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Leave in China
Maternity, paternity, and parental leave in China
Adoption leave in China
Other types of leave in China
Public holidays in China
Protect your employees and your business
Leave and time off in China
Employees in China are entitled to various types of leave under national labour law. These entitlements aim to support rest, recovery, and family life. While some apply nationwide, others vary by province or are shaped by company policy. Understanding the legal requirements and cultural expectations around leave and time off in China is key to staying compliant and supporting your workforce.
In this section, we explore the different types of leave available to employees in China, including annual leave, sick leave, maternity and paternity leave, and parental leave. We also cover other forms of leave, such as marriage leave, bereavement leave, and regional entitlements like menstrual or family care leave. You’ll also find an overview of public holidays and weekend adjustments, which are a unique feature of the Chinese working calendar.
Leave in China
Employees around the world are generally entitled to a certain amount of paid time off per year. In China, annual leave and sick leave entitlements may vary by province and depending on the employee’s years of service. Read on to find out what you need to know as an employer.
Annual leave in China
Paid annual leave in China is dependent on the employee’s years of service. Employees are not entitled to paid annual leave during the first year of employment. After the first year, they are entitled to five days of paid leave, which rises to 10 days after ten years of service. After 20 cumulative years of service, employees are entitled to fifteen days of annual leave.
While this may not seem very generous compared to other countries, it’s important to note that annual leave in China is granted in addition to public holidays, which include two week-long holiday periods each year (for Chinese New Year and National Day).
Sick leave in China
Employers in China are generally required to grant paid sick leave to their employees if they are too ill to work. As a general rule, employees are typically entitled to the following amounts of leave based on their years of employment (though specific entitlements vary by province):
- Less than five years of employment: Three months.
- 5–10 years of employment: 6–9 months (varies by region).
- 10–15 years of employment: 12–18 months (varies by region).
- 15–20 years of employment: 24 months.
In general, sick pay is between 60% and 100% of the employee’s normal wages. However, sick pay may not be lower than 80% of the local minimum wage. An employee’s entitlement to sick leave and sick pay should be outlined in their employment contract.
Maternity, paternity, and parental leave in China
Employees in China have the right to time off work if they or their partner has a baby. Exact entitlements to maternity, paternity, and parental leave in China vary depending on the province where the employee works — read on for everything you need to know as an employer.
Maternity leave in China
Female employees in China are entitled to a statutory minimum of 98 days of paid maternity leave. Additional leave may be available depending on the province — for example, both Shanghai and Beijing offer 158 days of maternity leave. Maternity leave can be taken from 15 days before the due date. Maternity pay is calculated based on the employee’s average monthly wages in the year preceding the leave, or 3x the local minimum wage (whichever is higher).
Additional rights for mothers in China
Employees generally also have the right to additional leave for difficult deliveries and multiple births. After the seventh month of pregnancy, employees have the right to a one-hour break every day. Mothers can also take up to two breastfeeding breaks of 30 minutes each per day until their child reaches one year old. Employers are prohibited from terminating an employee’s contract during pregnancy and for the year following childbirth.
Paternity leave in China
There are no national provisions for paternity leave in China. However, most provinces grant employees 20 days of paid paternity leave. In some regions, mothers can transfer part of their unused maternity leave to their partners.
Parental leave in China
China has no legal provisions for parental leave on a national level. However, some provinces provide for a certain number of days of employer-paid parental leave per year until the child reaches a certain age.
Adoption leave in China
There is currently no national provision for adoption leave in China. In some provinces, adoptive parents may be entitled to maternity, paternity, or parental leave under the same conditions as birth parents. Employers can also choose to offer adoption leave (or extended parental leave provisions) as an additional employee benefit.
Other types of leave in China
Employees may also be entitled to various other types of leave in China depending on their province and the employer’s policies. Here are a few of the most common leave types that you may come across as an employer.
Marriage leave in China
By law, employees are entitled to at least three days of paid leave to get married. Many regions, including Shanghai and Beijing, extend this entitlement to ten days or more. In Gansu and Shanxi, the entitlement is 30 days of paid leave.
Bereavement leave in China
Employees in China are typically entitled to 1–3 days of paid leave following the death of an immediate family member. Some regions expand this leave to cover deaths of in-laws or other relatives.
Elderly care leave in China
Several provinces, including Beijing and Guangdong, require employers to offer paid leave for employees caring for elderly or seriously ill parents. The exact entitlement varies by region but is generally between 10 and 20 days per year.
Menstrual leave in China
In some regions, such as Zhejiang, Shanxi and Guangdong, women who suffer from severe menstrual pain are entitled to 1–2 days of leave per month. This leave typically requires medical certification and is granted at the provincial level.
Unpaid leave in China
Unpaid leave is not regulated under national law in China, but many employers allow employees to take time off without pay for personal reasons. This type of leave is usually granted on a discretionary basis and should be agreed upon in advance.
Public holidays in China
China has several public holidays each year, some of which are grouped together to form longer holidays. These include two week-long holidays for Chinese New Year and National Day. Certain regions also observe additional regional holidays. Read on to learn more about public holidays in China.
Weekend adjustments for public holidays in China
In China, the government frequently rearranges weekend workdays to extend official holidays into longer continuous breaks. Workers may be required to work on designated Saturdays or Sundays before or after longer holiday periods to ‘make up’ for additional days off. As a result, although employees get an extended holiday of 5–8 days, they may have to work six or seven consecutive days beforehand or afterwards. These adjusted workdays are officially scheduled each year by the State Council.
Are public holidays paid days off in China?
Employees in China are typically entitled to paid time off on public holidays, and working on a public holiday is uncommon. If an employee is expected to work, they are usually entitled to overtime pay at the rate of 3x their normal hourly wages.
Public holidays in China in 2025
Here are the public holidays observed in China in 2025:
1 January
New Year’s Day
28 January–4 February
Lunar New Year
4–6 April
Tomb Sweeping Day
1–5 May
Labour Day
31 May–2 June
Dragon Boat Festival
1–8 October
Mid-Autumn Festival and National Day
Weekend make-up days in 2025
In 2025, the Chinese government has designated specific weekend days as work days to make up for additional days off granted during holiday periods. These are:
- Sunday, 26 January and Saturday, 8 February (for Lunar New Year).
- Sunday, 26 April (for Labour Day).
- Sunday, 28 September and Saturday, 11 October (for National Day and Mid-Autumn Festival).
Protect your employees and your business
As an employer in China, you need to understand your employees’ rights and entitlements. But keeping up with them can be a lot of work.
When you hire workers with CXC, we’ll ensure your engagements are in line with all local, national and international employment regulations. That way, your workers will get their benefits they’re entitled to, and your business will be protected from risk.
Compliantly hire employees anywhere with CXC
With our EoR solution, you can engage workers anywhere in the world, without putting your business at risk. No more worrying about local labour laws, tax legislation or payroll customs — we’ve got you covered.
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