47 results found

The Interpretation (III) of the Supreme People’s Court on Several Issues on the Application of Law in the Trial of Labour Dispute Cases ("Interpretation III"), which was adopted by the Judicial Committee of the Supreme People’s Court on 12 July 2010, came into effect on 14 September 2010.

Responding to the upsurge in workplace disputes in recent years, the Chinese government has issued new regulations to establish dispute resolution structures within the companies themselves.

On 24 April, the Notice on Answers of Several Issues on the Application of Law in the Trial of Labor Dispute Cases (the New Rulings) was issued by Beijing High People's Court and Beijing Municipal...

As a practicing PRC attorney, I have seen a lot of changes since Jan. 1, 2008 when the PRC Labor Contract Law became effective.

In labor dispute arbitration or litigation in China, court orders for discovery are a crucial means of obtaining key evidence, particularly in cases involving employee misconduct or unlawful termination of employment. In recent years, we have frequently encountered investigations of employee misconduct such as commercial bribery and embezzlement.

On August 3, 2023, with the coming implementation of the Convention on the Cancellation of the Authentication Requirements for Foreign Official Documents...

Contrary to the popular conception, a FESCO (Foreign Enterprise Service Corporation) is not a single, monolithic entity. Rather, it is a catch-all term for many different Chinese companies that provide similar services.

Following a seminar held between local judges in October 2014, the highest level local court, the Shanghai High People's Court issued internal guidelines summarising its discussions and detailing the current prevailing opinions in relation to popular labour disputes.

Labour disputes can be extremely costly for companies. Whilst robust employee handbooks, policies and procedures can reduce employee disputes, workplace conflicts can still arise.

he outbreak of the 2019 Novel Coronavirus (now designated COVID-19) caused massive disruption in China, including a nationwide extension of its...

A good command of these Anhui Guiding Opinions could help enterprises mitigate the risks in handling labor disputes.

When penalising or dismissing senior management found to have violated disciplinary or corporate rules, employers often need to formulate and implement a more meticulous action plan than that required for ordinary staff.

With the increased number and complexity of labour disputes arising in China, the current regulations for dispute resolution have been considered unsuitable.

China's employment landscape is evolving rapidly as employers face economic pressures, technological disruption, and shifting workforce expectations. From AI-driven restructuring to rising workplace disputes and alternative labor models, organizations must navigate an increasingly complex regulatory environment while balancing innovation with compliance and employee trust.

In the regime of labour dispute resolution, China adopts the "one mediation, one arbitration, two trials" system.

China has drafted a set of guidelines on handling personal data, which, if enacted, could have a significant impact on how employee data is handled. Most strikingly, international companies with Chinese operations would not be allowed to store data about those employees outside China.

Human resources are key to a company's core competences. In Beijing, as the household registration quota is scarce, enterprises often attract employees by helping them obtain household registration.