China

Key Facts at a Glance

Legal Framework Overview

Chinese employment law is primarily statutory, with key legislation enacted by the National People's Congress and detailed regulations issued by the State Council and the Ministry of Human Resources and Social Security (MOHRSS). The framework is supplemented by judicial interpretations from the Supreme People's Court and substantial local variation across provinces and municipalities.

Principal Statutes

Local Implementing Regulations

National laws are extensively supplemented by provincial and municipal regulations issued by local people's congresses and labour bureaus. These cover practical matters such as:

• Local minimum wage rates (set by each province/municipality, revised every 2–3 years)
• Social insurance contribution bases and rates (caps and floors set locally)
• Housing fund (Housing Provident Fund) contribution rates
• Specific termination procedures and Labour Bureau filings
• Maternity insurance and leave supplements

Local Variation: Even where national law is uniform on its face, the practical application varies significantly between cities. Beijing, Shanghai, Shenzhen, and Guangzhou are often early adopters of progressive interpretations. Always verify the local implementing regulations for the city where employees are based.

MOHRSS

Labor Contract Law (LCL 2008)

The Labor Contract Law (LCL), effective 1 January 2008 and amended in 2012, is the principal statute governing individual employment relationships in China. It established the requirement for written contracts, restricted the use of fixed-term contracts, and mandated statutory severance - significantly raising employer obligations and bringing China's framework closer to civil-law European models.

Mandatory Written Contract

Critical: A written employment contract must be concluded with every employee within 1 month of the employee starting work. Failure to do so triggers an obligation to pay double wages (effectively a 100% penalty) for each month of unwritten employment beyond the first month, capped at 11 months. After 12 months without a written contract, the employee is automatically deemed to have an open-ended (indefinite) contract.

Mandatory Contract Contents (Article 17 LCL)

Every written employment contract must include:

• Names and addresses of employer and employee, plus employee's ID number
• Term of the contract (fixed-term, open-ended, or project-based)
• Job description and place of work
• Working hours, rest, and leave
• Labour remuneration (wages and pay periods)
• Social insurance arrangements
• Labour protection, working conditions, and protection against occupational hazards
• Other matters required by laws or regulations

Three Contract Types

Fixed-Term ("Definite Term")

Contract for a specified period (e.g., 1, 2, or 3 years). Most common for new hires. Subject to renewal limits: after two consecutive fixed-term contracts, the employee is entitled to demand an open-ended contract on renewal.

Open-Ended (Indefinite)

No specified end date. Employees are entitled to demand an open-ended contract after: 10 years of continuous service; two consecutive fixed-term contracts (on the second renewal); or where the employer fails to conclude a written contract within 1 year.

Project-Based

Linked to the completion of a specific task or project. Less common; the contract ends automatically when the project is completed. Limited use in practice.

Probation Periods

• Only one probation period is permitted per employee with the same employer.
• Wages during probation must be at least 80% of the standard wage (or the lowest wage for the same position) and not below the local minimum wage.
• Termination during probation requires the employer to demonstrate that the employee fails to meet the conditions of employment (which must have been clearly stated at hiring).

Non-Compete Clauses (Articles 23–24 LCL)

• Permitted only for senior management, senior technicians, and other staff with confidentiality obligations.
• Maximum duration: 2 years post-termination.
• Compensation: The employer must pay monthly compensation during the non-compete period (no statutory minimum nationally, but local courts typically require at least 30% of the employee's pre-termination monthly wage; some cities require higher).
• Failure to pay compensation entitles the employee to be released from the obligation.
• Liquidated damages for breach by the employee are enforceable if reasonable.

Labor Contract Law (Chinese)

Termination of Employment

Chinese law restricts unilateral termination by the employer to a closed list of statutory grounds. Outside these grounds, termination requires either employee consent (mutual termination) or risks being deemed unlawful, with significant financial consequences.

Immediate Termination for Cause (Article 39 LCL)

The employer may terminate without notice and without severance if the employee:

• Fails to meet the conditions of employment during the probation period
• Materially breaches the employer's rules and regulations
• Commits serious dereliction of duty or graft causing serious damage
• Concurrently establishes an employment relationship with another employer that materially affects the work, and refuses to rectify after notice
• Causes the contract to be invalid by means of fraud, coercion, or taking advantage of distress
• Has been pursued for criminal liability

Termination on Notice (Article 40 LCL)

The employer may terminate with 30 days' written notice (or 1 month's pay in lieu) if:

• The employee is sick or injured (non-work-related) and cannot perform original work after the medical period, and cannot perform other work arranged by the employer
• The employee is not competent for the position and remains incompetent after training or job reassignment
• Material change in objective circumstances renders the contract impossible to perform, and the parties cannot agree on amendment

Severance is payable in all Article 40 cases.

Mass Lay-off (Article 41 LCL)

Where an employer must lay off 20 or more employees (or fewer than 20 but more than 10% of the total workforce) due to:

• Restructuring under bankruptcy law
• Serious production or operational difficulties
• Material changes in production, technology, or operations leading to redundancy
• Other material changes in objective circumstances rendering the contracts unable to be performed

The employer must:

1. Explain the situation to the trade union or all employees 30 days in advance
2. Listen to opinions from the union or employees
3. Submit the lay-off plan to the local labour administrative authority for the record
4. Give priority for retention to: long-term contract employees, open-ended contract employees, and employees with families to support

Statutory Restrictions (Article 42 LCL)

Protected Categories: The employer may not terminate under Articles 40 or 41 if the employee: - Has been exposed to occupational hazards and not yet undergone a pre-departure occupational health check - Suffers from an occupational disease or work-related injury (and is in the medical period) - Is sick or injured and within the prescribed medical treatment period - Is a female employee during pregnancy, maternity leave, or nursing period - Has worked continuously for the employer for 15+ years and is within 5 years of statutory retirement age

Resignation by Employee

• Probation: 3 days' notice.
• Outside probation: 30 days' written notice. No reason required.
• Immediate resignation for cause: An employee may terminate immediately if the employer fails to provide working conditions, pay wages on time, contribute social insurance, or violates the employee's rights. The employee is entitled to severance compensation.

Mutual Termination

The employer and employee may terminate the contract by mutual agreement at any time. Where the employer initiates the termination, severance is payable.

Unlawful Termination Penalty: If the employer terminates without statutory grounds (or fails to follow the required procedure), the employee may demand either: (a) reinstatement, with full back wages from the date of termination; or (b) double severance (twice the amount that would have been payable under Article 47 LCL). The choice rests with the employee. Reinstatement claims are common in courts. Documentation of the termination grounds and procedure is critical.

Statutory Severance Compensation

The Labor Contract Law mandates severance compensation in most employer-initiated terminations. The calculation is straightforward but the cap based on local average wages is an important limitation for high earners.

Calculation (Article 47 LCL)

• Standard rule: One month's salary for each year of service. Periods of 6 months or more are counted as a full year; periods of less than 6 months as half a year.
• Salary base: The employee's average monthly wage in the 12 months preceding termination, including basic salary, bonuses, allowances, and subsidies.
• High earner cap: If the employee's average monthly wage exceeds 3 times the local average monthly wage for the previous year, the calculation is capped at 3 times the local average wage, and severance is capped at 12 years of service.

When Severance Is Payable

Pre-2008 Service: For employees who were already employed before the LCL took effect on 1 January 2008, the severance calculation is split: pre-2008 service is governed by the prior law (which generally provided severance only in specific circumstances, capped at 12 months); post-2008 service follows the LCL.

Tax Treatment

• Severance up to 3 times the local average annual wage is generally exempt from individual income tax.
• Amounts above this threshold are taxed separately from regular salary on a one-time basis (with progressive rates applied to the excess amount).
• Local tax bureaus may interpret the exemption differently; some cities are more generous than others.

Working Hours and Overtime

The standard working time system in China is 8 hours per day and 40 hours per week. Two alternative systems - comprehensive working hours and non-fixed working hours - are available with prior approval from the local labour bureau.

Standard Working Hours System

• Daily: 8 hours
• Weekly: 40 hours (5 days × 8 hours)
• Weekly rest: At least 1 day per week (typically 2 days)
• Overtime: Maximum 36 hours per month, normally not exceeding 1 hour per day (extendable to 3 hours per day for special reasons)

Overtime Premium Rates

Alternative Working Time Systems

• Comprehensive Working Hours System: Permits averaging working hours over a longer reference period (week, month, quarter, or year). Suitable for industries with seasonal fluctuations (e.g., transport, construction). Total hours over the reference period may not exceed the standard. Requires local labour bureau approval.
• Non-Fixed (Flexible) Working Hours System: Available for senior management, sales personnel, and certain other roles where working hours cannot be measured. Exempt from daily/weekly limits and overtime rules. Requires local labour bureau approval and is typically restricted to specific roles.

"996" Culture and Enforcement: The notorious "996" working pattern (9 a.m. to 9 p.m., 6 days a week) common in Chinese tech companies is illegal under the Labor Law. In 2021, the Supreme People's Court and MOHRSS issued a joint guidance reaffirming the illegality of 996 and publishing model cases. Enforcement remains uneven, but employee complaints, social media campaigns, and labour arbitration claims based on unpaid overtime have increased significantly.

Annual Leave and Public Holidays

Annual leave entitlement is governed by the Regulations on Paid Annual Leave for Employees (State Council, 2008). Leave accrues based on cumulative working years across all previous employers, not service with the current employer.

Statutory Annual Leave

Many employers grant additional leave above the statutory minimum, particularly for international or senior staff.

Encashment of Untaken Leave

• If the employer does not arrange for the employee to take annual leave, the employer must pay the employee 300% of the daily wage for each day of unused leave (which already includes the 100% wage for the day, so the additional payment is effectively 200%).
• This rule is strictly enforced and is a frequent source of labour arbitration claims.

Public Holidays (11 Days Annually)

• New Year's Day: 1 day (1 January)
• Spring Festival (Chinese New Year): 3 days (typically extended to 7 days via working day swaps)
• Qingming Festival (Tomb-Sweeping Day): 1 day
• Labour Day: 1 day (1 May; typically extended to 5 days)
• Dragon Boat Festival (Duanwu): 1 day
• Mid-Autumn Festival: 1 day
• National Day: 3 days (1–3 October; typically extended to 7 days)

Holidays are commonly extended into longer breaks via "working day swaps" announced by the State Council each year. Work on statutory public holidays must be paid at 300% with no alternative compensatory rest.

Other Statutory Leaves

• Marriage leave: 3 days (extended in some provinces)
• Bereavement leave: 1–3 days for the death of a parent, spouse, or child
• Sick leave: Statutory medical period (3–24 months) based on cumulative working years and service with the current employer
• Personal leave: Discretionary, generally unpaid

Female Employee Protections and Maternity

Female employees enjoy specific protections under the Special Provisions on Labour Protection of Female Employees (State Council, 2012) and the Labour Law. These cover prohibited work, maternity leave, nursing rights, and dismissal restrictions.

Maternity Leave

• National statutory minimum: 98 days, including 15 days that may be taken before the expected delivery date.
• Difficult labour or caesarean section: Additional 15 days.
• Multiple births: Additional 15 days per additional child.
• Provincial extensions: Many provinces add "extended maternity leave" (often 60–90 additional days) following the relaxation of the family planning policy. For example, Beijing provides up to 158 days; Shanghai 158 days; Guangdong 178 days.
• Miscarriage leave: 15 days (under 4 months pregnancy) or 42 days (over 4 months).

Maternity Allowance (Maternity Insurance)

• During maternity leave, the employee receives a maternity allowance from the maternity insurance fund, calculated at the average monthly wage of the employer's employees.
• If this allowance is lower than the employee's actual salary, the employer must top up the difference.
• Where the employer has not paid maternity insurance contributions, the entire cost falls on the employer.

Pregnancy and Nursing Period Protection

• Prohibition on dismissal: Employers may not terminate employees during pregnancy, maternity leave, or the nursing period (until the child is 1 year old) under Articles 40 or 41 LCL. Termination for serious misconduct (Article 39) is permitted but rigorously scrutinised.
• Prohibited work: Pregnant employees may not be assigned to certain heavy or hazardous work, night shifts (after 7 months of pregnancy), or extended overtime.
• Nursing time: Mothers of children under 1 year are entitled to 1 hour per day of paid nursing time (additional time for multiple children).
• Reduced workload: The employer must reduce workload or assign easier work to pregnant employees who cannot perform original duties.

Paternity and Other Family Leave

• Paternity leave: Provided by provincial regulations (typically 7–30 days). For example, Beijing 15 days; Shanghai 10 days; Guangdong 15 days.
• Childcare leave: Many provinces have introduced paid childcare leave (typically 5–15 days per year per parent until the child is 3 years old).

Three-Child Policy: Following China's shift to a three-child policy in 2021, provincial governments have progressively expanded family-friendly leave entitlements (extended maternity, paternity, childcare leave) to encourage childbirth. Employers should monitor provincial regulations carefully, as the cost of these extensions falls primarily on employers.

Social Insurance and Housing Fund

China's social insurance system, governed by the Social Insurance Law (2010), comprises five mandatory insurances funded by joint employer and employee contributions, plus the Housing Provident Fund. Coverage is mandatory for all employees regardless of nationality (though foreign nationals can apply for exemption under bilateral totalisation agreements).

The "Five Insurances and One Fund"

Total employer contribution typically ranges from 28–40% of contribution base, plus the housing fund. Contribution rates and bases (caps and floors) are set by each city and revised annually. The contribution base is the employee's average monthly wage in the previous year, subject to local minimum and maximum limits.

Compliance Requirements

• Mandatory enrolment: Employers must enrol employees in social insurance within 30 days of starting work. Failure to do so exposes the employer to back contributions, late fees, and administrative fines.
• No opt-out: Employees and employers cannot agree to waive social insurance contributions, even if both parties prefer this. Such agreements are void and unenforceable.
• Hukou-based access: Some benefits (particularly medical) are tied to the employee's household registration (hukou) location, creating complications for migrant workers and those working outside their hukou city.

Foreign Nationals

• Foreign nationals working in China are generally required to participate in all five social insurances, the same as Chinese employees.
• China has signed bilateral social security totalisation agreements with several countries (e.g., Germany, South Korea, Canada, Japan, the Netherlands, Spain, Switzerland, Finland, France, Denmark, Serbia, Luxembourg). Eligible foreign nationals may apply for exemption from pension and unemployment insurance.
• The housing fund is generally not required for foreign employees, though some cities permit voluntary participation.

Trade Unions and ACFTU

China's trade union system is governed by the Trade Union Law (1992, last amended 2021). The All-China Federation of Trade Unions (ACFTU) is the sole legally recognised national trade union organisation; all enterprise-level unions must be affiliated with it. Independent unions are not legally permitted.

Enterprise Trade Unions

• Establishment: Any enterprise with 25 or more employees may establish an enterprise trade union (smaller enterprises may form one with neighbouring units or may have a part-time chairperson).
• Funding: Employers must contribute 2% of total payroll to the trade union as "union dues" (paid even if no enterprise union has been formally established - the funds go to the higher-level ACFTU body).
• Role: Enterprise unions represent employees, supervise labour law compliance, participate in collective negotiation, and may sign collective contracts.
• Independence: While formally separate from management, enterprise unions in China are typically led by employees nominated by the employer and approved by the higher-level ACFTU body. Their role is more cooperative than adversarial.

Collective Contracts

• Employers and the trade union (or, where there is no union, employee representatives) may negotiate collective contracts covering wages, working hours, leave, social insurance, and welfare.
• Collective contracts must be filed with the local labour administrative authority for review (15 days for objections; deemed approved if no objection).
• Once in force, the collective contract binds all employees of the enterprise, regardless of union membership.
• Collective contracts may not provide terms less favourable than statutory minimums or local government wage and benefit guidelines.

Industrial Action

• The right to strike was removed from the Constitution in 1982. There is no statutory framework for lawful industrial action.
• Strikes and work stoppages do occur in practice, particularly in manufacturing and logistics sectors, but they typically result in negotiation rather than legal action.
• The 2021 amendments to the Trade Union Law expanded enterprise union responsibilities to cover platform workers, gig economy workers, and dispatched (agency) workers.

ACFTU (Chinese-language official site)

Personal Information Protection (PIPL 2021)

The Personal Information Protection Law (PIPL), effective 1 November 2021, is China's comprehensive personal data protection statute. Together with the Cybersecurity Law (2017) and the Data Security Law (2021), it forms China's data protection trinity. Enforcement is by the Cyberspace Administration of China (CAC) and other relevant regulators.

Lawful Bases for Employee Data

PIPL Article 13 provides several lawful bases for processing personal information. For employee data, the most relevant are:

• Necessary for HR management under labour laws or collective contracts (Article 13(2)) - commonly relied upon for routine HR processes
• Necessary for performance of a contract to which the data subject is a party (Article 13(2))
• Necessary to fulfil statutory duties or obligations (Article 13(3))
• Consent (Article 13(1)) - remains required for sensitive personal information and certain monitoring

Employee Monitoring

Important: Employee monitoring (CCTV, email, internet, GPS tracking, biometric data) requires either explicit consent or a legitimate basis under PIPL, plus compliance with the principles of necessity, minimum scope, transparency, and proportionality. Many forms of monitoring also require prior notice to employees and consultation with the trade union (where one exists). Employers must conduct a Personal Information Protection Impact Assessment (PIPIA) before implementing high-risk processing such as biometric monitoring or AI-based performance assessment.

Sensitive Personal Information

PIPL imposes enhanced protection on "sensitive personal information" - including biometrics, religious beliefs, specific identity, medical health, financial accounts, location tracking, and any personal information of minors under 14. Processing such data requires:

• Specific consent (separate from general consent)
• Explicit purpose and necessity
• Strict access controls and security measures
• A PIPIA before processing begins

Cross-Border Data Transfers

• Transfer of personal information outside China requires one of three legal pathways:

1. CAC security assessment (mandatory for Critical Information Infrastructure Operators (CIIOs), large-scale processors, and other high-risk transfers)
2. Standard Contractual Clauses (SCCs) filed with the CAC
3. Personal Information Protection Certification from a recognised body

• The CAC Security Assessment process is generally lengthy and onerous; most multinational employers use the SCC pathway for routine HR data transfers.
• 2024 amendments relaxed several thresholds, particularly for low-volume transfers (e.g., transfers of fewer than 100,000 individuals' non-sensitive information are exempt from the SCC requirement).

Penalties

• Administrative fines of up to RMB 50 million or 5% of annual revenue for serious violations.
• Personal liability for responsible individuals (fines, prohibition from holding positions).
• Suspension or revocation of business licences and ICP (internet) permits.
• Civil claims by data subjects for damages.

Cyberspace Administration of China

Anti-Discrimination and Equal Treatment

China's anti-discrimination framework is fragmented across multiple statutes rather than a single comprehensive equality law. Protections are provided primarily by the Labour Law (1995), the Employment Promotion Law (2007), and the Law on the Protection of Women's Rights and Interests (1992, amended 2022).

Protected Grounds

Ethnicity · Race · Sex · Religious Belief · Disability · Infectious Disease (e.g., Hepatitis B) · Rural Migrant Status · Pregnancy / Marital Status

Gender Equality

• Equal pay for equal work: Required by Article 46 of the Labour Law and Article 23 of the Law on the Protection of Women's Rights and Interests.
• Hiring discrimination: The 2022 amendments to the Women's Rights Law expressly prohibit gender discrimination in hiring, including refusing to hire women, asking about marital or pregnancy status, requiring pregnancy tests, or imposing restrictions on marriage or childbirth.
• Sexual harassment: Employers are required to take preventive and remedial measures against sexual harassment in the workplace under the Civil Code (Article 1010) and the Women's Rights Law.

Disability Employment

• Employers must employ disabled persons at a ratio of at least 1.5% of total workforce (varies by province, typically 1.5–1.7%).
• Failure to meet the quota requires payment of an employment security fund for the disabled, calculated based on the shortfall and average wage.
• The contribution is collected by the local Disabled Persons' Federation in coordination with tax authorities.

Hepatitis B and Health Examinations

• The Employment Promotion Law and joint MOHRSS/Ministry of Health regulations prohibit pre-employment screening for Hepatitis B virus (with limited exceptions for legally specified positions).
• Refusing to hire or dismissing an employee on the basis of Hepatitis B status is unlawful and has been the subject of significant litigation.

Remedies

• Discrimination claims may be brought before labour arbitration committees and people's courts.
• Remedies typically include compensation for lost wages, mental distress damages, and orders to cease the discriminatory practice.
• The 2022 Women's Rights Law amendments increased emphasis on civil and administrative remedies, with public interest litigation now permitted in cases of systemic discrimination.

Labour Dispute Resolution

The Labour Dispute Mediation and Arbitration Law (2008) establishes a structured, multi-tier dispute resolution process. Labour disputes must generally be referred to arbitration before they can be litigated in court - this is known as "arbitration as a precursor to litigation."

Three-Tier Process

1. Internal mediation (optional): The enterprise labour dispute mediation committee or local people's mediation committee may attempt to resolve the dispute. Voluntary and non-binding.
2. Labour arbitration (mandatory): Application to the local Labour Dispute Arbitration Commission within 1 year of the dispute arising. Arbitration is free of charge for employees. Decisions are issued within 45 days (extendable by 15 days). Some types of disputes (small-value wage disputes, social insurance disputes) result in final and binding arbitration awards that cannot be appealed by the employer.
3. Litigation in people's court: Either party may file a lawsuit within 15 days of receiving the arbitration award. The court of first instance hears the case afresh. Further appeal to the intermediate people's court is possible.

Burden of Proof

In labour disputes, the burden of proof generally falls on the employer for matters within its control:

• Reasons for and validity of termination
• Computation of wages and overtime
• Working hours and attendance records
• Performance management evidence
• Compliance with disciplinary procedures

Documentation Discipline: Because the burden of proof rests on the employer for most contested issues, meticulous documentation is critical. Employers should maintain: signed employment contracts, employee handbook acknowledgments, attendance and wage records (for at least 2 years), performance reviews, written warnings, and termination notices. Electronic evidence must be properly preserved and authenticated.

Statistics and Trends

• Labour arbitration commissions handle hundreds of thousands of cases annually, with a high case-load increase since the COVID-19 period.
• Employee win rates at arbitration are typically high (60–75% in many cities), though more balanced at the court appeal stage.
• The most common dispute types are: termination disputes, unpaid wages and overtime, social insurance contributions, and severance calculations.

Employee Thresholds - Quick Reference

China's thresholds for employer obligations are generally low or absent - most labour law obligations apply from the first employee. Specific procedural triggers (mass lay-off notification, trade union establishment, disability quota) apply at higher thresholds. Local regulations may impose additional obligations.

Practical Timelines

Planning Advice: For workforce restructuring, allow at least 2–4 months from initial planning to completion of exits, including consultation, negotiation of mutual termination agreements, severance payments, and final clearances. Disputes can extend the timeline by 6–12 months. Mutual termination agreements with enhanced severance are by far the most common exit route for non-cause terminations, as they reduce litigation risk substantially.

Key Challenges and Risk Areas

Restricted Termination Grounds: Chinese law's closed list of permissible termination grounds is significantly more restrictive than common-law systems. Performance-based dismissal under Article 40(2) requires demonstrating both incompetence and the failure of a documented improvement plan. Multinationals accustomed to at-will employment must adapt their performance management processes carefully.

Documentation Burden: Because the burden of proof rests on the employer for most contested matters, lack of contemporaneous documentation can be fatal to a defence. Common documentation gaps include: signed employee handbooks, performance improvement plans, written warnings, and properly executed termination notices.

Local Variation: Despite the national LCL framework, contribution rates, severance caps, maternity leave durations, court interpretations, and enforcement priorities vary significantly between provinces and even between districts of the same city. Multi-site operations require local-by-local compliance.

Social Insurance Compliance: Underpayment or non-payment of social insurance contributions (e.g., based on minimum rather than actual wages) is a common shortcut that exposes employers to significant retroactive liability, including back contributions, late fees, and damages claims by employees.

Data Protection Compliance: PIPL imposes substantial obligations on employers as data handlers, including notice, consent for sensitive data, PIPIAs, and cross-border transfer mechanisms. Many multinationals are still completing PIPL compliance programmes for HR data flows. Cross-border HR data transfers require particular attention.

Dispatched (Agency) Workers: Use of dispatched workers is restricted by 2014 amendments - permitted only for "temporary, auxiliary, or substitute" positions, capped at 10% of the user company's total workforce. Misclassification or excess use exposes the company to retroactive claims and administrative penalties.

Gig Economy and Platform Workers: Recent regulatory and judicial trends are extending labour protections to platform workers (food delivery, ride-hailing, etc.), even where the relationship is structured as a service contract. The MOHRSS issued guidance in 2021 on protecting the rights of new-type employment workers, signalling continued enforcement focus in this area.

Resources and Links

Government and Regulatory Bodies

• MOHRSS - Ministry of Human Resources and Social Security
• CAC - Cyberspace Administration of China
• National People's Congress
• Supreme People's Court
• Central People's Government Portal

Legislation

• MOHRSS Laws and Regulations
• NPC English-Language Law Database (selected)

Trade Unions and Social Partners

• ACFTU - All-China Federation of Trade Unions (Chinese-language official site)

Business and Chambers

• American Chamber of Commerce in China
• European Union Chamber of Commerce in China
• British Chamber of Commerce in China

See also

• Asia
• India
• Japan
• South Korea