/\/msadvisory.com\/service\/hr-payroll\/\">HR &#038; payroll<\/a> specialists at MSA Asia help update your employment practices to reflect new legal requirements. <a href=\"https:\/\/msadvisory.com\/contact\/\">Reach out<\/a> to audit your labor law compliance.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>On 1 September 2025, the Supreme People\u2019s Court\u2019s second interpretation on labour disputes came into force and continues to apply in 2026. These clarifications significantly raise the compliance burden for companies operating in China, especially foreign-owned SMEs that often underestimate the risks in human resources management.\u00a0 These changes relate to China&#8217;s social insurance, non-compete clauses, [&hellip;]<\/p>\n","protected":false},"author":20,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"_uf_show_specific_survey":0,"_uf_disable_surveys":false,"iawp_total_views":375,"footnotes":""},"categories":[341],"tags":[],"class_list":["post-41234","post","type-post","status-publish","format-standard","hentry","category-legal-de"],"acf":[],"_links":{"self":[{"href":"https:\/\/msadvisory.com\/wp-json\/wp\/v2\/posts\/41234","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/msadvisory.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/msadvisory.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/msadvisory.com\/wp-json\/wp\/v2\/users\/20"}],"replies":[{"embeddable":true,"href":"https:\/\/msadvisory.com\/wp-json\/wp\/v2\/comments?post=41234"}],"version-history":[{"count":13,"href":"https:\/\/msadvisory.com\/wp-json\/wp\/v2\/posts\/41234\/revisions"}],"predecessor-version":[{"id":47276,"href":"https:\/\/msadvisory.com\/wp-json\/wp\/v2\/posts\/41234\/revisions\/47276"}],"wp:attachment":[{"href":"https:\/\/msadvisory.com\/wp-json\/wp\/v2\/media?parent=41234"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/msadvisory.com\/wp-json\/wp\/v2\/categories?post=41234"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/msadvisory.com\/wp-json\/wp\/v2\/tags?post=41234"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}