Key practical points:
• In dispatch, the worker signs with the agency, not the company where they actually work.
• Dispatch is allowed only for temporary, auxiliary or substitute roles, with a cap on the share of such workers.
• A dispatched worker has a right to 'equal pay for equal work' versus a permanent employee doing the same job.
• The agency must be licensed and usually signs a fixed-term contract of two years or more.
• The user company bears defined duties toward the worker even though the contract is with the agency.
👷 Labour law
Interim Provisions on Labor Dispatch · Yalla China
劳务派遣暂行规定 / Interim Provisions on Labor Dispatch
Enacted: 2013-12-20 ✅ Effective: 2014-03-01
📝 Overview
Rules on staffing through labor-dispatch agencies, limiting them to temporary, auxiliary or substitute roles.
This is general information only, not legal advice. For your specific case, consult a licensed lawyer.
📜 The law text / key provisions
💬 Practical reading
💬 This is a general reading/opinion for orientation — not the official legal text nor legal advice.
If you are offered a 'dispatch' arrangement, understand your contract is with the agency, not the company you actually work at. It is allowed only for limited roles, and you have a right to equal pay with permanent staff. Read who is responsible for what before signing. General orientation, not legal advice.
📎 Official source
Ministry of Human Resources and Social Security / mohrss.gov.cn
🕒 Updated: 16 March 2026