Letter from the Editors
In March, a significant shift in China's corporate culture began as the public opposition to excessive overtime practices gained momentum. The term "anti-involution" (反内卷) has become a rallying cry against the notorious "996" work schedule—working from 9 am to 9 pm, six days a week. This topic was notably discussed during the National People's Congress (NPC) and the Chinese People's Political Consultative Conference (CPPCC) sessions earlier this month. Several delegates submitted proposals opposing excessive overtime and advocating for work-life balance.
The response from Corporate China has been swift, if uneven. Leading companies such as DJI and Midea have introduced measures to curb overwork. DJI now requires employees to leave the office by 9 pm, with HR ensuring compliance by turning off lights and prompting staff to go home. Midea has gone further, issuing internal notices discouraging overtime and unnecessary meetings, while encouraging employees to finish work by 6:20 pm. Meanwhile, Lü Guoquan, a CPPCC member and Director of the General Office of the All-China Federation of Trade Unions, has proposed guaranteeing a two-day weekend and capping average weekly working hours at 44 - an ambitious target for industries reliant on relentless productivity.
These initiatives have sparked widespread discussion, reflecting a growing awareness of the need for better work-life balance in China. China Labour Bulletin has long advocated against excessive working hours, emphasising the severe physical and mental health risks associated with overwork. Our research underscores that overwork has been a longstanding issue in China, leading to serious health problems. Tragically, in August 2023, a 23-year-old migrant worker died in his dormitory after working 13 consecutive night shifts at an electronics factory in Suzhou.
The fight against overwork cannot remain confined to white-collar offices or the rhetoric of “work-life balance”. For millions of blue-collar workers in China’s manufacturing, electronics, and service sectors, overtime is not a choice but a necessity. Basic wages in these industries are so low that workers have no option but to exceed legal limits simply to make ends meet. Without deeper reforms, imposing a strict “five-day, eight-hour” workweek in these sectors would amount to little more than a pay cut.
The real challenge for labour rights in China lies in moving beyond the surface-level narrative of white-collar “996” culture. True reform must address the survival struggles of the hundreds of millions of blue-collar workers who form the backbone of the economy. A living wage and dignified working conditions are not luxuries - but the foundation of a just and sustainable labour system. Only when all workers, regardless of their role, can earn a fair wage within a “five-day, eight-hour” workweek will meaningful progress be achieved.
Thanks for reading!
CLB editors
Spotlight
This month, CLB filed a formal complaint with Germany's Federal Office for Economic Affairs and Export Control (BAFA) concerning alleged labour rights violations by Qiao Feng Technology Industrial (Shenzhen) Co., Ltd., a supplier to Volkswagen AG. The complaint highlights issues including inadequate consultation with workers regarding factory relocation, failure to provide legally mandated compensation, and retaliation against worker representatives. In March 2024, Qiao Feng announced plans to relocate its operations from Shenzhen to Heyuan without proper consultation or compensation. In response, workers held a strike to protest. However, the company dismissed two strike leaders, raising serious concerns about violations of fundamental labour rights. CLB initially approached Volkswagen in June 2024, prompting an acknowledgment of potential breaches of the German Supply Chain Due Diligence Act (LkSG). However, in February 2025, Volkswagen reversed its stance, claiming non-controlled entities are beyond its scope of responsibility. In response, CLB's complaint to BAFA urges the regulator to ensure Volkswagen adheres to its legal obligations under LkSG. Shortly after filing, CLB received formal notification from BAFA confirming the initiation of an investigation into the case. CLB remains committed to addressing violations by international brands' suppliers in China and plans to file more complaints to uphold workers' rights.
February 2025 Map Trends
In February 2025, CLB's Strike Map recorded 101 collective labour incidents. While this marked a significant drop from January’s 226 cases - likely due to the post-Lunar New Year lull - it was still higher than the same period last year, which saw 92 cases. Coastal provinces continued to report the highest numbers, with Guangdong leading at 18 cases and Jiangsu with 10 cases. All other provinces recorded fewer than 10 incidents each.
The distribution of worker actions by industry shifted slightly in February. Although the construction industry still recorded the highest number of cases (62 incidents, accounting for 61.39% of the total), this was a decrease from January's 76.36%. Meanwhile, manufacturing incidents rose from 13.64% in January to 21.78% in February, totaling 22 cases.
Wage arrears, while remaining the leading cause of worker actions, also experienced a slight decrease - from 95.13% (215 out of 226 cases) in January to 85.15% (86 out of 101 cases) in February. Other reasons for actions included relocation, factory closures, and pay disputes. Additionally, 37.62% (38 cases) of collective worker actions occurred in state-owned enterprises and public institutions, a proportion roughly consistent with January’s figure (37.27%, 82 cases).
For the Work Accident Map and Workers' Calls-for-Help Map, we temporarily paused updates, but we'll resume uploading cases shortly and will share our analysis with you next month.
Key Map Cases
Lin County, Shanxi: Sanitation Workers Protest 20-Month Wage Arrears
On 16 February, sanitation workers in Lin County, Shanxi province, protested at the local government over unpaid wages spanning 20 months. The contracting company claimed delayed government payments and stressed they are coordinating with authorities to resolve the issue. A local government official said more time was needed. Workers noted wage delays began when sanitation services were outsourced to the private company, whereas previously, under township administration, salaries had been punctual. Only part of the wages from 2023 were paid, with arrears crossing three consecutive years.
Chengdu, Sichuan: Doctors Strike Against Wage Arrears
On 18 February, doctors at a high-end maternity and children's hospital in Chengdu, Sichuan, went on strike over unpaid wages, causing the hospital to suspend operations. Many pregnant women and children were left without medical care, and prepaid medical fees were not refunded promptly, drawing widespread public attention. On 20 February, local authorities in Sichuan Tianfu New Area announced they would expedite resolution of the issue.