The PRC Labor Contract Law states that an open-term contract must be offered after two consecutive fixed-term contracts, unless the employee opts for another fixed term.
A recent case highlights the intricate challenges that international companies often face when entering the vast and dynamic Chinese market, where trademark protection and IP rights in general are of paramount importance.
These measures aim to enhance market transparency, uphold financial order, and combat money laundering and terrorist financing activities, by mandating all companies in China – including subsidiaries of foreign companies – to disclose beneficial owner information (BOI) to Chinese authorities.
Squatters have resorted to novel strategies, specifically targeting registered trademarks in China by initiating cancellation actions while concurrently applying for their own trademarks.
This landmark case clarifies that in hotel management, the transfer of personal information beyond what is necessary for fulfilling the contract must be subject to separate consent from the customer, rather than relying on a general consent through the privacy policy.
When foreign-invested companies, particularly in the retail sector, seek to expand across different regions within China, they encounter a crucial need to establish a legal presence there to conduct business activities.
In 2019, China abolished specific restrictions on the establishment of international freight forwarding enterprises by foreign investors and simplified the approval procedures.
In today's challenging economic environment, more clients are seeking support with debt collection activities. One common service we provide is sending detailed demand letters (in China, referred to as lawyer’s letters) to the debtor, setting the stage for further legal action if payment is not made.
As we navigate the evolving legal landscape in China, it is imperative to stay informed about recent legislative changes that may impact your business operations. The latest amendments to the PRC Criminal Law, effective March 1, 2024, introduce stringent provisions to address employee misconduct related to establishing competing businesses and engaging in transactions that disadvantage their employers.
Business leaders are uncovering significant issues within their local teams. This article sheds light on common HR and operational risks, illustrated by a real-world case study, and offers actionable strategies to safeguard your business in China.
