Before taking up a post where there is dust, noise, or chemicals, check whether the contract mentions any occupational hazards; the employer must arrange and pay for three occupational health examinations.

When you sign a contract, the employer must truthfully describe any occupational hazards associated with the job, how to protect yourself, and what benefits you’re entitled to — there can be no concealment or deception. If such information is omitted, you have the right to refuse the job, and the employer cannot fire you for that reason. The employer must also arrange and pay for three occupational health examinations: before starting work, during employment, and upon leaving the job. If the pre‑termination examination is not performed, the employer cannot terminate or end your contract.

No cost involved. When signing the contract, read every clause under “Disclosure of Occupational Disease Hazards” carefully. Make sure to keep a copy of each health examination report for yourself. The main difficulty lies in having to ask questions and request documents in person.

According to the Law on the Prevention and Control of Occupational Diseases, when drafting a labor contract the employer must disclose four key points: what occupational hazards the job may bring, what health consequences might arise, how to protect yourself, and what benefits you’ll receive. The statutory wording is “the employer shall truthfully inform the worker and include this information in the contract, without any concealment or deception.” Should the employer later assign you tasks not mentioned in the contract that involve occupational hazards, it must again provide full disclosure and negotiate any contract amendments. Failure to comply gives you the right to refuse such work, and the employer may not terminate the contract on that basis. The three required health examinations must be paid for by the employer, and you must receive a written confirmation of this expense. Workers who have not undergone the pre‑employment examination may not be assigned to hazardous duties; likewise, those with specific medical contraindications must not be placed in jobs they cannot safely perform. If any work‑related health damage is detected, the worker must be transferred to a suitable position. Importantly, “an employer may not terminate or end a labor contract with a worker who has not undergone a pre‑termination occupational health examination.” Upon leaving the job, you have the right to obtain a free, certified copy of your occupational health records; the employer must provide this promptly. These records are essential for any subsequent occupational disease diagnosis, and they must be secured before you leave. Claims related to occupational disease are treated as work‑related injuries; details can be found starting at item 12.

During an interview, asking just three questions can help you gauge whether a company is legitimate: whether the job involves occupational hazards, whether these are mentioned in the contract, and who pays for the pre‑employment health check. If the interviewer cannot answer or suggests “just start working first,” proceed with caution. The requirement for a pre‑termination health examination is a crucial safeguard — without it, the employer cannot end your contract. This examination also serves as key evidence for any future occupational disease claim; the same applies to the health records copy you must obtain before leaving. Claims for occupational disease are handled as work‑related injuries, and the corresponding benefits are outlined from item 12 onward.

全国人大常委会 (2018). 职业病防治法（2018 年修正，第三十三、三十五、三十六条）. https://www.beijing.gov.cn/zhengce/zhengcefagui/qtwj/201711/t20171104_779851.html（北京市人民政府转载）