A foreign teacher in Beijing has successfully had his labor relationship recognized under China’s newly implemented labor law.

The Beijing No.1 Intermediate People’s Court applied the newly implemented Interpretation (II) of the Supreme People’s Court on Several Issues Concerning the Application of Law in the Trial of Labor Dispute Cases (“Interpretation II”) to conclude a labor dispute case, ruling to dismiss the appeal of a bilingual kindergarten and uphold the lower court’s decision.

北京市第一中级人民法院适用新实施的《最高人民法院关于审理劳动争议案件适用法律若干问题的解释（二）》（以下简称“解释二”），审结了一起劳动争议案件，驳回了一家双语幼儿园的上诉，维持了一审法院的判决。

Case Background

案件背景

The kindergarten, which offers specialized English-taught programs, had employed a foreign national, S, as an English instructor from March 13, 2023, to March 19, 2024. According to S, he worked full-time from Monday to Friday, clocking in and out, and was required to be on-site even when not teaching. The kindergarten paid him a fixed monthly wage. S argued that this constituted an employment relationship.

该幼儿园提供专门的英语教学项目，于2023年3月13日至2024年3月19日期间雇佣了一名外国籍人士S担任英语教师。据S称，他每周一至周五全职工作，打卡上下班，即使不授课也需在场。幼儿园按月支付他固定工资。S认为这构成了劳动关系。

The kindergarten, however, contended that the two parties had signed a “Statement of Employment Terms” defining their arrangement as a service relationship, not an employment one. S applied for labor arbitration, requesting confirmation that a labor relationship existed during his employment. The local labor arbitration commission ruled in favor of S. Dissatisfied, the kindergarten filed a lawsuit, claiming there was no labor relationship.

然而，幼儿园辩称双方曾签署“雇佣条款声明”，将双方关系定义为服务关系而非劳动关系。S申请劳动仲裁，要求确认其雇佣期间存在劳动关系。当地劳动仲裁委员会支持了S的主张。幼儿园不服，提起诉讼，声称不存在劳动关系。

First Instance Judgment

一审判决

The trial court found that S was under the kindergarten’s management and performed work integral to its operations, receiving fixed monthly remuneration. The court therefore held that the working arrangement met the substantive characteristics of an employment relationship.

一审法院查明，S受幼儿园管理，从事的工作是幼儿园业务的组成部分，并且按月领取固定报酬。因此，法院认定该工作安排符合劳动关系的实质性特征。

However, the court noted that under Chinese law, employers hiring foreigners must obtain employment permits on their behalf. Only after approval and the issuance of a work permit may the foreigner be lawfully employed.

然而，法院指出，根据中国法律，雇主雇佣外国人必须为其申请就业许可。只有在获得批准并取得工作许可后，外国人才能合法受雇。

S began working on March 13, 2023, but did not obtain a work permit from the Beijing Foreigners Working in China Service Center until May 12, 2023, valid for one year. Therefore, S only acquired legal work eligibility from that date. The court ruled that a lawful employment relationship existed between the two parties from May 12, 2023, to March 19, 2024.

S于2023年3月13日开始工作，但直到2023年5月12日才从北京市外国人在华工作服务中心获得有效期为一年的工作许可。因此，S从该日期起才获得合法工作资格。法院裁定，双方在2023年5月12日至2024年3月19日期间存在合法劳动关系。

The kindergarten appealed the decision to the Beijing No.1 Intermediate People’s Court.

幼儿园不服一审判决，上诉至北京市第一中级人民法院。

Appellate Court Ruling

二审法院裁决

The appellate court reviewed the case under Interpretation II, which took effect on September 1, 2025. Article 4 of the Interpretation stipulates that:

二审法院依据2025年9月1日生效的“解释二”对案件进行了审查。该解释第4条规定：

“Where a foreign national establishes a working relationship with an employer within the territory of the People’s Republic of China, and one of the following conditions is met, the people’s court shall support the foreign national’s request for confirmation of a labor relationship:

“外国人在中国境内与用人单位建立劳动关系，且符合下列条件之一的，人民法院应支持外国人确认劳动关系的请求：

(1) The foreign national has obtained permanent residence;

(1) 外国人已获得永久居留权；

(2) The foreign national has obtained a work permit and is lawfully residing in China;

(2) 外国人已获得工作许可，并在中国合法居住；

(3) The foreign national has completed relevant procedures in accordance with state regulations.”

(3) 外国人已按照国家规定办理了相关手续。”

During the appeal, S submitted valid residence permits covering the periods from April 14, 2023, to May 25, 2023, and from May 25, 2023, to March 31, 2024. Accordingly, the court held that between May 12, 2023, and March 19, 2024, S met the dual legal requirements of having a valid work permit and lawful residence, qualifying him to establish a labor relationship with a domestic employer.

在上诉期间，S提交了覆盖2023年4月14日至2023年5月25日以及2023年5月25日至2024年3月31日的有效居留许可。因此，法院认定在2023年5月12日至2024年3月19日期间，S同时具备有效的工作许可和合法居留资格，符合与国内雇主建立劳动关系的条件。

The court therefore affirmed that the employment relationship during that period was lawful and valid, rejecting the kindergarten’s appeal and upholding the lower court’s decision.

法院因此确认该期间的劳动关系合法有效，驳回幼儿园的上诉，维持一审法院的判决。

Legal Significance

法律意义

Under Article 41 of the Exit and Entry Administration Law of the People’s Republic of China, foreigners working in China must obtain both a work permit and a work-type residence permit. Employers are prohibited from hiring foreigners lacking either document.

根据《中华人民共和国出境入境管理法》第41条，外国人在中国工作必须同时获得工作许可和工作类居留许可。雇主禁止雇佣未持有这两种文件的外国人。

However, the Exit and Entry Administration Law only prescribes administrative penalties—such as fines, confiscation of illegal income, or liability for responsible personnel—for violations, without clarifying whether a labor relationship is legally established in the absence of these permits.

然而，《出境入境管理法》仅规定了违反该法的行政责任，例如罚款、没收非法所得或追究责任人员的责任，但未明确在未获得这些许可的情况下是否可以认定劳动关系。

Before Interpretation II took effect, Article 33 of Interpretation I provided that if a foreigner had not lawfully obtained employment documents, the court would not support a request to confirm a labor relationship. In practice, courts often interpreted “employment documents” to mean only the Employment Certificate defined under the Regulations on the Administration of Employment of Foreigners in China, overlooking whether the foreigner also possessed a valid residence permit.

在“解释二”生效之前，“解释一”第33条规定，如果外国人未依法获得就业文件，法院将不支持确认劳动关系的请求。实践中，法院通常将“就业文件”解释为仅指《外国人在中国就业管理规定》中定义的就业证，而忽略了外国人是否还持有有效居留许可。

This sometimes created inconsistencies, as foreigners might obtain a work permit but fail to renew or timely apply for residence permits. Interpretation II resolves this issue by explicitly requiring both a valid work permit and lawful residence status for a labor relationship to be legally recognized—emphasizing that the two are necessary and inseparable.

这有时会造成不一致，因为外国人可能会获得工作许可，但未能续签或及时申请居留许可。“解释二”通过明确规定只有同时具备有效工作许可和合法居留状态，劳动关系才能被法律认可，解决了这一问题——强调两者是必要且不可分割的。

Guidance for Foreign Workers and Employers

对外籍员工和雇主的指导

Foreigners seeking employment in China must ensure that their employers apply for and obtain the requisite work permits and employment certificates, and that they themselves apply promptly for residence permits. Only after obtaining both permits may they legally work in China.

寻求在中国就业的外国人必须确保其雇主为其申请并获得必要的工作许可和就业证，同时他们自己应及时申请居留许可。只有在获得这两种许可后，他们才能在中国合法工作。

Foreigners who work without the “dual permits” not only risk administrative penalties but also forfeit legal protection of their labor rights. Employers, meanwhile, must lawfully assist in processing employment permits and ensure compliance with regulations.

未获得“双重许可”的外国人不仅面临行政处罚风险，还会失去劳动权利的法律保护。与此同时，雇主必须依法协助办理就业许可并确保合规。

Once foreigners have obtained both the work and residence permits, they enjoy the same lawful labor rights as Chinese employees, including timely and full payment of wages and social insurance coverage. Employers who fail to meet these obligations may face legal risks and potential litigation.

一旦外国人获得了工作和居留许可，他们就享有与中国员工相同的合法劳动权利，包括及时足额支付工资和社会保险覆盖。未能履行这些义务的雇主可能面临法律风险和潜在的诉讼。