On June 24, a cross-border labor compensation mediation case handled by Jiading District Judicial Bureau in Shanghai attracted wide attention. After an employee terminated the labor contract with a foreign-invested enterprise, a severance pay dispute arose. The company’s foreign director with decision-making power had already left overseas, leaving the compensation payment stuck with no solution.
2026年6月24日，上海市嘉定区司法局办结的一起跨境劳动补偿调解案例具备极强参考价值。一名员工与外资企业解除劳动关系后产生离职补偿纠纷，但掌握决策权的外籍总监早已出境，补偿金兑付陷入僵局，维权无从下手。
The employee worried that the compensation could never be recovered. This case is far more complex than ordinary labor disputes, involving multiple pain points such as inconsistent compensation cognition, overseas decision-makers, cross-border currency transfer barriers and remote signing limitations.
员工一度担心补偿金彻底无法追回。该案件区别于普通劳资纠纷，叠加补偿金额分歧、境外决策人、跨境转账限制、异地远程签约多重难点，处理难度大幅提升。
After the labor mediation committee intervened, the core contradictions of both sides were sorted out first. The employee hoped to receive compensation as soon as possible; the enterprise recognized its legal liability but faced practical obstacles including cross-border RMB transfer rules and the foreign director’s inability to return to China for on-site negotiation.
调解委员会介入后先梳理双方核心诉求：员工希望快速足额拿到补偿；企业认可法定赔付义务，但受人民币跨境出境管控、外籍负责人无法回国面谈等现实问题制约。
Mediators clearly informed the Chinese representatives of the enterprise that the departure of foreign executives cannot exempt the company from labor compensation obligations under Chinese labor laws. Meanwhile, they fully considered the enterprise’s capital settlement difficulties and put forward a dollar compensation plan agreed by both parties in advance with fixed exchange rate to avoid subsequent currency fluctuation disputes.
调解员向企业中方负责人释明法律：外籍高管出境不代表企业免除劳动赔付责任。同时兼顾企业资金结算难点，提议改用美元发放补偿金，双方提前锁定兑换汇率，杜绝后续因汇率波动再起纠纷。
A new procedural barrier emerged afterward: the employee stayed in Shenzhen, the enterprise’s Chinese representative and foreign director were both overseas, making on-site signing impossible. The mediation committee launched the remote video electronic signing system, recording the whole audio and video process to guarantee the legal validity of the settlement agreement, and finally the enterprise completed one-time compensation payment.
新流程难题接踵而至：员工身处深圳，企业中方对接人与外籍总监均在境外，无法线下签署文书。调解委员会启用远程视频电子签约机制，全程音视频留痕保障调解协议合法有效，最终企业一次性付清全部补偿金。
This typical case exposes four major hidden compliance risks commonly faced by all foreign-funded enterprises with foreign management and staff.
该典型案例折射所有配备外籍管理人员、外籍员工的外资企业普遍存在四大合规隐患.
1.Lack of advance risk assessment before foreign directors/legal representatives leave the country
1.外国董事/法定代表人离境前缺乏预先风险评估
Many enterprises fail to settle salary, severance, bonus and other payments in advance before foreign executives depart, once disputes break out after exit, communication and negotiation efficiency will drop sharply.
外籍总监/法定代表人出境前未做前置风险排查：多数企业在外籍高管离境前未结清薪资、离职补偿、奖金款项，出境后发生纠纷，沟通协调效率极低。
2. Incomplete visa & employment document management for foreign core personnel
2. 外国核心人员签证及雇佣文件管理不完善
If the foreign director’s work permit, residence permit expires or is not updated timely during overseas stay, it will bring additional administrative penalties to the enterprise while resolving labor disputes.
外籍核心人员签证用工档案管理疏漏：外籍总监境外停留期间工作许可、居留许可过期未及时变更续期，处理劳资纠纷同时叠加证件违规处罚。
3. Ignorance of cross-border fund settlement rules
3. 对跨境资金结算规则的不了解
Enterprises are unfamiliar with domestic foreign exchange and cross-border transfer policies, leading to compensation payment delays and new disputes.
不熟悉跨境资金结算规范：企业不了解国内外汇、跨境转账监管政策，造成补偿兑付延误，衍生二次矛盾。
4. No standardized remote authorization & signing mechanism
4. 缺乏标准化的远程授权与签名机制
Without formal power of attorney and electronic signing process reserved in advance, enterprises will fall into passive situation once decision-makers are abroad.
未建立标准化远程授权、签约机制：无提前留存正规授权文件与线上签约流程，决策人出境后企业完全陷入被动.
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