China’s statutory retirement ages to gradually increase from 1 January 2025

Georgina Barry

Lillie Hempsell

Georgina Barry, Lillie Hempsell

1m read
November 19, 2024

What’s new?

From 1 January 2025, statutory retirement ages in China will gradually increase to 63 for men, 58 for women in managerial roles and 55 for women in non-managerial roles.
Over the next 15 years, the current statutory retirement ages will incrementally increase by one month every (i) four months for men and women in managerial positions; and (ii) every two months for women in non-managerial roles.
Retirement can be extended by up to three years after the applicable statutory age by mutual agreement between the parties.
Post-retirement employment is possible through a labour service agreement (which would be governed by civil law rather than labour law), offering employers more flexibility.

What should employers do now?

Employers should track employees’ birth dates to manage retirement ages and notifications accurately. Failure to do so could result in a deemed extension of the employment relationship beyond retirement.

For further information on the upcoming changes and/or if you require any related support, please get in touch with a member of the MDR ONE team.

Resource Centre

Navigating labour, employment and executive compensation challenges in global M&A: Transaction readiness

The digital session covered: Issues related to labour, employment and executive compensation and benefits matters (such as share plans, share options, phantom equity plans and cash bonuses), both internationally (in the UK and other key jurisdictions) and in the United States. We shared key insights and experience advising on the transaction process, focusing on how

Ireland: Restrictions on non-disclosure clauses in settlement agreements

UAE – Government introduces increased fines and criminal penalties for violations of the UAE Labour Law

What key changes have been made? Extended Statute of Limitation Under the UAE Labour Law, the limitation period was originally one year. The Decree now extends this period to two years, allowing employers and employees to file a labour claim within two years from the date the cause of action arises (e.g. the termination date).

Netherlands – Prinsjesdag – Labour Law Plans for 2025

TECH-ENABLED EMPLOYMENT LAW SUPPORT Putting Legal and HR teams in control Access global employment law support through our bespoke self-service portal. FIND OUT MORE

How can we help you?

I'm looking for advice Subscribe: I'd like to keep in touch

I'm looking for advice

Subscribe to our mailings