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1. 人社部發布《全國各省、自治區、直轄市最低工資標準情況（截至2025年10月1日）》

The MOHRSS Released the Minimum Wage Standards of All Provinces, Autonomous Regions, and Municipalities Directly Under the Central Government (as of October 1, 2025)

2025年10月17日，人社部發布《全國各省、自治區、直轄市最低工資標準情況（截至2025年10月1日）》，對31個地區的月最低工資標準和小時最低工資標準進行了匯總。需要注意的是，該匯總數據僅供參考，不同地區的統計方法可能存在差異，具體應以當地政策為準。

On October 17, 2025, the MOHRSS released the Minimum Wage Standards of All Provinces, Autonomous Regions, and Municipalities Directly Under the Central Government (as of October 1, 2025), which summarized the monthly minimum wage standards and hourly minimum wage standards across 31 regions. Please note that the summarized data is just for reference. Statistical methods of the minimum wage data may vary across different regions, which should be subject to specific local policies.

2. 北京市發布《關于2025年度各項社會保險繳費工資基數上下限的通告》

Beijing Released the Notice on the Upper and Lower Limits of the Contribution Wage Base for Various Social Insurance in 2025

2025年9月18日，北京市人力資源和社會保障局等三部門聯合發布《關于2025年度各項社會保險繳費工資基數上下限的通告》（“《通告》”），通告規定自2025年7月起，北京市2025年度職工基本養老保險、失業保險、工傷保險、職工基本醫療保險（含生育）月繳費基數上限確定為35,811元，月繳費基數下限為7,162元。

On September 18, 2025, the Beijing Municipal Human Resources and Social Security Bureau and two other departments jointly issued the Notice on the Upper and Lower Limits of the Contribution Wage Base for Various Social Insurance in 2025 (“Notice”). It stipulates that starting from July 2025, the upper limit for monthly contribution bases in Beijing for the 2025 fiscal year is set at RMB 35,811 for basic pension insurance, unemployment insurance, work-related injury insurance, and basic medical insurance for employees (including maternity coverage), and the lower limit at RMB 7,162.

3. 上海市發布《關于本市超過法定退休年齡就業人員和實習生參加工傷保險的實施意見》

Shanghai Released the Guiding Opinions on Work-related Injury Insurance for Employees Over the Statutory Retirement Age and Interns in Shanghai

2025年9月10日，上海市人力資源和社會保障局等四部門聯合發布《關于本市超過法定退休年齡就業人員和實習生參加工傷保險的實施意見》（“《意見》”）規定上海市用人單位可以為其使用的超齡就業人員和實習生單險種參加工傷保險，由用人單位按月繳納工傷保險費。該意見自2025年12月1日起執行,有效期至2030年11月30日。

On September 10, 2025, the Shanghai Municipal Human Resources and Social Security Bureau and three other departments jointly released the Guiding Opinions on Work Injury Insurance for Employees Over the Statutory Retirement Age and Interns in Shanghai (“Opinions”), which stipulates that employers in Shanghai may participate in single-item work-related injury insurance for their over-age employees and interns, with employers making the contributions monthly. The Opinions shall take effect on December 1, 2025, and remain valid until November 30, 2030.

2025年9月25日，市十六屆人大常委會第二十四次會議通過了關于修改《上海市老年人權益保障條例》的決定（“《決定》”），新修改的條例自2025年11月1日起施行。

On September 25, 2025, the 24th meeting of the Standing Committee of the 16th Shanghai Municipal People's Congress adopted the Decision on Amending the Regulations of Shanghai Municipality on Protecting the Rights and Interests of the Elderly (“Decision”). The amended regulations shall come into force on November 1, 2025.

《決定》新增了關于子女陪護假的規定，明確提出：老年人患病住院治療期間，其贍養人可以享受每年累計不超過五個工作日的陪護假。贍養人為在國家提倡一對夫妻生育一個子女期間所生的獨生子女的，可以享受每年累計不超過七個工作日的陪護假。陪護假期間的工資，按照本人正常出勤應得的工資發給。

The Decision adds provisions on carer’s leave, clearly stating that during the period when the elderly are hospitalized for treatment due to illness, their supporter(s) may enjoy cumulative care leave of no more than five working days per year. If the supporter is the only child born during the period when the state advocated that each couple have one child, they may enjoy cumulative care leave of no more than seven working days per year. Wages during the carer’s leave shall be paid in accordance with the wages the employee would normally receive for full attendance.

根據《上海市老年人權益保障條例》的上位法《中華人民共和國老年人權益保障法》，“老年人”是指六十周歲以上的公民，“贍養人”是指老年人的子女以及其他依法負有贍養義務的人。

Pursuant to the Law of the People's Republic of China on the Protection of the Rights and Interests of the Elderly, the superior law of the Regulations of Shanghai Municipality on Protecting the Rights and Interests of the Elderly, “the elderly” refers to citizens at or above the age of 60, and a “supporter” refers to the children of the elderly as well as other individuals who bear support obligations as prescribed by law.

《決定》系在人口老齡化的國情背景下做出。此前，為應對人口老齡化挑戰，其他地區也出臺過相關規定，例如《北京市人口與計劃生育條例》（2021年11月起實施）第二十五條規定，獨生子女父母需要護理的，獨生子女每年獲得累計不超過十個工作日的護理假；依據《廣東省人口與計劃生育條例》（2021年12月起實施）第三十六條第五項規定，在國家提倡一對夫妻生育一個子女期間，自愿終身只生育一個子女的本省戶籍夫妻，享受以下優待獎勵補助：……（5）年滿六十周歲，用人單位應當給予其子女每年五日的護理假；患病住院治療的，給予其子女每年累計不超過十五日的護理假。

The Decision was made against the national background of an aging population of China. Previously, other regions have also introduced relevant provisions to address the challenges of population aging. For example, Article 25 of the Regulations of Beijing Municipality on Population and Family Planning (implemented in November 2021) stipulates that if the parents of an only child need care, the only child shall be entitled to cumulative care leave of no more than ten working days per year. According to Item 5 of Article 36 of the Regulations of Guangdong Province on Population and Family Planning (implemented in December 2021), couples with local household registration who voluntarily committed to having only one child during the period when the state advocated that each couple have one child are entitled to the following benefits and allowances: ...... (5) when they reach the age of 60 or above, the employer shall grant their children five days of carer’s leave per year; if they are hospitalized for treatment due to illness, their children shall be granted a cumulative carer’s leave of no more than 15 days per year from the employer.

與上海市的子女陪護假規定相比，北京市的子女陪護假的適用對象限于獨生子女，未設置額外的適用前提條件；而廣東省的子女陪護假的適用對象不限于獨生子女，同時針對不同情況（父母年滿六十周歲或患病住院治療）設定了五天或不超過十五天的不同假期天數。因此，不同地區的用人單位應當及時了解當地現行規則，修訂完善內部規章制度，充分保護員工休息休假的權益。

Compared with Shanghai's provisions on carer’s leave, Beijing's carer’s leave is only applicable to the only child without additional prerequisites. Guangdong's carer’s leave is not limited to the only child, and sets different leave durations (5 days or no more than 15 days) for different scenarios (parents aged 60 or above, or parents hospitalized for illness). Therefore, employers are advised to learn local existing rules in a timely manner, revise and improve internal rules and regulations, and fully protect employees’ rights and interests to rest and vacation.

2025年10月30日，北京市第四中級人民法院召開新聞通報會，向社會發布個人信息保護類案件審判情況，發布7個涉及個人信息權益保護的典型案例。其中的第5個案例和第6個案例涉及用人單位在用工管理過程中對員工個人信息的處理，值得用人單位和勞動者注意。

On October 30, 2025, the Beijing Fourth Intermediate People’s Court held a press conference to release the summary of the trial of personal information protection cases to the public. The Court issued seven typical cases involving the protection of personal information rights and interests, among which case 5 and case 6 involve the handling of employees’ personal information by employers during the employment management process, warranting attention from both employers and employees.

1. 公司披露員工工資等私密信息應在合理范圍之內。在案例五中，用人單位與員工就曠工違紀解除勞動合同事宜產生糾紛，相關仲裁裁決書與民事判決書中載有員工的個人工資信息。隨后，公司在向證券交易所提交的招股說明書等材料中披露了上述涉訴事項。員工主張公司此舉侵犯了其姓名權、隱私權及個人信息權益。法院認為，公司對涉案訴訟、仲裁事項的披露方式超出了對個人信息使用的合法、必要原則，認定構成對員工隱私權的侵害，判決公司在涉案文件中對員工真實姓名隱去處理，并向其賠禮道歉并賠償精神損害撫慰金。

Disclosure of confidential employee information shall be within reasonable limits. In case 5, a dispute arose between the employer and the employee regarding the termination of the labor contract due to absenteeism and disciplinary violations. The employee’s personal salary information was recorded in the relevant arbitration award and civil judgment. Subsequently, the company disclosed the aforementioned litigation matters in materials such as the prospectus submitted to the stock exchange. The employee claimed that the company’s action infringed upon his/her right to name, privacy, and personal information. After hearing the case, the court held that the company’s disclosure of litigation and arbitration matters in question exceeded the principles of legality and necessity for the use of personal information, which was determined to constitute an infringement of the employee’s privacy rights. The court thus ordered the company to redact the employee’s real name from relevant documents, issue a formal apology, and pay moral compensation.

2. 公司人力資源部門在處理員工個人信息應嚴格遵循合法正當、最小影響等原則。在案例六中，用人單位在員工通過電子郵件發送離職通知后，在未經員工許可也未告知員工的情況下，清空了用人單位提供給員工的手機中的全部信息，員工以涉案手機存儲信息丟失為由，向用人單位提起侵權之訴。法院最終認為，個人信息權益損害案件中，受害方的證明責任可以采用“高度可能性”標準。結合該案中公司政策未禁止設備存有個人數據等信息的日常生活經驗，以及員工事后反應的合理性，認定手機存儲員工個人信息的事實具有高度可能性。用人單位在未發生內部政策規定的可以清空手機的情況下，直接采取該措施，違反了其內部規定，也違反了《個人信息保護法》的最小影響原則，不構成實施人力資源管理所必需的免責情形，因此，改判用人單位向員工書面致歉并賠償合理損失。

In the processing of employees’ personal information, HR department of the company shall strictly comply with the principles of legality, legitimacy, and minimum impact. In case 6, after an employee submitted a resignation notice via email, the employer, without the employee’s permission or prior notice, erased all data from the company-provided mobile phone that had been issued to the employee. The employee subsequently filed an infringement lawsuit against the employer, citing the loss of information stored on the phone in question. The court finally held that in cases of infringement of personal information rights and interests, the burden of proof for the aggrieved party can adopt the standard “a high degree of probability”. Based on everyday life experience, such as the company’s policy not prohibiting the storage of personal data on the device, as well as the reasonableness of the employee’s subsequent reaction, the court determined that it was highly probable that the phone contained the employee’s personal information. In the absence of internal policy permitting phone data erasure, the employer’s direct implementation of this measure not only violated its internal regulations, but also breached the principle of minimum impact under Personal Information Protection Law, and thus does not constitute a necessary scenario for HR management that would exempt the employer from liability. Accordingly, the court reversed the original judgment and ordered the employer to issue a formal written apology to the employee and provide compensation for the reasonable losses incurred.

自2021年《民法典》和《個人信息保護法》出臺以來，實踐層面對于個人信息的保護力度持續加大，對于各行業的企業而言，需重視內部員工個人信息管理模式的評估、完善與落實。

2025年11月，上海市二中院發布了“勞動爭議類改發案件裁判要點”，對勞動爭議的改發案件中常見問題及裁判規則進行歸納提煉，旨在促進類案同判和適法統一。

In November, 2025, the Shanghai Second Intermediate People's Court released judicial views for remanded or reversed labor law disputes cases, which summarized and refined issues and adjudication rules in such cases, with the aim of promoting consistent adjudication and uniform application of the law in similar cases.

其中，有3個與勞動關系的認定有關的問題，相關裁審觀點如下：

Among these, three issues pertain to the determination of employment relationship. The relevant adjudication views are as follows:

1. 具有股東身份的人員，是否具備勞動法意義上的勞動者身份，應根據雙方實際履行情況加以判斷。可通過審查雙方是否具備人格從屬性、經濟從屬性、組織從屬性，是否具有建立勞動關系的合意等進行綜合判定。

Whether a shareholder qualifies as an employee under labor law should be determined based on the actual performance of the relationship between the parties. A comprehensive assessment should be conducted by examining factors including but not limited to personal subordination, economic subordination, organizational subordination, and the intention to establish an employment relationship.

2. 取得勞動成果不能作為建立勞動關系的前提條件，未簽訂書面勞動合同的勞動者與用人單位是否存在事實勞動關系，應審查雙方實際履行情況，以從屬性作為判斷標準。用人單位可以對應聘人員的職業資格、職業經驗或職業技能等提出要求，但勞動者是否取得勞動成果并非雙方之間是否構成勞動關系的判斷因素。

The attainment of work results shall not be regarded as a prerequisite for establishing an employment relationship. When determining whether a de facto employment relationship exists between an employee and an employer without a written labor contract, the actual performance of the relationship should be examined, with subordination serving as the decisive criterion. While an employer may set requirements regarding professional qualifications, experience, or skills for job applicants, whether the employee obtains specific work results is not a determining factor in establishing an employment relationship.

3. 勞動關系應堅持事實優先原則，根據用工事實判斷。在勞動合同未實際履行的情況下，僅憑雙方當事人在訴訟中的自認，無法認定雙方存在真實的勞動關系。

The determination of an employment relationship shall adhere to the principle of primacy of facts and be based on actual employment facts. Where a labor contract has not been performed in practice, the mere existence of mutual admissions by the parties during litigation cannot establish the existence of a genuine employment relationship.

此外，其他5個問題的裁審觀點如下：

Furthermore, the adjudication views on the remaining five issues are as follows:

4. 勞動者在職期間用人單位未繳納社保，雙方簽署的離職協議中包含用人單位向勞動者支付社保補償金的條款，違反了法律、行政法規的強制性規定，應當認定為無效。

A severance agreement signed by an employer and an employee, which includes a clause for the employer to pay social insurance compensation to the employee for periods during which social insurance contributions were not made while the employee was employed, violates mandatory provisions of laws and administrative regulations and shall be deemed void.

5. 用人單位擬在試用期內以“不符合錄用條件”解除勞動合同的，應在試用期內完成對勞動者的考核，并在試用期滿前將解除勞動合同通知送達至勞動者。

If an employer intends to dismiss an employee during the probationary period on the grounds of “failing to meet the recruitment criteria”, it must complete its assessment of the employee and serve the termination notice to the employee within the probationary period.

6. 勞動者不得以用人單位未嚴格執行考勤管理制度為由主張用人單位已喪失曠工解除的權利。用人單位要求勞動者嚴格執行考勤制度，在督促無果的情況下，有權根據具體的曠工事實作出解除勞動合同的決定。

An employee shall not assert that the employer has forfeited its right to terminate the employment for absenteeism on the grounds that the employer failed to strictly enforce its attendance management system. After having demanded that the employee observe the attendance rules and finding its efforts ineffective, the employer is entitled to terminate the labor contract based on the specific facts of the employee’s unauthorized absences.

7. 用人單位的高級管理人員存在不定時或彈性工作等勞動提供形式下，如用人單位長期不對其進行嚴格考勤管理，不能以未正常出勤為由徑行認定曠工，應當結合雙方對工作形式的約定、過往履行情況以及高級管理人員是否提供勞動關系等綜合判斷。

Where a senior manager of an employer operates under a flexible or irregular working hour system, and the employer has not implemented strict attendance management over an extended period, the employer may not unilaterally deem the manager's absence as absenteeism solely due to irregular attendance. A comprehensive assessment shall be conducted, considering the agreed working arrangements, historical performance, and whether the senior manager has fulfilled their labor obligations.

8. 勞動者行使即時解除權但理由與法定情形不符時，也應當認定雙方之間的勞動關系在勞動者解除的意思表示到達用人單位時解除。用人單位不得再以勞動者違紀為由解除勞動合同。

Where an employee exercises the right to immediate termination of the labor contract, but the grounds cited do not align with statutory requirements, the employment relationship shall nonetheless be deemed terminated at the moment the employee's notice of termination is received by the employer. Following this, the employer is precluded from terminating the contract on the grounds of the employee's disciplinary violation.

2025年9月26日，廣州市中級人民法院、廣州市人力資源和社會保障局、廣州市總工會聯合舉辦新聞發布會，共同簽署《關于聯動高效化解勞動爭議案件（糾紛）的工作意見》，分別發布勞動爭議典型案例。其中：

On September 26, 2025, Guangzhou Intermediate People’s Court, Guangzhou Municipal Human Resources and Social Security Bureau, and Guangzhou Federation of Trade Unions jointly held a press conference, signing the “Work Opinion on Coordinating and Efficiently Resolving Labor Dispute Cases” and respectively releasing typical cases of labor disputes. Among them:

廣州中院發布的典型案例中，我們認為值得關注的裁審觀點如下：

Among the typical cases released by Guangzhou Intermediate People’s Court, we believe the following judicial views are particularly noteworthy:

1. 具備用工主體資格的承包人將承包業務轉包或者分包給不具備用工主體資格的組織或者個人的，需對后者聘用的勞動者承擔工傷保險責任；

Where a contractor with legal capacity as an employer subcontracts the project to an organization or individual lacking such capacity, the contractor shall bear the liability for work-related injury insurance for the employees employed by the latter;

2. 勞動者因工作崗位調整被解除勞動關系，勞動權益未受到損害的，用人單位無需支付經濟補償；

If an employee’s employment relationship is terminated due to job position adjustment and their labor rights and interests have not been infringed upon, the employer is not required to pay economic compensation;

3. 用人單位不得因女職工懷孕、生育、哺乳隨意調崗變相降低其工資；

Employers shall not arbitrarily transfer a female employee to another post under the pretext of her pregnancy, childbirth, or nursing period thereby reducing her salary.

4. 勞動者以非緊迫性事由申請長假，在用人單位明確拒絕并催告返崗后仍拒不返崗的，其行為已超越一般請假范疇，構成曠工且屬嚴重違反勞動紀律。用人單位據此可以合法解除勞動關系。

If an employee applies for long leave for non-urgent reasons and persist in refusing to return after the employer explicitly rejects the application exceed the scope of ordinary leave requests. Such conduct constitutes absenteeism as well as a serious violation of labor discipline. Accordingly, the employer may lawfully terminate the employment relationship.

廣州市人力資源和社會保障局發布的典型案例中，我們認為值得關注的案例如下：

Among the typical cases released by Guangzhou Municipal Human Resources and Social Security Bureau, we consider the following cases to be particularly noteworthy:

案例二中，仲裁機構認為，在勞動者與平臺企業或者用工合作單位間未訂立書面勞動合同時，法院主要依據用工事實和勞動管理程度判斷是否構成勞動關系，考量因素包括：勞動者對工作時間及工作量的自主決定程度、勞動過程受管理控制程度、勞動者是否需要遵守有關工作規則等；

In case 2, the arbitration institution held that when no written labor contract has been concluded between the employee and the platform enterprise or the cooperative employing entity, the court mainly determines whether a labor relationship has been formed based on the employment facts and the extent of labor management. The factors to be considered include the extent to which employees’ autonomy in determining  working hours and workload, the degree to which the labor process is under management and control, and whether employees need to abide by relevant work rules, etc.;

案例四中，仲裁機構認為，用人單位向其境外簽約實施的承包項目派遣勞動者并為其理工作簽證的費用，屬于用人單位為勞動者提供勞動條件的范疇，除非雙方有明確書面約定，否則不得隨意從勞動者工資中扣除。

In case 4, the arbitration institution held that the expenses incurred by an employer for dispatching employees to overseas contracted projects and handling work visas for them fall within the scope of the employer providing working conditions for the employees. Unless there is a clear written agreement between both parties, such expenses cannot be deducted from the employees’ wages at will.

廣州市總工會發布的典型案例中，我們認為案例七的裁審觀點值得關注。該案中，裁審機構認為，在勞動者與用人單位雙方已經明確約定競業限制義務的情況下，如用人單位確定勞動者在離職后不需要履行競業限制義務，應當及時明確告知勞動者解除競業限制。

Among the typical cases released by Guangzhou Federation of Trade Unions, we believe that the judicial views in case 7 deserve attention. In case 7, the adjudication authority held that when both the employee and the employer have clearly agreed on non-compete obligations, if the employer determines that the employee does not need to fulfill such obligations after termination, it should promptly and clearly inform the employee to release from the non-compete restrictions.

位于廣州市的用人單位可以將上述機構發布的典型案例中的裁審觀點作為參考，了解實踐中相關問題的審理和裁判標準。

Employers located in Guangzhou can take the judicial views in the typical cases released by the above-mentioned institutions as a reference to understand the trial and judgment standards of related issues in practice.

2025年9月26日，重慶市高級人民法院發布了6個服務保障穩就業促發展勞動爭議典型案例。其中包含的典型觀點如下：

On September 26, 2025, the Chongqing Higher People’s Court released six typical labor dispute cases that serve the dual goals of stabilizing employment and promoting economic development. The key viewpoints from these cases are as below.

1. 用人單位與見習人員簽署《見習協議》，雙方并無建立勞動關系的合意，見習人員無權要求用人單位支付見習期間未訂立書面勞動合同二倍工資差額；

Where an employer and a trainee sign a "Traineeship Agreement" and there is no mutual intention to establish an employment relationship, the trainee is not entitled to demand payment of the double wage penalty for failing to sign written labor contract during the traineeship period from the employer.

2. 認定用人單位與勞動者之間屬于何種法律關系，應根據雙方實際發生的權利義務關系的特征進行判斷，不能僅通過招錄崗位名稱予以認定；

Determining the type of legal relationship between an employer and an employee should be based on the characteristics of the actual rights and obligations between the parties, and cannot be determined solely by the title of the recruited position.

3. 用人單位與勞動者在《錄用通知》中約定了留才獎，后雙方解除勞動關系，用人單位仍應遵守承諾發放相關獎勵和補貼；

Where an employer and an employee have agreed on a talent retention bonus in the  Offer Letter, the employer should still honor its commitment to issue the relevant rewards and subsidies after the termination of the employment relationship.

4. 用人單位在入職體檢中檢測乙肝并以崗位取消為由拒絕錄用乙肝病原攜帶者的，構成就業歧視；

An employer's testing for Hepatitis B during pre-employment physical examinations and subsequently refusing to hire a Hepatitis B carrier on the grounds of the position being cancelled constitutes employment discrimination.

5. 用人單位撤銷崗位錄用通知應當承擔締約過失責任；

The employer shall bear the liability for contracting negligence when canceling the job offer.

6. 用人單位未及時退還證件影響勞動者就業的，應當賠償經濟損失。該案中，因勞動者已經離職且未實際提供勞動，法院酌情按照當地最低工資標準按月計算未歸還期間的損失。

If an employer fails return an employee's certificates in a timely manner and this affects the employee's further employment, it shall compensate for the economic losses. In this case, since the employee had already resigned and did not actually provide labor, the court, at its discretion, determined the losses for the period when the certificates were not returned on a monthly basis with reference to the local minimum wage standard.

位于重慶市的用人單位可以將重慶市法院發布的典型案例中的裁審觀點作為參考，了解實踐中相關問題的審理和裁判標準。

Employers located in Chongqing can take the judicial views in the typical cases released by the above-mentioned institutions as a reference to understand the trial and judgment standards of related issues in practice.