With
the continuous expansion of foreign-related employment in Shanghai,
labor disputes between foreign employees and employers occur from
time to time. Recently, Lujiazui Judicial Office released the updated
Q&A guidelines for protecting labor rights of foreign nationals,
clarifying applicable laws, preconditions for rights protection,
dispute resolution procedures and typical risk points. This article
sorts out official rules and practical operations in detail, helping
foreign workers and foreign-related enterprises standardize handling
of labor disputes and safeguard legitimate rights and interests in
accordance with the law.
随着上海涉外用工规模持续扩大，外籍员工与用人单位之间的劳动纠纷时有发生。近期陆家嘴司法所发布新版外籍人员劳动维权问答指引，明确了维权适用法律、受理前提、纠纷处置流程以及典型风险问题。本文结合官方内容与实操经验，全面梳理相关规则与办理要点，帮助外籍从业者、涉外企业依法处理劳动争议，维护自身合法权益。
Core
Precondition for Rights Protection 维权核心前提
Legitimate
employment status is the basic premise for enjoying labor legal
protection in China. Foreign employees must complete formal
employment procedures to initiate rights protection procedures
normally.
合法就业状态，是外籍人员在华享受劳动法律保护的基础前提。外籍员工只有办妥完整用工手续，才能正常发起维权流程。
Qualified
Employment Standards 合法就业认定标准
Foreign
employees hold valid Foreigner Work Permit and residence permit. The
actual employer, working position and work location are consistent
with the information filed in the permit.
外籍人员持有有效的外国人工作许可证及居留许可，实际用工单位、岗位、工作地点与证件备案信息保持一致。
Ineligible
Situation 不予保护情形
Those
engaged in employment without work permit, or with inconsistent
information on certificates and actual employment, will not be
recognized as legal labor relations. Relevant disputes shall not be
handled in accordance with labor laws.
未办理工作许可擅自务工，或是证件信息与实际用工不符，均不属于合法劳动关系，相关纠纷不按照劳动法规处理。
1
Applicable Legal Provisions 维权适用法律
For
labor disputes arising from legitimate employment of foreign
employees in Shanghai, the handling shall follow unified legal norms.
在上海合法就业的外籍员工，发生劳动争议时，统一遵照以下法律规定处置。
Basic
labor standards including minimum wage, working hours, rest and
vacation, labor safety and social insurance are fully governed by
and .
All employers must comply with the above mandatory provisions, and
special agreements shall not be used to evade
obligations.
最低工资、工作时长、休息休假、劳动安全、社会保险等基础劳动标准，严格适用《中华人民共和国劳动法》《中华人民共和国劳动合同法》，用人单位不得通过特殊约定规避法定义务。
Matters
such as employment term, post adjustment and liability for breach of
contract can be agreed upon by both parties on the basis of
complying with national basic standards. If the contract has clear
provisions, the agreement shall
prevail.
聘用期限、岗位调整、违约责任等事项，在不违背国家基础劳动标准的前提下，可由劳资双方自主约定，合同有明确条款的以约定为准。
Dispute
resolution procedures apply to .
The jurisdiction is determined by the place of performance of the
labor contract or the registered address of the
employer.
争议处置流程适用《中华人民共和国劳动争议调解仲裁法》，管辖地以劳动合同履行地或用人单位注册地为准。
2
Standard Dispute Resolution Procedures 劳动争议标准处置流程
When
labor rights are infringed, foreign employees can follow the
step-by-step official process to safeguard their rights, and it is
recommended to retain all relevant evidence throughout the process.
当劳动权益受到侵害时，外籍员工可按照官方流程分步维权，建议全程留存各类相关证据。
Step
1 Voluntary Negotiation 第一步
双方协商
After
a dispute occurs, first communicate with the employer on their own,
put forward reasonable demands, and form written records of the
negotiation results. This is the most convenient way to resolve
disputes.纠纷发生后，首先与用人单位自主沟通，提出合理诉求，并将协商结果形成书面记录，这是最为便捷的纠纷解决方式。
Step
2 Internal Mediation 第二步
内部调解
If
negotiation fails, apply to the enterprise's internal labor dispute
mediation committee for mediation services. The mediation result has
binding force on both parties after
confirmation.协商无法达成一致的，可向企业内部劳动争议调解委员会申请调解，调解结果经双方确认后具备约束力。
Step
3 Labor Arbitration 第三步
劳动仲裁
If
mediation is invalid, apply to the local labor dispute arbitration
commission for arbitration. This is a necessary pre-procedure before
litigation.调解无果的，可向属地劳动人事争议仲裁委员会申请仲裁，仲裁是提起诉讼的前置环节。
limit: File an application within one
year
from the date when the right is known or should be known to be
infringed.时效要求：自知道或应当知道权益受到侵害之日起一年内提出申请。Required
evidence: Labor contract, work permit, residence permit, salary
payment records, attendance sheets, notice of dismissal and other
relevant materials.必备证据：劳动合同、工作及居留证件、工资流水、考勤记录、解除通知等材料。
Step
4 Judicial Litigation 第四步
司法诉讼
If
either party disagrees with the arbitration result, they may file a
lawsuit with the people's court within 15 days after receiving the
arbitration award.
任意一方对仲裁裁决存在异议的，可在收到仲裁文书
15
日内向人民法院提起诉讼。
Supplementary
Complaint Channel 补充投诉渠道
For
behaviors such as wage arrears and failure to pay social insurance,
employees can also report to the labor security supervision
department, and the competent authority will conduct inspection and
disposal.
针对拖欠工资、不缴纳社保等行为，员工也可向劳动保障监察部门投诉举报，由主管部门核查处置。
3
Typical Disputes & Rule Explanations 常见争议类型及规则解读
Combined
with daily work experience, we sort out the high-frequency labor
disputes of foreign employees in Shanghai and clarify the
corresponding disposal principles.
结合日常实操，整理上海外籍员工高频劳动纠纷，并明确对应的处置原则。
3.1
Salary & Allowance Disputes 薪资、补贴纠纷
Wages,
overtime pay and bonuses must comply with the local minimum wage
standard. If the employer is in arrears with labor remuneration, the
labor security department may order the payment, and additional
compensation may be ordered in accordance with regulations for
overdue payment.
工资、加班费、奖金等薪酬不得低于上海当地最低工资标准。用人单位拖欠劳动报酬的，主管部门可责令限期支付；逾期仍不支付的，可依法责令加付补偿。
3.2
Contract Termination & Economic Compensation 合同解除与经济补偿
The
basic provisions on illegal dismissal in national labor laws shall
not be violated. For matters such as economic compensation and
termination liquidated damages beyond the basic standards, the
provisions of the formal labor contract signed by both parties shall
prevail.
违法解除劳动合同的相关基础规定必须遵守。超出基础标准的经济补偿、离职违约金等事项，以双方签订的正式劳动合同条款为准.
3.3
Social Insurance & Welfare 社会保险与福利待遇
Enterprises
shall pay social insurance for legally employed foreign employees in
accordance with national and Shanghai regulations. Refusal to pay
social insurance belongs to non-compliant behavior, and employees
have the right to report and claim rights.
用人单位需按照国家及上海当地规定，为合法就业的外籍员工缴纳社会保险。拒不参保属于不合规行为，员工有权举报并主张权益。
3.4
Post Transfer & Resignation Handover 岗位调动与离职交接
When
the labor contract expires or the employee resigns voluntarily, the
employer must complete the cancellation of the work permit within 10
working days in accordance with regulations. The delayed cancellation
will affect the employee's subsequent re-employment procedures in
Shanghai.
劳动合同到期、员工主动离职等情形，用人单位需在
10
个工作日内完成工作许可注销。逾期未注销，会影响该人员后续在沪重新就业手续办理。
4
High-Frequency Misunderstandings Reminder 高频误区提醒
Many
disputes are caused by misunderstanding relevant rules. The following
points need to be focused on by both enterprises and foreign
employees.
不少纠纷源于对规则的认知偏差，以下内容为企业与外籍员工均需要重点关注的误区。
Only
with a valid work permit can one go through labor arbitration.
Personnel with incomplete employment procedures cannot initiate labor
rights protection procedures and need to resolve disputes through
civil
procedures.只有持有有效工作许可，才可走劳动仲裁渠道。用工手续不全的人员，无法发起劳动维权，相关纠纷需通过民事途径处理。
Oral
agreements are not recognized as valid evidence. All promises
involving salary, compensation and working conditions are recommended
to be confirmed in
writing.口头约定一般不被视作有效证据，涉及薪资、补偿、用工条件等承诺，建议全部落实为书面文件。
The
arbitration time limit shall not be exceeded. Failure to apply for
arbitration within the time limit will result in the loss of the
winning right.严格遵守仲裁时效，超出时效提出申请，将丧失胜诉权利。
After
the labor relationship is terminated, both parties shall cooperate to
complete the work permit cancellation and handover work to avoid
subsequent compliance risks.劳动关系终止后，双方需配合完成工作许可注销、工作交接等事宜，规避后续合规隐患。