Check national rules, local implementation and the facts of each case.
Compare the same pay period, separate gross pay from deductions, and prepare a clear question before choosing a complaint route.
Keep unpaid earnings, leave, notice, statutory payments and an extra settlement offer as separate questions.
Separate the reason for absence, permission to be away, pay, and any job protection. These can follow different rules.
Build a factual timeline, explain the outcome you want, and choose a service that handles your type of problem.
Compare gross pay, deductions and bank payments; draft a payroll question.
02Record hours and dated facts, then export your own timeline.
03Check compensation, unused leave and notice pay separately.
04PIP response, meeting recap, resignation and probation goals.
05Keep track of documents, milestones and handover receipts.
06Explore after-hours work, leave, insurance and internal transfers.
The Supreme People’s Court published this interpretation covering several issues in labour-dispute proceedings, including non-compete clauses, mixed employment, and social insurance disputes. It takes effect on 1 September 2025.
An official typical case from the Supreme People's Court examines an agreement replacing social-insurance contributions with an allowance. The court held such an agreement invalid, and the worker was entitled to economic compensation after terminating employment on that ground.
A published Beijing case discusses work performed online outside regular working hours. The court considers the nature, duration, and actual work performed rather than treating every message as overtime.
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