China: Employment and HR

2026年8月15日后，上海关于病假工资标准的沪劳保发（1995）83号以及沪劳保保发（2000）14号文件（下称“两文件”）[1]到期失效，上海长期依据员工在本单位工龄梯度计发病假工资的模式随之发生改变。该政策变化的背景是什么？

原劳动部1995年发布的《关于贯彻〈企业职工患病或非因工负伤医疗期规定〉的通知》（劳部发〔1995〕236号）第二条规定：“根据目前的实际情况，对某些患特殊疾病（如癌症、精神病、瘫痪等）的职工，在24个月内尚不能痊愈的，经企业和劳动主管部门批准，可以适当延长医疗期”。该条款的立法&

China's Supreme People's Court has issued new guidance that fundamentally changes how non-compete clauses are enforced, shifting the focus from job titles and contract language to whether employees actually had access to confidential information. The interpretation, effective September 2025, requires employers to demonstrate that restrictions are proportionate and necessary, potentially invalidating broad standard-form clauses applied across entire workforces.