Labor And Employment Law (Video)

China's Interim Provisions on the Protection of Basic Rights and Interests of Workers Beyond Statutory Retirement Age (the “Interim Provisions”) took effect on 1 July 2026. Introduced against the backdrop...

根据我国现行《公司法》第二百六十五条规定，高级管理人员是指公司的经理、副经理、财务负责人，上市公司董事会秘书和公司章程规定的其他人员。前述高级管理人员，根据《公司法》或依据公司章程规定，通常需要由公司董事会决定聘任或解聘。大部分经由董事会聘任的高级管理人员A

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

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

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

商业经营中，企业惯于用资产负债表衡量有形成本与收益，却很少将员工的心理健康纳入管理视野——这是一项被长期忽略的“隐形负债”。国际劳工组织（ILO）在2026年4月发布的最新全球报告显示，工作相关的心理社会风险因素每年导致超过84万人死于相关的心血管疾病和精神障碍，同时导致全ங

This article examines the legal framework governing foreign nationals' employment in China, analyzing key regulations including employment permit requirements, labor relationship recognition standards, and legal liabilities for non-compliant hiring practices. Through systematic review of statutory provisions and judicial precedents, it reveals critical compliance boundaries and divergent judicial interpretations in cross-border employment disputes.

然而，多数企业尚未敏锐察觉到这一审判趋势的转变。在提供咨询时，我们常遇到企业的不解与抵触。但无论是否理解，这都是企业今后必须直面的现实：当解除行为被判定违法且面临恢复劳动关系时，企业该如何应对？是带有情绪地二次解除，还是妥善安排工作、积极履行合同并加强管理A

It is not uncommon for foreign companies that have not established a representative office, subsidiary, or any other form of business presence in China to nonetheless carry out business activities—such as sourcing and procurement—through local teams based in China. In these circumstances, some foreign companies enter into service agreements with Chinese human resources providers, under which the provider acts as the nominal employer (commonly referred to as an Employer of Record, or "EOR").

China's newly enacted Ecological Environment Code marks a historic shift in environmental governance, establishing comprehensive legal obligations that fundamentally reshape corporate compliance frameworks.