China’s new leadership adopted the Common Program as a provisional constitution, defining a “people’s democratic dictatorship” led by the working class and laying the political foundation for mass organizations. This context mattered because it framed trade unions as part of the new state-building project rather than independent bargaining bodies.
With the founding of the People’s Republic of China, the ACFTU was positioned as the country’s single national trade union center under Communist Party leadership. This created a unified union structure designed to mobilize labor for production and political campaigns while channeling worker issues through state-approved institutions.
The Central People’s Government promulgated the Trade Union Law (1950), defining trade unions as mass organizations and setting rules for union organization under democratic centralism. In practice, it helped institutionalize unions as a tool for production goals and political participation rather than adversarial collective bargaining.
The Government Administration Council issued the Labour Insurance Regulations (1951), establishing rules for work-related medical care, injury, and other benefits for covered workers. This mattered because social welfare became a key part of the Mao-era “work unit” approach, tying security to employment in approved enterprises.
China’s First Five-Year Plan (1953–1957) began, prioritizing rapid industrialization and expanding state-owned enterprises. For unions, this period emphasized labor discipline and output campaigns—organizing workers to meet plan targets—while worker interests were expected to align with national production goals.
The 1954 Constitution was adopted, replacing the Common Program as the PRC’s foundational legal document. It formalized state structures in which mass organizations, including trade unions, were expected to support socialist construction under Party leadership.
By the mid-1950s the state introduced wide wage reforms and multiple workplace safety rules, part of standardizing labor management in a planned economy. These reforms reinforced the idea that worker welfare and discipline would be managed administratively—through state policy and union participation—rather than through independent negotiation.
During the Great Leap Forward, China pursued rapid increases in output through mass mobilization and ambitious targets. This intensified pressure on workplaces, and unions were pushed further toward organizing labor for production campaigns rather than serving as a channel for workplace grievances.
A Chinese Communist Party central document issued on May 16, 1966 is widely treated as the start of the Cultural Revolution, which soon expanded into mass political struggle. This shift mattered for labor policy because normal administrative systems—including union routines—were disrupted by political campaigns and power seizures.
In 1966, the ACFTU was dissolved as the Cultural Revolution replaced many established institutions with new revolutionary bodies. The change reduced the union’s formal role and reflected a broader move away from regular governance toward political struggle and direct “mass” control mechanisms.
Mao Zedong’s death in 1976 marked the end of the Mao-era political center and helped set conditions for rebuilding state and social institutions after years of upheaval. For labor governance, it created space for restoring regular administration and reviving national-level union structures.
In October 1978, the ACFTU held its first congress since 1957, signaling the restoration of a national union center after its Cultural Revolution dissolution. This closing outcome of the 1949–1976 arc shows how Mao-era labor mobilization and political campaigns ultimately gave way to re-institutionalization and more regular governance structures heading into the reform period.
All-China Federation of Trade Unions (ACFTU) — Mao-era labor policy (1949–1976)