Linx Team · 11/05/2025
China's labor law environment is evolving rapidly. The government has cracked down on 996 culture (9am-9pm, 6 days a week), strengthened protections for gig workers, and updated social insurance requirements. For foreign companies operating in China, staying current isn't optional—it's essential for compliance and talent retention.
China's Labor Law has always limited overtime, but enforcement was historically weak. That's changed. Labor authorities are actively investigating overtime violations, particularly in the tech sector.
China's gig economy is massive, and regulators are catching up. New rules require platforms to provide basic protections for gig workers, and misclassification risk is rising.
Social insurance contributions in China are substantial—often 30-40% of salary combined between employer and employee. Recent reforms have adjusted rates and expanded coverage.
Operating in China requires navigating a complex and evolving regulatory environment. Here's what foreign employers should prioritize.