China's labor law strongly protects employees, and the rules often differ from what foreign employers expect. A termination handled the wrong way, a missing clause in an employment contract, or an outdated staff handbook can turn into a costly arbitration claim. Whether you're setting up employment practices or already facing a dispute, we help foreign employers stay compliant and protect their position in China.
Who We Help
- Foreign and foreign-invested companies employing staff in China
- Employers that want to get their employment practices compliant before problems arise
- Employers already facing a labor dispute or arbitration claim
What We Help With
- Drafting and reviewing employment contracts and staff handbooks
- Employee management and workplace compliance
- Handling terminations and layoffs
- Responding to employee arbitration claims and lawsuits
- Disputes over work injuries, social insurance, and overtime pay
- Employment and compliance for foreign staff
Why Getting It Right Matters
In China, the employer carries most of the burden of proof in a labor dispute. If your contracts, handbook, or termination process aren't handled correctly from the start, you can lose a case even when you feel you're in the right. Getting your employment practices compliant early is far cheaper than paying compensation after an arbitration claim.
Why Work With Us
- A dedicated labor law focus — our team includes an attorney recognized as a "Labor Law Specialist Lawyer" by the Fujian Lawyers Association
- A bilingual attorney team — you work directly with lawyers in English and Mandarin, with no translator in between
- Based in Xiamen, at Deheng Law Offices — a national law firm — acting locally where your business and your employees are
- Full coverage — from contracts and compliance to terminations and arbitration
How It Works
- You tell us your situation — a contract or handbook to review, a termination to handle, or a dispute you're facing.
- We review it and, if helpful, arrange a complimentary 15-minute video call to talk through your options.
- If we take it on, we agree on the scope and fees before any work begins.
- We act on your behalf — drafting, compliance, negotiation, or arbitration.
Frequently Asked Questions
Can I terminate an employee in China the way I would in my home country?
Usually not. China's rules on termination are stricter, and the grounds and procedure both matter. Handling a termination the wrong way is one of the most common reasons employers lose arbitration claims. We advise on how to do it correctly, or defend you if a dispute has already started.
An employee has filed for arbitration against my company. What should I do?
Act quickly and don't respond informally before getting advice. In China, the employer carries most of the burden of proof, so preparing your documents and position early is critical. We represent employers in labor arbitration and litigation.
Do I really need a compliant employment contract and staff handbook?
Yes — they're your first line of defense. Many disputes are won or lost on whether these documents exist and are compliant. Getting them right early is far cheaper than a dispute later.
How much does labor law support cost?
Our fees are flexible. Document drafting and reviews can be handled on a fixed-fee basis, while arbitration and disputes depend on the situation. We explain the structure clearly before any work begins, so there are no surprises.
How do you work with clients who don't speak Chinese?
Our attorneys work with you directly in English. You deal with the lawyer handling your matter — not a translator.