On December 5, 2025, the Standing Committee of the Seventh Shenzhen Municipal People’s Congress released Announcement No. 205, officially approving revisions to the Shenzhen Employee Wage Payment Regulations.
This amendment is a minor update compared with the broader 2022 revision, but it has clear implications for payroll compliance, minimum wage management, and paid leave policies. Below is a breakdown of the most important changes for employers in Shenzhen.
1. Paid Leave Categories Updated
Before revision
Paid leave included annual leave, family visit leave, marriage leave, funeral leave, maternity leave, nursing leave, and sterilization operation leave.
After revision
The updated regulation specifies annual leave, family visit leave, marriage leave, funeral leave, maternity leave, paternity leave, and family planning operation leave.
Key point
“Family planning operation leave” now aligns with national legislation under the Population and Family Planning Law, and paternity leave is explicitly recognized. Employers must update internal HR rules, payroll policies, and employment contracts to reflect the expanded paid-leave categories.
2. Minimum Wage Setting Mechanism Adjusted
Before revision
Minimum wage was determined through a multi-department review, factoring in living costs, average wage levels, productivity, social insurance, and employment conditions.
After revision
Shenzhen will now determine its minimum wage directly according to standards issued by the Guangdong provincial government, and will publish updated figures accordingly.
Key point
Authority shifts to the provincial level, streamlining the adjustment process and improving consistency across Guangdong. Payroll departments must monitor provincial announcements more closely.
3. Mandatory Adjustment Cycle Removed
Before revision
Minimum wages were required to be adjusted at least once every two years.
After revision
The adjustment cycle clause has been deleted.
Key point
This allows more flexibility during economic downturns and avoids mechanical increases that may burden employers. It improves predictability for long-term payroll and labor-cost planning.
What Employers in Shenzhen Should Focus On
1. Wages must not fall below the minimum wage
Minimum wage applies only to normal working hours. The following cannot be counted toward minimum wage: overtime pay; night-shift, high-temperature, hazardous-work or similar allowances; and payments not categorized as salary.
Payroll systems must clearly separate these items to avoid compliance violations.
2. Paid-leave obligations have expanded
Paternity leave and family planning operation leave are now fully paid. Employers should update employment contracts, payroll systems, and staff handbooks to reflect these obligations.
3. Minimum wage policy is more predictable
With provincial-level authority and removal of the mandatory biennial adjustment, minimum wage changes will follow a more stable and flexible approach. This supports long-term workforce and payroll planning.
4. Update HR contracts for future compliance
Employers may add contractual terms such as:
“Salary will be adjusted in accordance with minimum wage updates issued by the provincial government.”
This reduces future labor disputes and keeps payroll practices aligned with regulatory expectations.
How ChinaPayroll Supports Employers
ChinaPayroll assists Shenzhen enterprises with:
• Updating payroll systems to comply with new wage rules
• Designing compliant salary structures and calculation methods
• Correctly applying minimum wage rules and paid-leave requirements
• Providing guidance on Guangdong and Shenzhen labor regulations
• Reducing payroll risks and preventing wage disputes
If you want to explore salary and minimum wage calculations for other regions, please visit:
https://www.china-payroll.com/salary-calculator-amp-minimum-wages-for-more-cities/
Source: https://www.szrd.gov.cn//v2/zx/szfg/content/post_1634763.html
