Home / Expertise / Employment & Pensions
blurred image of hong kong central business district

娱乐新闻头条

娱乐新闻头条

For your business to be successful, you must manage your employees and their benefits. Yet from employment law compliance to restructurings, transfer of business issues and restrictive covenants, employment law in China is complex and, at times, contradictory. Our specialists can help you navigate the maze of HR regulations, policy documents and other legal complexities you must contend with on a daily basis.

If your business crosses borders, you will be faced with additional legal hurdles before achieving the outcome you need. With a global network covering more than 40 countries, we can help solve your problems across all the jurisdictions in which you operate - whether your issue relates to employment contracts, pension schemes, international secondment or executive transfers, redundancies, employment dispute resolution, trade union/staff representative relations or litigation. We also help you keep abreast with the latest legislation and regulation development through in-house management trainings. 

Read more Read less

娱乐新闻头条

Read more
26/04/2016
New Up­dates on China So­cial In­sur­ance Policies
Chinese em­ploy­ers are re­por­ted to bear one of the highest per­cent­ages of so­cial in­sur­ance ob­lig­a­tions in the world. Ac­cord­ing to stat­ist­ics, in most parts of China em­ploy­ers have to pay so­cial in­sur­ance premi­ums equal­ing to 28.25% of the em­ploy­ees’ s
02/03/2016
Re­duc­tion of La­bour Costs
The Chinese eco­nomy, at least cer­tain in­dustry sec­tors, seems to be fa­cing a down­turn. Some en­ter­prises in the PRC are also en­coun­ter­ing eco­nom­ic pres­sure and look­ing for pos­sib­il­it­ies to re­duce la­bour costs. Un­der PRC la­bour law, the fol­low­ing measu
28/01/2016
La­bour Dis­patch: the Dead­line is Ap­proach­ing, Are You Ready?
Ac­cord­ing to the PRC La­bour Con­tract Law which was amended and came in­to ef­fect on 1 Ju­ly 2013, an em­ploy­er can only use seconded em­ploy­ees for work po­s­i­tions which are tem­por­ary, aux­il­i­ary or sub­sti­tut­ing in nature. To im­ple­ment the above new polici