For companies expanding overseas, employment compliance now extends well beyond the laws of a single jurisdiction. Compliance with the host country’s labor laws alone is far from sufficient. Companies face mounting regulatory challenges as soft law acquires binding force, extraterritorial jurisdiction expands, human rights due diligence becomes mandatory, and accountability extends across entire supply chains. These developments, combined with Chinese legal requirements, host country laws, international labor standards, ESG requirements, client codes of conduct, trade and investment agreements, and considerations of national security and supply chain security and stability, create highly complex employment risks that can lead to legal crises, operational disruption, and severe reputational damage. Building a Three-Dimensional Integrated framework for Cross-border Employment Compliance (CEC) that brings together domestic labor law, international labor law, and transnational labor law, while applying the principle of bidirectional compliance, can help companies sustain their global expansion and advance decent work, social justice, and sustainable development worldwide.