These are selected employer-relevant provisions from China’s Special Rules on the Labor Protection of Female Employees, promulgated by State Council Order No. 619 on 28 April 2012. The selected English translations were written afresh from the official Chinese text.
Official Chinese original: 女职工劳动保护特别规定（国务院令第619号）. Source reviewed: 26 October 2026. Document type: selected independent translation, not an official complete English version.
Workplace protection — Articles 3 and 4
Selected provision, independently translated: Employers are required to strengthen protection for female employees, improve occupational health and safety conditions and provide relevant instruction. They must follow the rules on work that female employees are prohibited from undertaking and give written notice of such restricted positions within their organization.
Employer application: Review job assignments and communicate any occupational restrictions.
Pregnancy and employment security — Article 5
Selected provision, independently translated: An employer must not reduce an employee’s wages, dismiss her, or terminate her employment or appointment contract on the grounds of pregnancy, childbirth or breastfeeding.
Employer application: Employment changes must be evaluated in light of statutory protections and other applicable labor law.
Pregnancy accommodations — Article 6
Selected provision, independently translated: Where pregnancy prevents an employee from continuing her existing work, the employer must reduce her workload or arrange suitable alternative work based on a medical institution’s certificate. Once pregnancy exceeds seven months, employers may not extend working hours or assign night shifts, and must allow rest time during working hours. Prenatal examinations during working hours count as working time.
Employer application: Medical evidence, shift design and attendance records matter.
National maternity leave — Article 7
Selected provision, independently translated: A female employee giving birth receives 98 days of maternity leave, which may include 15 days before birth. Difficult childbirth adds 15 days; multiple births add 15 days for each additional baby. The article also provides leave following miscarriage, with duration depending on gestational stage.
Employer application: This sets the national regulatory baseline. Provincial and local rules may provide additional leave and must be checked separately.
Maternity allowance and medical expenses — Article 8
Selected provision, independently translated: Where the employee participates in maternity insurance, the applicable maternity allowance is paid from the maternity insurance fund on the regulatory basis. Where she does not participate, the employer pays on the basis prescribed by the regulation. Medical costs related to childbirth or miscarriage are handled according to the applicable maternity insurance rules.
Employer application: Do not assume all cities apply identical contribution, reimbursement or additional-leave practices.
Breastfeeding and harassment — Articles 9 and 11
Selected provision, independently translated: For a female employee breastfeeding a baby under one year old, the employer must not extend working hours or arrange night shifts and must allow one hour of breastfeeding time during each working day, with additional time for multiple infants. Employers must prevent and stop sexual harassment of female employees in the workplace.
Employer application: Maintain documented workplace arrangements and an appropriate complaint process.
Primary source and related material
Read the original Chinese legal text. Related resources: HROne maternity leave guide · China Labor Law.
This page is a non-certified translation of selected Chinese legal provisions for general information. Consult competent advisers about current rules, subsequent notices and the facts of an individual case.
