Short answer: Employee termination in China requires statutory grounds, evidence, procedure, and careful communication; poor performance alone is often not enough without documentation.

Why this issue matters

For foreign companies, a China legal problem often starts as a commercial delay, payment risk, contract ambiguity, supplier disagreement, employee issue, or compliance question. The legal strategy should protect evidence, preserve negotiation leverage, and avoid unnecessary cost.

Key points to check

• Employment contract and handbook
• Performance records
• Warning and training evidence
• Severance calculation
• Labor arbitration risk

Documents to prepare

Prepare the signed contract, purchase order, invoice, payment record, company names in English and Chinese, emails, WeChat records, delivery documents, inspection reports, notices, and a simple timeline.

Practical next step

Build the evidence file before issuing a termination notice.

For China-related legal help, contact Guangdong Pingwei Law Firm. WhatsApp / WeChat: +8613528464154. Message on WhatsApp.