Foreign employee management has become one of the top concerns for many companies. Hiring expatriates is very different from hiring domestic employees. In this article, Allan Xu, Director of Business Advisory Services Shanghai Office, and Victoria Li, International Business Advisory Shanghai Office explain the “special features” that apply to foreign employees in labor relations management.
With expatriates working in China becoming more common, how to effectively manage foreign-related relations has become one of the top concerns for many executives.
Compared to the management of domestic employees, foreign-related labor relations are more complicated. On the one hand, the employment of foreign personnel involves administrative procedures that are different from general labor relations. On the other hand, foreign-related labor relations are limited by a series of special legal norms. Moreover, foreign employees generally have higher salaries, which means that once a labor dispute arises, the cost will inevitably be higher than average.
Given these circumstances, companies have been paying growing attention to legal provisions related to foreign employee management, to avoid legal risks and prevent labor disputes to the greatest extent.
In this article, we introduce the “special features” that apply to foreign employees in labor relations management.
In addition to a written labor contract, to...
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