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China Employment Lawyer for Foreign Employees and International Businesses

Practical legal support for employment issues in China, from unpaid wages and termination disputes to employment contracts and HR compliance.

Whether you are a foreign employee working in China or an international company managing a China-based workforce, I can help you understand the relevant legal issues, assess your options and plan your next steps.

Discuss an Employment Matter

When You May Need Help

For Foreign Employees

For Employers

Common Employment Risks in China

How I Can Help

  1. Review the employment contract and relevant documents.
  2. Assess potential claims, defenses, and available procedures.
  3. Review claimed amounts where appropriate.
  4. Assist with negotiation and settlement documentation.
  5. Advise on labor arbitration and court proceedings within the agreed scope.
  6. Help employers review HR documents and plan legally appropriate employment actions.

Not sure whether your situation fits? Send a short outline through the enquiry form below. I will confirm whether I can help and what the next step would be.

Discuss an Employment Matter

Documents to Prepare

How the Process Works

  1. Initial enquirySend the enquiry form below, or contact me by email or WeChat, with a brief outline of your matter. Please do not send confidential original documents at this stage.
  2. Scope and conflict checkI review the outline, check for conflicts, and confirm whether the matter fits my practice and what it would involve.
  3. Consultation and engagement termsWe discuss the facts, documents, options, likely process and fees. Work begins only after the scope and terms are confirmed in writing.
  4. Action and follow-upI carry out the agreed work and keep you informed of progress, deadlines, and decisions needed from you.

Frequently Asked Questions

Can a foreign employee bring a labor claim in China?

Generally yes. Foreign nationals employed in China under a valid work permit and an employment relationship are protected by PRC labor law. Most labor disputes must first go through labor arbitration before reaching court, so the route and the deadline need checking at the outset.

What can I do if my employer has not paid my salary?

Gather your contract, payroll and bank records, and any written promises. Options include a written demand, a complaint to the local labor inspectorate, and labor arbitration. The arbitration time limit for labor disputes is generally one year, so unpaid-wage claims should not be left sitting.

What should I do before signing a termination agreement?

Check what the agreement actually settles: unpaid salary and bonuses, severance, social insurance, non-compete compensation, and any waiver of future claims. Once signed, settlements are difficult to unwind. A short review before signing is far cheaper than disputing the agreement afterwards.

How is severance assessed under Chinese law?

Statutory severance (economic compensation) is generally calculated from your years of service and your average monthly wage, under the rules in the Labor Contract Law. Unlawful termination can lead to double compensation instead of reinstatement or severance. The correct figure depends on the termination ground and your wage history, so it should be computed from your records.

Can a foreign employer terminate a China-based employee?

The legal employer is normally the Chinese entity, and PRC termination rules apply regardless of head-office policy. Termination requires a statutory ground, proper evidence and the correct procedure. Simply following a parent company's template is a common source of liability.

Can you review an employment contract in English and Chinese?

Yes. I review both versions, flag discrepancies, and explain the practical effect of clauses on salary, probation, termination, confidentiality and non-compete obligations before you sign or renew.

Do I need to be physically present in China?

Not for an initial assessment, and many steps can be handled on your behalf with proper authorization. Some procedures or hearings may require attendance or notarized documents if you are abroad. This can be planned once the route is clear.

What documents are needed for an initial assessment?

Your employment contract, recent salary records, and any termination or dispute documents are the core. Add key messages or emails and a short timeline. The checklist on this page lists the full set.

Related Guides & Services

Facing an Employment Issue in China?

Share a brief outline of the employment relationship, the key events, and any upcoming deadline. I can assess whether the matter fits my practice and explain the appropriate next step.

Privacy: your enquiry is sent only to Xiao Ma and used solely to assess and respond to your request. Please do not submit confidential or highly sensitive documents through this form; an initial outline is enough.

Prefer to reach out directly? Email maxiao@bjxuguan.com · Phone / WhatsApp +86 189 1130 2068 · WeChat: leomax126

The information on this page is general information about legal services and legal issues in mainland China. It is not legal advice for any specific situation and does not create a lawyer-client relationship. Services are provided only after a conflict check and a written engagement.