ADVERTORIAL
Multiple meetings may be required before formal agreements are reached, making networking and in-person engagement an important part of market entry strategy. First impressions are important. Greetings are generally formal, with handshakes accompanied by a slight nod. Business cards are exchanged using both hands, and hierarchy is respected, with cards typically presented first to senior counterparts. While English is widely used in business centres, preparing materials in both English and Vietnamese is often viewed positively. Guidance on business etiquette and relationship-building can be found in this Vietnam Briefing from Dezan Shira & Associates. China From July 1, 2026, China’s Interim Provisions on the Protection of Basic Rights and Interests of Over- Age Workers introduce a formal regulatory framework governing employment beyond statutory retirement age. The measures apply to both domestic and multinational employers and clarify obligations where older
workers remain in active employment. The reforms address a long-standing gap in China’s labour system. Under the Labour Contract Law, employment typically terminates at statutory retirement age or upon receipt of pension benefits, with continued work often governed by civil arrangements outside standard labour protections. This has limited access to arbitration mechanisms and statutory remedies in disputes involving wages, safety or compensation. The issue has become more prominent alongside China’s phased retirement reform, effective from January 2025, which gradually raises statutory retirement ages over a 15-year transition period. As thresholds increase, a growing cohort of workers now sits outside traditional employment classifications. The new provisions standardise the treatment of this group. Issued by multiple regulatory bodies, including the Ministry of Human Resources and Social Security and the State Tax Administration,
the rules apply where an employer engages an over-age worker under its management in exchange for remuneration, irrespective of contractual label. Functional working arrangements take precedence over legal form. Employer obligations cover remuneration, working time, occupational safety and health, and work injury protection. Wage terms must be set out in writing, including structure, timing and payment cycle, and must meet local minimum wage standards. Payments must be made in monetary form on at least a monthly basis, with restrictions on unjustified delays or withholding. overtime, with statutory compensation applying where it occurs. Safety provisions require roles to be aligned with workers’ physical capacity, with explicit obligations around training, risk prevention and workplace safety compliance. China Briefing from Dezan Shira & Associates has further analysis of the regulatory scope and employer obligations. Working time rules generally prohibit
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ISSUE 25 GLOBAL PAYROLL MAGAZINE
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