The court of second instance in Beijing ruled that the brokerage agreement between the company and the individual streamer reflects the establishment of a civil relationship, rather than an employment relationship. The liquidated damages agreed in the agreement are held to be enforceable against the individual
China’s National Development and Reform Commission has formulated the plan which considers the specific population of the cities and lessens or removes the restrictions imposed on the migrant workers to obtain urban household registration
The PRC National People’s Congress passed the Foreign Investment Law which streamlines China’s legislation on foreign capital, aims to provide a better business soil for foreign capital and will come into effect in 2020
Even in the era of far-reaching international trade agreements and regional economic and political partnerships, the majority of laws and regulations governing the workplace are still determined by the individual countries where employees work.
Spanning 6 continents, L&E Global’s member firms are ideally situated to provide clients with pragmatic, commercial advice necessary to achieve their objectives. Our members work closely with corporate, legal, human resources departments and corporate executives across a variety of sectors and industries to address the strategic and tactical issues that arise in the workplace.
Discover the most important labour and employment rules, regulations and best practices specific to each jurisdiction, conveniently together in one place.
Nine departments in China together issued the Notice on Further Standardizing Recruitment to Promote the Employment of Females and purported to better protect female employees’ legitimate interests during recruitment.
The Employer and the Employee entered into a non-competition contract and agreed on the scope of non-competition, which is broader than the Employer’s registered business scope. The Court determined the validity of the said non-competition scope and held the Employee liable for violating the same
Shandong government released guidance which allows employers to be refunded with contribution for unemployment insurance if no major layoff is taken and emphasizes the role of employee representative congress in company’s layoff process
The Employer fails to enter into written employment agreement with the Employee. The Court of First Instance and the Appellate Court both upheld that the Employer shall not be liable to the said employment irregularity nor pay any compensation because the Employee is responsible for company’s HR management
The Regulations of Hebei Province on Trade Union’s Supervision on Labor Laws has come into effect by December 2018, which provides more detailed guideline for trade unions at all levels to better supervise the employer’s compliance with labor laws and regulations
The Court of First Instance the appellate Court both upheld that the individuals’ status as university student will not necessarily render their relationship with the company to be deemed as non-employment. It is ruled that the Company established employment with the Employee before graduation from university