Foreign employers in China should expect labor disputes to start in arbitration, move quickly on evidence, and turn on whether contracts, payroll, and termination records were built correctly.
Foreign employers in China should not treat termination as a simple HR notice. The real work is choosing the legal path, preparing evidence, modeling severance exposure, and controlling the process.
What foreign companies must do to hire their first employee in China legally: the mandatory written contract, probation limits, social insurance, and the five costly mistakes to avoid.
Many foreign-invested enterprises in China treat social insurance as an afterthought or try to avoid it with cash allowances. Both create back-payment liability, surcharges, and director exposure. What the law actually requires.
Four illegal clauses found in a real Chinese employee handbook — and the compliance system that achieved zero labor arbitrations for two companies over two years. A practical guide for foreign employers in China.