China Lowers Prosecution Standards for Commercial Crimes

26 May 2022
Effective 15 May 2022, new provisions set lower thresholds for criminal cases to be filed for commercial bribery, such as offering or accepting bribes not involving officials, embezzlement and misappropriation of funds. One of several recent initiatives to strengthen China’s approach to dealing with commercial crimes, the new rules will make it easier and more likely for the criminal authorities to prosecute individuals and entities that engage in these crimes. This could also trigger businesses in China to review their internal compliance policies, to ensure that these align with the new thresholds.
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Insights into Good Corporate Governance for Chinese WFOEs

28 April 2022
With decades of experience providing high-quality legal services to foreign investors doing business in China, and in particular greenfield investments, foreign investors often ask us about officer assignments to their Chinese subsidiary and officer liabilities under Chinese laws. Taking the WFOE – the wholly foreign-owned enterprises, a limited company wholly-owned by foreign investors and the predominant vehicle for foreign investment into China – as an example, we look at the topic of good corporate governance from both a legal and a practical perspective.
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Shanghai Lockdown: Legal Strategies to Cut Employment Costs

26 April 2022
The lockdown in Shanghai of April 2022 has already caused a lot of difficulties to foreign-invested companies. Some of these may be temporary, with certain facilities (delivery, banks) not operating and offices closed. For example:
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How to Enforce IP on Taobao and Tmall

6 April 2022
Taobao and Tmall (both part of the Alibaba Group) are two of China’s most popular online market places, not only for brands but also for counterfeiters.
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Sexual Harassment: Employer Responsibilities and Compliance in China

6 January 2022
In a recent case, a manager of e-commerce giant Alibaba Group Holdings was accused of sexually assaulting a subordinate in August 2021. This case brought the issue of sexual harassment at the workplace into the Chinese public sphere. The police investigated and the manager was dismissed, but Alibaba also took this opportunity to announce the establishment of a "Working Environment Committee" as decision-making body for work-related matters including sexual harassment.
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性骚扰问题中雇主责任分析及合规建议

10 November 2021
电子商务巨头阿里巴巴集团控股公司（以下简称“阿里”）一名经理被控性侵一名同事的事件，在今年8月将国内工作环境中的性骚扰问题推向公众视野。
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A Practical Take on China’s New Personal Information Protection Law

For over a decade, we have written client alerts on data privacy in China starting with the sentence: China does not have a comprehensive set of data privacy laws. Well that is finally no longer the case.
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China’s First Personal Information Protection Law

8 October 2021
The Personal Information Protection Law (PIPL) was passed in China on 20 August 2021 and will come into force from 1 November 2021. It is specified, among the rest, that automated decision-making methods to push information and direct commercial marketing to individuals shall provide options that are not specific to their personal characteristics or provide individuals with convenient means to refuse.
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Strategies for Reporting Criminal Cases as a Company

15 September 2021
Where an enterprise has preliminarily obtained the clues of potential criminal cases through internal investigation, and the enterprise considers that the offender should be held criminally liable, it can report the case in accordance with the following strategies:
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Expense Reimbursement Fraud — What Companies Can Learn from Unsuccessful Lawsuits

6 September 2021
Expense reimbursement fraud goes against the principle of integrity. They are a kind of fraud that harms corporate interests and benefits. Therefore, when companies discover an employee involved in such fraud, they tend to terminate the labor re1ationship with, for reason of material breach of corporate policies. However, as we found in practice, companies are still losing their lawsuits and have to make compensation for their employment termination, even though they have proved the employee’s engagement in expense reimbursement fraud.
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