Answer: Casual employment is a more flexible way of employment relative to full-time, the two parties need not sign a contract (of course, signing a contract does not breach the law), and this employment relationship can be terminated at any time. According to the Employment Contract Law and judicial decisions, whether an employment relationship isRead more about 6.How can I identify whether my employees are casual or full-time employees?[…]

Answer: Casual employment relations is a flexible way of employment. The Employment Contract Law stipulates that an employer may conclude an oral agreement with a casual employee, and both parties may notify the other party to terminate the employment relationship at any time.This provision is totally different from the permanent employment contract which emphasizes theRead more about 7.Can casual employees request to be transferred to a permanent or other forms of employment contracts?[…]

Answer: Irregular and general work hours under employment law are set due to the characteristics of roles or industries, including nature of work, natural conditions, or seasonal conditions, where standard hours cannot be applied. Comparing with the standard work hours, they can only balance staff¡¯s work and rest by means of intensive work, concentrated orRead more about 8.Is my employment contract on general work hours(or irregular work hours) considered valid?[…]

Answer: In principle, pure volunteers are not considered as workers under the legal system of employment law. However, in practice, employers may grant subsidies or provide benefits such as allowances or reimbursement to volunteers, at which time the situation will be somewhat complicated. The court will examine the agreement between the two parties, whether thereRead more about 9.Can a volunteer be an employee?[…]

Answer: It is a complicated legal issue to judge whether a work relationship is an employment relationship or an independent contractor relationship (It is called LaoWu relationship or also expressed as Guyong relationship in some of judicial decisions). Generally speaking, an contractor is not an employee and is not protected by employment law at all.Read more about 10.How do I distinguish between an employment relationship and a contractor relationship?[…]

Answer: The law provides different rules on the rights and obligations for employees under employment relations and contractors under contractor relations. For example, the former enjoys the most basic mandatory protection of employment rights, while the latter is entitled to freedom of contract and bargaining as an equal civil subjects. If you are an employee,Read more about 11.What are the different legal consequences of an employment relationship or a contractor relationship between myself and the company?[…]

Answer: The two types of employment relations, assignment contract and casual contract, still have the dependent characteristics of employment relation, and differ significantly from contractor relations that bear relatively independence and equality between the parties. An assignment contract with a period of time to complete a certain task is quite different from a contractor relationship.Read more about 12.What are the differences between employment relationships of an assignment contract, a casual contract, and a contractor relationships?[…]

Answer: In employment law practice, there are the following 4 types of special employment relations in daily life: The first is the particular type caused by the subject qualification of the employer. The Employment Contract Law stipulates that legitimate employers include enterprises, individual economic organizations, private non-enterprise organizations, state organs, institutions and social organizations. AmongRead more about 13.What are common special employment relationships in daily life?[…]

Answer: Whether a worker is an independent contractor should be judged comprehensively according to the essence of the relationship between the two parties and the subjective understanding of both parties. Chinese self-employed individuals are likely to be contractor, such as self-employed architects, scaffolders, welders, and self-employed electricians and plumbers. Of course, if these individual operatorsRead more about 14.What are the common contractor relationships in daily life?[…]

Answer: Yes, the employer is liable to compensation for your work-related injury. Workers under the age of 16 are considered child labor in China. Their labor skills and intellectual cognition are in the primary stage of development, so they are relatively immature, vulnerable, and fragile in physical and psychological aspects. Employment law adopts the principleRead more about 15.I am a worker of 15 years old. Should my employer assume the liability for my work-related injury?[…]