There is no clear legal provision on the length of labor contracts.

Labor contracts include fixed-term labor contracts, open-ended labor contracts, and labor contracts with a term based on the completion of a certain work task. Employees and employers can choose to sign one of these.

The Labor Contract Law stipulates the circumstances under which an open-ended labor contract must be signed:

If one of the following circumstances occurs and the employee proposes or agrees to renew or conclude a labor contract, an open-ended labor contract shall be concluded, unless the employee proposes to conclude a fixed-term labor contract:

(1) The employee has worked for the employer for ten consecutive years;

(2) When the employer first implements the labor contract system or when the state-owned enterprise is restructured and the labor contract is renewed, the employee has worked for the employer for ten consecutive years and is less than ten years away from the statutory retirement age;

(3) The labor contract is renewed after two consecutive fixed-term labor contracts are concluded and the employee does not fall under the circumstances specified in Article 39 and Article 40, Paragraphs 1 and 2 of this Law.

If an employer fails to conclude a written labor contract with an employee within one year from the date of employment, it shall be deemed that the employer and the employee have concluded an open-ended labor contract.