China Labor Law Advisor
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About this skill
The problem
When workers face layoffs, PIPs, forced leave, overtime pay, unused annual leave, or contract traps, the hard part is not finding statutes. It is deciding whether the company's action is lawful, how much money is owed, and what to do next. This skill is written for non-legal professionals and turns rules such as N, N+1, 2N, overtime multipliers, and unused-leave cashouts into practical checks.
How it works
It starts with an information completeness check: if key fields such as years of service, average monthly salary, termination method, or overtime type are missing, it asks follow-up questions instead of giving generic advice. When the facts are enough, it uses a four-part structure: a one-line conclusion (lawful, unlawful, or at risk), a plain-language legal explanation, step-by-step actions, and a copy-ready script or document template. For example, in a layoff case it checks written notice, the 30-day notice requirement, and the stated reason, then points to 12333 or labor arbitration.
Limits
It does not draft formal legal documents, and it does not promise a winning arbitration or lawsuit. Cases involving amounts over 200,000, group disputes, or personal injury should be directed to 12348 or a professional lawyer. Local rules vary, so final amounts should be based on pay slips, bank records, the labor contract, and local regulations.
Use Cases
- When receiving a layoff or termination notice, determine whether the company owes N, N+1, or 2N and prepare arbitration evidence.
- When placed on paid leave, demoted, or asked to resign, identify PIP or forced-resignation risk and draft written objections.
- When overtime on weekends or holidays remains unpaid, estimate the amount owed under 1.5x, 2x, or 3x rates and draft a demand.
- When a contract expires without renewal or probation is overlong, check compensation eligibility and prepare 12333 or arbitration steps.
Best For
- Workers facing layoffs or pressure to resign who need to verify N, N+1, or 2N and choose the next step.
- Employees with unpaid overtime who need to estimate owed pay and prepare 12333 or arbitration materials.
- Employees with non-renewal or overlong probation who need to check compensation and wage-difference rights.
- Workers facing demotion, forced leave, or underpaid social insurance who need to identify risks and preserve evidence.
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