{"id":4113,"date":"2025-02-07T11:22:51","date_gmt":"2025-02-07T11:22:51","guid":{"rendered":"https:\/\/www.leaf-legal.com\/?p=4113"},"modified":"2025-11-08T13:28:36","modified_gmt":"2025-11-08T13:28:36","slug":"important-update-for-employers-in-china","status":"publish","type":"post","link":"https:\/\/www.leaf-legal.com\/fr\/important-update-for-employers-in-china\/","title":{"rendered":"Important Update for Employers in China"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">A recent case published in the People\u2019s Court Case Database has drawn attention on a crucial point in China\u2019s labor law: <strong>after two consecutive fixed-term contracts, employers cannot unilaterally refuse to renew the contract or terminate the employment relationship<\/strong>\u2014unless special circumstances apply.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\ud83d\udd39 On <strong>December 11, 2024<\/strong>, the court clarified that employees meeting the conditions under <strong>Article 14, Paragraph 3 of the PRC Labor Contract Law<\/strong> have the right to request an open-ended contract. The case confirms that employers cannot terminate or refuse renewal after two fixed-employment contracts. This overturns previous interpretations\u2014particularly in <strong>Shanghai<\/strong>, where employers had more flexibility to terminate after two fixed-term contracts provided it is in accordance with the law.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u2696\ufe0f As <strong>required by the Supreme Court, judges must refer to similar cases<\/strong> in the database when deciding disputes. Consequently, this ruling is expected to significantly impact future disputes: <strong>employers who refuse to renew open-ended contracts may now face claims of unlawful termination<\/strong>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Going forward, Chinese courts will likely consider an employer\u2019s attempt to terminate the employee under these circumstances as unlawful termination.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\ud83d\udca1 If you\u2019re managing a team in China, this development could have important implications for your HR policies. Feel free to reach out to <strong><a href=\"https:\/\/www.leaf-legal.com\/partner\/jean-philippe-engel\/\" data-type=\"link\" data-id=\"https:\/\/www.leaf-legal.com\/partner\/jean-philippe-engel\/\">Jean-Philippe Engel<\/a><\/strong> (jp.engel@leaf-legal.com) or <strong><a href=\"https:\/\/www.leaf-legal.com\/partner\/charlotte-mantoux\/\">Charlotte Mantoux<\/a><\/strong> (c.mantoux@leaf-legal.com) for insights on how this may affect your business.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">#China #LaborLaw #HR #EmploymentLaw #BusinessInChina<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This publication is for informational purposes only and does not constitute legal advice. It is based on publicly available laws and regulations.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>A recent case published in the People\u2019s Court Case Database has drawn attention on a crucial point in China\u2019s labor law: after two consecutive fixed-term contracts, employers cannot unilaterally refuse to renew the contract or terminate the employment relationship\u2014unless special circumstances apply. \ud83d\udd39 On December 11, 2024, the court clarified that employees meeting the conditions [&hellip;]<\/p>\n","protected":false},"author":4,"featured_media":4114,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"_FSMCFIC_featured_image_caption":"","_FSMCFIC_featured_image_nocaption":"","_FSMCFIC_featured_image_hide":"","footnotes":""},"categories":[34,217],"tags":[213,212],"pub_type":[23],"class_list":["post-4113","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employment-law","category-esg","tag-employee-in-china","tag-labor-termination","pub_type-article"],"acf":{"authors":false,"next_page_category":"","next_page_title":"","next_page_link":""},"_links":{"self":[{"href":"https:\/\/www.leaf-legal.com\/fr\/wp-json\/wp\/v2\/posts\/4113","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.leaf-legal.com\/fr\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.leaf-legal.com\/fr\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.leaf-legal.com\/fr\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/www.leaf-legal.com\/fr\/wp-json\/wp\/v2\/comments?post=4113"}],"version-history":[{"count":3,"href":"https:\/\/www.leaf-legal.com\/fr\/wp-json\/wp\/v2\/posts\/4113\/revisions"}],"predecessor-version":[{"id":4255,"href":"https:\/\/www.leaf-legal.com\/fr\/wp-json\/wp\/v2\/posts\/4113\/revisions\/4255"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.leaf-legal.com\/fr\/wp-json\/wp\/v2\/media\/4114"}],"wp:attachment":[{"href":"https:\/\/www.leaf-legal.com\/fr\/wp-json\/wp\/v2\/media?parent=4113"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.leaf-legal.com\/fr\/wp-json\/wp\/v2\/categories?post=4113"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.leaf-legal.com\/fr\/wp-json\/wp\/v2\/tags?post=4113"},{"taxonomy":"pub_type","embeddable":true,"href":"https:\/\/www.leaf-legal.com\/fr\/wp-json\/wp\/v2\/pub_type?post=4113"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}