案例｜华商东莞周嘉乐律师成功代理外籍教师劳动争议仲裁案 Case Study | Huashang Dongguan Lawyer Zhou Jiale Successfully Represents

本案委托人系在中国境内任教的外籍教师，因与用人单位就劳动关系履行事项产生争议，先自行向劳动人事争议仲裁院申请仲裁。后因案件涉及中外劳动法律适用差异、跨语言沟通障碍及文化背景冲突等复杂因素，委托人委托华商东莞周嘉乐律师介入代理。

The client in this case is a foreign teacher working in China who had a dispute with the employer regarding the performance of the employment relationship. The client initially applied for arbitration independently to the Labor-dispute Arbitration Commission. Due to the complex factors involved—including differences in the application of Chinese and foreign labor laws, cross-language communication barriers, and cultural background conflicts—the client subsequently engaged Lawyer Zhou Jiale of Huashang Dongguan to represent them.

本案虽属劳动争议，但因其涉外属性，呈现出区别于一般国内劳动争议的显著特殊难点：

Although this was a labor dispute, its foreign-related nature presented significant special difficulties distinct from ordinary domestic labor disputes:

其一，法律认知差异。外籍劳动者对中国劳动法律体系、仲裁程序及举证规则缺乏系统了解，导致其在仲裁初期未能充分、准确地主张权利。

1.Differences in legal understanding. Foreign workers often lack systematic knowledge of China’s labor law system, arbitration procedures, and rules of evidence, which led the client to fail to fully and accurately assert their rights in the early stages of arbitration.

其二，语言与沟通壁垒。案件涉及大量中英文劳动合同、工资发放记录、邮件往来等证据材料。校方与外籍劳动者之间因语言隔阂，对同一事实的描述往往存在明显分歧，加剧了双方对立情绪。

2.Language and communication barriers. The case involved a large volume of bilingual evidence, including Chinese-English employment contracts, payroll records, and email correspondence. Due to language barriers between the school and the foreign worker, descriptions of the same facts often diverged significantly, intensifying the adversarial atmosphere between the parties.

其三，文化背景与预期差异。外籍劳动者对劳动关系中经济补偿、工资、离职证明、工作许可等事项的法律预期，与中国劳动法律框架下的裁判尺度之间存在差异，调解基础薄弱。

3.Differences in cultural background and expectations. The foreign worker’s legal expectations regarding economic compensation, wages, certificates of termination, work permits, and other matters under the employment relationship differed from the adjudication standards under China’s labor law framework, resulting in a weak foundation for mediation.

接受委托后，周嘉乐律师迅速开展案件研判与代理工作：

After accepting the engagement, Lawyer Zhou Jiale promptly conducted case analysis and representation work:

一是厘清事实与证据。通过系统梳理了劳动合同、工资流水、沟通邮件及即时通信记录等证据材料，厘清劳动关系存续期间的权利义务边界，明确委托人主张的事实基础与法律依据。

1.Clarifying the facts and evidence. By systematically reviewing the employment contract, payroll records, communication emails, and instant messaging records, the boundaries of rights and obligations during the existence of the employment relationship were clarified, and the factual basis and legal grounds for the client’s claims were established.

二是建立双语沟通机制。针对外籍委托人对中国法律程序及仲裁语言的不适应，以中英双语进行案情分析、证据核对及策略沟通，确保委托人对每一个程序节点、证据效力和法律风险均有充分认知，实现“知情决策”。

2.Establishing a bilingual communication mechanism. In response to the foreign client’s unfamiliarity with Chinese legal procedures and the language of arbitration, case analysis, evidence verification, and strategy discussions were conducted in both Chinese and English. This ensured that the client had a full understanding of every procedural step, the effectiveness of evidence, and legal risks, thereby enabling informed decision-making.

三是促成实质性调解。调解过程中，双方因事实认定、履行方式及履行事项分歧较大，调解多次陷入僵局。周嘉乐律师以中英双语交替沟通，在长达六小时的调解程序中，逐项拆解争议焦点、释明法律后果、平衡双方预期，最终促成双方互谅互让，达成书面调解协议。

3.Facilitating substantive mediation. During mediation, the parties had significant differences regarding fact-finding, methods of performance, and specific performance items, causing the mediation to repeatedly reach an impasse. Lawyer Zhou Jiale communicated alternately in Chinese and English. Over a six-hour mediation session, she broke down each disputed point one by one, explained the legal consequences, and balanced the expectations of both sides, ultimately facilitating mutual understanding and concession and the conclusion of a written mediation agreement.

本案的妥善解决，为涉外用工领域的法律实务提供了以下启示：

The successful resolution of this case provides the following insights for legal practice in the field of foreign-related employment:

第一，外籍劳动者在华就业的权利救济渠道畅通。依据《中华人民共和国劳动合同法》《外国人在中国就业管理规定》等规定，依法取得就业证件的外籍劳动者与中国境内的用人单位建立劳动关系的，其合法权益受中国劳动法律保护，可依法申请劳动仲裁。

1. Channels for rights relief for foreign workers employed in China remain open. Pursuant to the Labor Contract Law of the People’s Republic of China, the Rules for the Administration of Employment of Foreigners in China, and other relevant provisions, foreign workers who have legally obtained employment documents and established an employment relationship with an employer within China are protected by Chinese labor laws and may lawfully apply for labor arbitration.

第二，双语法律服务是化解涉外劳动争议的关键桥梁。涉外劳动争议中，语言障碍不仅是沟通问题，更直接影响事实查明、法律适用及当事人程序权利的保障。准确的语言翻译与专业的法律释明，能够在事实层面消弭信息不对称，在法律层面弥合规则认知差异，为调解或裁决的顺利进行提供专业支撑。

2. Bilingual legal services are a key bridge for resolving foreign-related labor disputes. In foreign-related labor disputes, language barriers are not merely a communication issue; they directly affect fact-finding, the application of law, and the protection of the parties’ procedural rights. Accurate language translation combined with professional legal explanation can eliminate information asymmetry at the factual level and bridge differences in understanding of the rules at the legal level, providing professional support for the smooth progress of mediation or adjudication.

第三，调解机制在涉外劳动争议中具有独特价值。相较于耗时较长的仲裁裁决程序，调解能够在尊重双方意思自治的基础上，以更具弹性的方式平衡中外当事人对“关系修复”与“利益补偿”的不同预期，实现“案结事了”与“用工合规”的双重效果。

3. The mediation mechanism has unique value in foreign-related labor disputes. Compared with the more time-consuming arbitration award process, mediation, while respecting the autonomy of both parties, can more flexibly balance the different expectations of Chinese and foreign parties regarding “relationship repair” and “interest compensation,” achieving the dual outcomes of “case closure and matter resolution” and “employment compliance.”

华商东莞长期关注涉外法律服务领域，在劳动争议、跨境用工合规、外商投资企业人事管理等方面积累了丰富的实务经验。未来，华商东莞将继续深耕涉外法律服务，以更高的专业标准、更细致的服务态度，为中外当事人提供更优质、更高效的法律支持。

Huashang Dongguan has long focused on the field of foreign-related legal services and has accumulated rich practical experience in labor disputes, cross-border employment compliance, and human resources management of foreign-invested enterprises. Going forward, Huashang Dongguan will continue to deepen its work in foreign-related legal services, providing higher professional standards and more meticulous service to deliver higher-quality and more efficient legal support to both Chinese and foreign parties.