Build the right foundation for your China team.

Start with the actual employment arrangement

Identify the employing entity, work location, job responsibilities and management arrangements before drafting or reviewing documents. A global template needs to be assessed against the facts and applicable mainland China rules.

The proposed scope can cover employment contracts, probation terms, employee handbooks, compensation policies, working-time arrangements and confidentiality provisions.

Make policies usable in practice

Review the wording alongside the procedure used to adopt and communicate the policy. For rules directly affecting employees’ interests, Article 4 of the Labor Contract Law addresses employee discussion, consultation and publication or notification.

Define the documents to be delivered, the records the company needs to retain and the responsibilities of the HR team. The engagement can include written review comments or agreed revisions.

Coordinate the local and overseas teams

Use the available Chinese and English documents to identify inconsistent obligations, approval chains and implementation gaps. Confirm which entity makes each decision and who is authorized to act for it.