China Update

February 2015

 

China’s General Office of the State Council released the “Circular on the Arrangement of Certain Holidays in 2015 (guobanfamingdian [2014] No.28)” on December 16 and announced the official national holiday schedule for 2015 as follows:

 

New Year’s Day

元旦 Yuándàn

From 01.01 to 03.01 (3 days)

Legal Holiday: 01.01 (1 day)

Days of rest: 02/03.01

Working day: 04.01 (Sunday)

 

Spring Festival

春节 Chūnjié

From 18.02 to 24.02 (7 days)

Legal Holiday: from 18.02 to 20.02 (3 days)

Days of rest: from 21.02 to 24.02

Working days: 15.02 (Sunday) and 28.02 (Saturday)

 

Ching Ming Festival

清明节 Qīngmíngjié

05.04 (Sunday)

Legal Holiday: 05.04

Day of rest: 06.04 (Monday)

 

Labor Day

劳动节Láodòngjié

From 01.05 to 03.05 (3 days)

Legal Holiday: 01.05 (1 day)

 

Dragon Boat Festival

端午节 Duānwǔjié

20.06 (Saturday)

Legal Holiday: 20.06

Day of rest: 22.06 (Monday)

 

Mid-Autumn Festival

中秋节Zhōngqiūjié

27.09 (1 day)

No compensated leave day due to proximity to National Holiday.

 

National Day

国庆节Guóqìngjié

From 01.10 to 07.10 (7 days)

Legal Holiday: 01/02/03.10 (3 days)

Days of rest: 04/05/06/07.10

Working day: 10.10 (Saturday)

 

For each holiday there is a distinction between “legal holiday” and “days of rest”. If an employee works during the “legal holiday”, the company must pay him the 300% of the daily value of his salary. However, if the employee works during the “day of rest”, the company can choose either to pay the 200% of the daily value of his salary or to grant an additional day of rest to replace the one in which the employee worked.

In addition, in China, there are also holidays, not listed in the notice mentioned, in which it is possible to recognize to employees half-day working. Among these, the most important are:

 

Women’s day

国际妇女节Guójì fùnǚjié

08.03.2015

On March 8th, only women have half day off.

 

Youth’s day

青年节Qīngniánjié

04.05.2015

On May 4th, workers from 14 to 28 years old have half day off

Disclaimer 

This article is intended solely for informational purposes and does not constitute legal advice. Although the information in this article was obtained from reliable official sources, no guarantee is made with regard to its accuracy and completeness.  For more informationswww.dandreapartners.com     

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