中国企业“出海”过程中，海外劳动用工合规至关重要，它能够确保企业遵守当地法律法规、保护声誉，从而促进企业的可持续发展和国际化运营顺利进行。ALB对话该领域法律专家，了解中国企业海外用工合规需求增长、面临的主要风险，以及律师如何提供法律和文化层面的双重助力。
2008年，兰台律师事务所组建了劳动法团队，服务于大型机构客户。程阳律师是该团队的牵头合伙人，她告诉ALB，彼时他们已经开始接触部分海外劳动用工业务，但“主要是给客户做不同国别的劳动法报告，用于投资前一些用工知识的普及”。
从2022年起，程律师感受到此类服务发生了明显变化：不仅客户的咨询、需求量大幅提升，对于服务的深度、广度要求也有升级。
究其原因，程律师认为最重要的在于中国企业“走出去”的模式正经历深刻改变。“原来企业更多是向海外投入资金，仍由当地人做管理运营，现在同时更多伴随了人员的输出”，她说，因此企业在海外劳动用工领域面临着更大挑战。
“企业不再满足于律师仅仅提供资讯，而需要‘设身处地’的陪伴，既帮助企业构建劳动合规体系，又能解决实实在在的问题。”兰台团队的另一位合伙人秦超律师说。
也是在同一时间段，伴随“天商国际平台”的搭建，总部位于广州的天商律师事务所开始接触到并为客户提供海外劳动用工合规等法律服务。
“随着中国企业出海热潮，劳动用工成为企业海外投资落地的热点问题。”天商主任颜勇律师说。“目前客户诉求主要集中在‘一带一路’国家，如泰国、越南、印尼、马来西亚、新加坡、阿联酋、叙利亚等，服务内容包括海外雇佣法、雇主及雇员资格要求、劳动报酬及社会福利、反歧视与性骚扰、商业贿赂及反腐败、员工个人数据保护等。”
除了出海的时代趋势引发更多服务需求，程阳律师指出，一些细节变化也让海外用工问题变得更复杂了。例如大国科技博弈的背景下，“技术竞争、技术保密等问题较多，而这些和用工直接挂钩，例如商业秘密的保护就依附于人、世界各地对于竞业限制问题的规定差异也较大”。
其他的典型问题还包括：外派中国员工同时受到中国法和当地法律约束，在此背景下如何协调双重用工关系；需要在全球范围内考量员工的税收、保险安排；以及目前国际局势下愈发复杂的海外用工签证问题，“我们就曾帮助一位客户处理20多个国家的工作签证办理问题”，程律师说。
案例丰富
扩大的客户需求下，劳动法律师也有机会接触到越来越多有趣的海外案例。
颜勇律师总结说，海外用工服务主要分两类：一类是将境内的劳动者派遣至东道国工作的用工合规；第二类是在东道国当地雇佣劳动者的用工合规。
近期，天商团队就为某中国企业赴泰国投资建厂的工人招聘提供了全程服务，“我们联合天商泰国办公室以及泰国合作律所，为该企业提供招聘广告发布、劳动合同草拟、薪酬机制制定、外国人工作许可报批、内部规章制度及员工手册制定、合规管理体系建设、员工培训、个人信息保护等全流程服务，确保客户顺利完成招工及用工合规相关工作”。
贺晓晨律师是安杰世泽律师事务所合伙人，该所劳动法团队大概从2017年起接触到企业海外用工服务，最近两年也感受到此类需求的“明显增加”。贺律师告诉ALB，安杰世泽团队服务的主要国家和地区包括美国、中国香港、新加坡、印度、非洲地区国家等，“客户既包括对外直接投资的中国企业，也包括为这些企业提供人力资源服务的机构”。
贺律师坦言，近期实践中，团队遇到了多宗协调境内外用工及境内外劳动法的案例。一些案例中，“我们为多家国有企业提供外派中国员工的相关管理制度修订、争议处理、法律培训等服务，要同时涉及中国和国外的相关劳动法律规定与最佳实践”；
在另一个案例里，团队则协助某金融机构处理其与海外员工的劳动关系解除事项，“该员工在中国的集团公司和海外子公司均有任职，我们与海外律师一起为客户提供有关员工劳动关系处理和法律适用的法律意见”。
上述团队所遇到的问题，兰台团队也有所涉及。程阳律师告诉ALB，例如在一个案例中，某家国家企业向新加坡公司派驻高管，该高管离任时要根据中国国资监管规定做离任审计，“但员工是在新加坡劳动法下签订的合同，不愿意配合这类要求……国资监管相关的许多人员管理规则会在境外遭遇挑战”。
另一个案例中，兰台团队帮助某国有企业在非洲的基建项目做退出，过程中发现“有些非洲国家的劳动保护、退出政策标准较高，甚至可能要求人员安置完成后资本才能退出，这和国内的经验很不一样”。
另外一类目前较常遇到的问题关乎中国科技企业的境外布局，“很多技术类公司考虑到人才性价比，开始在东南亚国家布局技术中心，这会涉及不同国家在竞业限制等方面的差异，比如投资到马来西亚，当地不能约定竞业限制，但是中国法许可，这时该采取怎样的保护措施，既符合法律规定，又符合国内企业的发展需要？这类服务诉求很强”。
“可以说挑战无处不在，并且很多样性，每次处理起来都不算容易。”程律师坦言。
秦超律师则指出，伴随服务日益深度，会发现受历史、文化等因素影响，海外劳动法相较中国往往更复杂、更细致。“例如法国的《劳动法典》2008年修订后一度达到9900余条，对欧洲大陆法系国家以及诸多原法属非洲国家产生了重要影响；由于历史原因，安哥拉劳动法则一定程度上受到了葡萄牙的影响，其规定极为细致，甚至将不同加班时段写到了法律之中，如晚8点以后属于‘夜班’时间，有专门的法条对相关报酬进行规定。”
因此，现在律师的一项重要服务就是在企业员工外派前提供培训，不仅包括法律内容的培训，也帮助他们了解所在国的宗教、习俗、文化、社会禁忌等，秦律师介绍道。
“随着各国不断加强相关立法，海外雇员个人信息保护成为了中国企业海外用工合规热点问题。”
- 颜勇，天商律师事务所
数据问题凸显
出海企业及服务律所面临的另一大问题则和员工数据相关，颜勇律师指出：“随着各国不断加强相关立法，海外雇员个人信息保护成为了中国企业海外用工合规热点问题。”
贺晓晨律师如此谈及这一问题的重要性：“根据联合国贸易和发展会议的统计数据，全球已有137个国家制定立法保护数据和隐私安全。中国企业在海外用工不仅需要遵守中国《个人信息保护法》《促进和规范数据跨境流动规定》等相关立法关于数据出境的规定，还需要符合劳动用工所在地的数据保护规定，企业普遍比较重视数据合规工作。”
实践中，颜勇律师说，中国企业采取的合规手段主要包括几类：一是对数据出境活动进行安全评估；二是制定内部管理制度和操作规程，对个人信息实行分类管理，并采取加密、去标识化等安全技术措施；三是在进行数据跨境传输时，尤其当涉及敏感个人信息时，必须确保已获得数据主体的同意。
程阳律师提示到，实际上企业对于员工数据的搜集习惯和企业的管理文化息息相关，一些在中国语境下可行的事情，在海外就会遭遇问题。“例如国内企业的考勤考核方式层出不穷，但在海外难以随意收集员工个人轨迹信息；此外，企业收集员工信息的技术手段持续更新，例如在员工电脑上配备‘摸鱼监控软件’，或者配发‘是否在岗坐垫’等，这些手段是很难平移到国外的。”
秦超律师提醒，实际上已经有中国企业因用户数据问题在欧盟等地遭遇罚款，此类处罚未来很可能延展至员工数据领域，“海外对于数据相关问题的处罚力度特别大，可能一笔罚单，就把企业的大部分利润罚走了”。
陪伴式服务
在变化的服务内容之外，律师也感受到了客户所需服务形式的改变。
“客户需要中国律师全程参与，此外对于中国律师对当地法律的了解要求较高，要熟悉高频问题，方便给客户做解释、协助客户及时决策。客户不再希望律师只做个链接者，而是做文化、法律差异的翻译者。”
- 程阳，兰台律师事务所
程阳律师告诉ALB，过去中国律师承接类似项目，“主要是帮助客户寻找当地律所，客户自己去做对接。但现在客户需要中国律师全程参与；此外，客户对于中国律师对当地法律的了解要求较高，要熟悉高频问题，方便给客户做解释、协助客户及时决策……客户不再希望律师只做个链接者，而是做文化、法律差异的翻译者”。
秦超律师举了个例子：最近兰台团队服务了某公司的项目，“客户的英语非常流利，我们原本有些疑惑自己的角色，后来发现要在法律层面帮助客户做许多理解，可以说中国律师的作用还是非常重要的”。
贺晓晨律师则指出，通过若干项目的磨合，目前中国律师和海外律师在项目中所扮演的角色已经日益清晰。
“我们会作为投资方律师负责项目的牵头和统筹，为客户联系当地律师、沟通项目背景和客户需求、通过初步沟通了解当地与中国劳动法的主要差异、帮助客户分辨当地劳动用工管理的重点、协调当地律师就劳动用工管理的重点问题出具法律意见等，做好客户与海外律所之间的桥梁。海外律所则根据当地法律规定和最佳实践，具体提供法律意见和建议。”她说。
基于劳动法服务的特点，以及提高服务效率和质量的需求，颜勇律师告诉ALB，目前天商打造了“企业出海劳动用工全流程合规”及配套的常年法律顾问服务产品。但他也强调，服务过程中仍需结合客户需求，寻找对口且专业的海外律所及相关服务机构，并对产品精打细磨，才能取得较好的业务效果。
程阳律师也指出，“产品化”是劳动法服务中的常见思路，其中初期用工框架、日常运营阶段的高频问题等最适合被总结输出为手册类产品。但她也坦言，服务海外劳动用工过程中，有些部分很难被产品化，因为“很多用工问题最终取决于公司的管理决策。不同公司的决策偏好不同，战略选择、对名誉的关注度也有差异，这需要律师动用智慧，提供定制化的意见”。
弥合文化差异
如果说伴随中国资本、人员走出去的还有中国的文化和价值观，那么在劳动法领域，中外不同文化间的张力可能最为“显性”。
贺晓晨律师坦言，企业走出国门，面临来自国际关系、法律制度、文化风俗等方面的挑战是自然而然的，对此已经有一系列较为成熟的应对策略，包括提高员工“属地化”程度，尽可能多雇佣当地雇员；在充分了解并尊重当地的政治法律制度和文化风俗的基础上制定海外企业的管理制度；委任熟悉当地文化的人员负责人力资源管理工作；对外派至海外的人员进行培训，帮助其尽快融入当地文化等。
“法律只是最低限度的道德标准，在符合法律底线要求的基础上，我们建议企业的劳动用工管理要有温度，体现人文关怀和社会责任感，符合当地的善良风俗，在出现劳动纠纷时，尽可能通过友好协商的方式与雇员协商解决。”
- 贺晓晨，安杰世泽律师事务所
对此，颜勇律师从另外几个角度做了补充，例如建立有效的内部沟通机制，让员工能够及时反馈问题和建议，同时企业能够快速响应并解决潜在冲突；制定明确的劳动争议处理流程，并在发生争议时积极展开对话和协商；持续对文化冲突问题进行监测与评估，并根据外部环境的变化及时调整。
中国企业这一轮的升级式出海必将引发中国影响力的快速外溢，在硬实力之外，软实力的输出也不容小觑。贺律师就直言：“法律毕竟只是最低限度的道德标准，在符合法律底线要求的基础上，我们建议企业的劳动用工管理要有温度，体现人文关怀和社会责任感，符合当地的善良风俗，在出现劳动纠纷时，尽可能通过友好协商的方式与雇员协商解决。”
这当然需要有国际视野、有同理经验的中国律师陪伴并引导，但程阳律师指出，过去两年海外劳动用工需求的增长，已经凸显出了中国律所相关服务能力及人才的缺失。
“在中国，法律服务机构的发展实际上滞后于中国企业走出去的步伐。中国律师人数马上要达到70万，但真正能够提供贴合出海服务的人才仍旧稀缺，律所服务供给不足……这给法律人才培养、事务所发展提出了的新命题。”她说。
GLOBAL LABOUR PAINS
Chinese companies expanding globally are facing unprecedented challenges in managing overseas labour issues. From navigating complex foreign employment laws to addressing cultural differences and data protection concerns, these firms are grappling with a new frontier of compliance and human resource management. Lawyers say the demand for specialized legal services in this area has surged, requiring them to provide more comprehensive, hands-on guidance to help clients build robust labour compliance systems and solve real-world problems in diverse international contexts.
In 2008, Beijing-based law firm Lantai Partners established a labour law team to serve large institutional clients. Leading partner Cheng Yang informs ALB that whilst they had begun handling some overseas labour issues at that time, their work primarily involved compiling labour law reports for different countries to provide clients with pre-investment insights.
However, since 2022, Cheng has observed a significant shift. Not only has client demand increased sharply, but the depth and breadth of services required have also expanded. She attributes this to a fundamental change in how Chinese companies are "going global". "Previously, companies were primarily investing capital overseas, with local personnel handling management. Now, more Chinese employees are being sent abroad," she explains, leading to greater challenges in overseas employment.
"Companies are no longer content with just receiving legal advice; they need hands-on guidance to build labour compliance systems and solve real-world problems," says Qin Chao, another partner at Lantai's labour law team.
Concurrently, Guangzhou-based World Commercial Law Firm (Tianshang) began offering legal services related to overseas labour compliance with the establishment of its "International Platform".
"With the surge of Chinese companies venturing abroad, labour issues have become a focal point," notes Yan Yong, managing partner of Tianshang. "Clients are mainly focused on Belt and Road countries like Thailand, Vietnam, Indonesia, Malaysia, Singapore, the UAE, and Syria. Services cover areas such as overseas employment law, qualification requirements, compensation and social benefits, anti-discrimination and harassment policies, anti-bribery and corruption, and employee data protection."
In addition to the broader trend of international expansion, Cheng highlights that certain nuanced developments have made overseas labour matters more complex. For instance, in the context of global tech competition, issues related to technology confidentiality are increasingly tied to labour, such as protecting trade secrets, and non-compete regulations that vary widely across countries.
Other key issues include managing the dual employment relationship for Chinese employees sent abroad, who are subject to both Chinese and local laws, and the complexities of global tax and insurance arrangements. Moreover, work visa challenges have become more intricate amid geopolitical tensions. "We once assisted a client with handling work visas in over 20 countries," Cheng reveals.
GROWING CASES
As client demand expands, labour lawyers are encountering an increasing number of interesting overseas cases.
Yan of Tianshang notes that overseas labour services fall into two main categories: compliance for dispatching domestic workers to host countries, and compliance for hiring local employees in those countries.
Recently, Tianshang’s team provided full-service support to a Chinese company investing in a factory in Thailand. “Working with our Thailand office and local partners, we handled everything from recruitment ads and drafting labour contracts to designing compensation structures, securing foreign work permits, establishing internal regulations and employee handbooks, building compliance management systems, conducting employee training, and ensuring personal data protection,” says Yan. This ensured the company met labour compliance requirements throughout the recruitment process.
He Xiaochen, a partner at AnJie Broad Law Firm, shares that their labour team began working on overseas labour cases around 2017 and has seen a "significant increase" in demand over the past two years. The firm’s clients include both Chinese companies investing abroad and organizations providing HR services to these firms, with key markets in the U.S., Hong Kong SAR, Singapore, India, and Africa.
In practice, He Xiaochen explains, her team has encountered numerous cases involving the coordination of domestic and foreign labour laws. "For example, we’ve assisted several state-owned enterprises (SOEs) with revising management systems for dispatching Chinese employees abroad, handling disputes, and providing legal training, all while navigating both Chinese and foreign labour laws."
In another case, her team assisted a financial institution in resolving the termination of an employee who held dual roles in both the company’s Chinese headquarters and an overseas subsidiary. "We worked with overseas lawyers to provide the client with legal advice on handling the employment relationship and applicable laws," she says.
Cheng’s team in Lantai has encountered similar challenges. In one instance, a SOE dispatched a senior executive to Singapore, and upon the executive's departure, the company required an exit audit under China’s state-owned asset regulations. "However, the employee, governed by Singaporean labour laws, refused to comply with these requirements, highlighting how certain personnel management rules under China’s state-owned asset supervision face challenges abroad."
In another case, Lantai helped a SOE exit a construction project in Africa, only to discover that some African countries have strict labour protection and exit policies. "In some cases, companies may be required to complete employee resettlement before they can withdraw capital, which is quite different from the norms in China," Cheng notes.
A growing number of Chinese tech companies setting up overseas R&D centres also face compliance issues, particularly related to non-compete agreements. "Many tech companies are establishing centres in Southeast Asia to leverage talent cost-effectiveness. But laws vary widely—for example, non-compete clauses aren’t enforceable in Malaysia, though they are allowed under Chinese law. How should companies protect their interests while complying with both jurisdictions? There is a significant demand for these services." says Cheng.
"Challenges are everywhere and often diverse, and none are easy to resolve," she admits.
Qin adds that as services become more sophisticated, lawyers encounter more complexity in overseas labour law, influenced by historical and cultural factors. "For instance, after the 2008 revision of France’s Labour Code, it contained over 9,900 articles, impacting labour laws across Continental Europe and former French colonies in Africa. Angolan labour law, influenced by Portugal, is similarly detailed—such as specifying overtime pay for shifts starting after 8 p.m., which are classified as night shifts."
As a result, Qin explains, lawyers now play a key role in providing pre-departure training for expatriates, covering not just legal issues but also religion, customs, culture, and social taboos in the host country.
"As countries continue to tighten their legislative frameworks, the protection of personal information for overseas employees has become a key compliance issue for Chinese companies."
- Yan Yong, World Commercial Law Firm
DATA ISSUES TAKE CENTRE STAGE
Chinese companies expanding abroad face significant challenges in employee data protection. Yan notes, "As countries continue to tighten their legislative frameworks, the protection of personal information for overseas employees has become a key compliance issue for Chinese companies."
He Xiaochen underscores this point: "According to statistics from the UN Trade and Development, 137 countries worldwide have enacted laws to protect data and privacy. Chinese companies must not only comply with China's Personal Information Protection Law and regulations on cross-border data transfer, but also with the data protection laws of the countries where they operate. Data compliance is a priority for most companies."
In practice, Chinese firms employ various compliance strategies. Yan explains, "Companies conduct security assessments for data transfers abroad, implement internal management policies and procedures for classified handling of personal information, and utilise security measures like encryption and de-identification." He adds that when transferring sensitive personal information across borders, companies must obtain the data subject's consent.
Cheng highlights that a company's approach to employee data collection reflects its management culture. Practices common in China may face resistance overseas. "For example, while various attendance tracking methods are common in China, collecting personal movement data from employees can be difficult abroad. Similarly, the use of employee monitoring tools, such as software that tracks work activity or seat sensors that monitor desk occupancy, often can't be applied in foreign markets."
Qin cautions that Chinese companies have already incurred fines in the EU for data violations, and this enforcement could soon extend to employee data. He warns, "The penalties for data-related issues abroad can be significant. A single fine could wipe out much of a company's profits."
HANDS-ON SERVICE
The delivery of legal services for overseas labour matters is evolving alongside their expanding scope. Clients now expect a more comprehensive and involved approach from their lawyers.
"Clients expect us to be involved throughout the entire process. Additionally, they demand a deep understanding of local laws, so that lawyers can offer explanations and help clients make timely decisions. Clients no longer see lawyers as mere connectors; they want us to be interpreters of both legal and cultural differences."
- Cheng Yang, Lantai Partners
Cheng elaborates, "In the past, Chinese lawyers would primarily help clients connect with local law firms, leaving the client to handle the rest. Now, clients expect us to be involved throughout the entire process. Additionally, they demand a deep understanding of local laws, particularly for frequent issues, so that lawyers can offer explanations and help clients make timely decisions. Clients no longer see lawyers as mere connectors; they want us to be interpreters of both legal and cultural differences."
Qin illustrates this shift with a recent example: "In one project, the client spoke fluent English, and we initially wondered about our role. But we soon realised that our legal insights were crucial for helping the client navigate the complexities, highlighting the important role Chinese lawyers still play."
He Xiaochen notes that increased experience has clarified the roles of Chinese and overseas lawyers. "As the lawyer for the investor, we take the lead in overseeing the project, contacting local lawyers, explaining the project background and client needs, and identifying key differences between local and Chinese labour laws. We also help clients pinpoint important labour management issues and coordinate local lawyers in providing legal opinions. Local firms, in turn, offer specific legal advice based on their jurisdiction's regulations and best practices," she explains.
To meet the specific needs of labour law services and improve efficiency and quality, Yan reveals that Tianshang has developed a handbook product called "Comprehensive Compliance for Overseas Employment". However, he emphasises that success still depends on tailoring the service to each client's needs, selecting the right overseas law firms, and refining the product to ensure the best results.
Cheng adds that "productisation" is common in labour law services, particularly for early-stage employment frameworks and recurring issues, which can be summarised in handbooks and booklets. However, she acknowledges that certain aspects of overseas labour services resist productisation. "Many labour issues ultimately depend on a company's management decisions. Different companies have different preferences, strategic priorities, and reputational concerns, which requires lawyers to exercise judgement and offer customised advice," she concludes.
BRIDGING CULTURAL GAPS
As Chinese capital and personnel expand globally, the country's cultural values are increasingly influential. In labour law, cultural differences often lead to the most visible tensions.
He Xiaochen acknowledges that companies venturing abroad inevitably face challenges related to international relations, legal systems, and cultural customs. Established strategies to address these include increasing workforce localisation, developing management systems that respect local norms, appointing culturally aware HR managers, and training expatriates to integrate more quickly.
"Law sets the minimum ethical standards. Beyond legal compliance, we encourage companies to manage their labour relations with empathy, demonstrating care and social responsibility. Companies should adhere to local customs and resolve labour disputes through amicable negotiations whenever possible."
- He Xiaochen, AnJie Broad Law Firm
Yan suggests additional approaches: "Establishing effective internal communication channels so employees can provide timely feedback, and the company can respond swiftly to potential conflicts." He also emphasises creating clear labour dispute resolution processes, actively engaging in dialogue during disputes, and continuously monitoring and evaluating cultural conflicts to adjust practices as needed.
The current wave of Chinese companies upgrading their international presence is accelerating China's global influence. Beyond hard power, the "export" of soft power is equally significant. He Xiaochen notes, "Law sets the minimum ethical standards. Beyond legal compliance, we encourage companies to manage their labour relations with empathy, demonstrating care and social responsibility. Companies should adhere to local customs and resolve labour disputes through amicable negotiations whenever possible."
Achieving this requires guidance from Chinese lawyers with international experience and cultural sensitivity. However, Cheng highlights a critical gap: "In China, the development of legal service institutions has lagged behind the pace of companies going global. Although the number of Chinese lawyers is approaching 700,000, those truly equipped to offer tailored overseas services remain scarce, posing a new challenge for talent development and the future growth of law firms."
