On 14 August 2025, Liuhe successfully held a seminar entitled “In-Depth Analysis of the Judicial Interpretation (II) of Labour Disputes and Discussion on Corporate Compliance Practice.” The event adopted a hybrid online–offline format and attracted over 200 participants from sectors including manufacturing, technology and internet, finance, retail, services, and foreign-invested enterprises. Attendees comprised corporate representatives, HR executives, and in-house legal and compliance professionals. The seminar was moderated by Lawyer Xu Shaoqi, and was widely praised for its practical focus, rich content, and high level of engagement.
The seminar centred on the Judicial Interpretation (II) of Labour Disputes (hereinafter referred to as the “Interpretation (II)”), which is scheduled to take effect on 1 September 2025. Discussion focused on the new provision declaring agreements exempting employers from social insurance obligations to be invalid, as well as a range of derivative compliance issues arising from it.
Lawyer Wang Xudong drew on a wealth of practical case experience to conduct a detailed analysis of issues commonly faced by employers and employees under the new rule on invalid social insurance exemption clauses. His presentation covered dozens of real-world topics — including the limitation period for retroactive social insurance contributions, calculation base and late payment surcharges, earliest recoverable years, treatment of historical omissions, and strategies for minimising complaints — providing participants with actionable compliance insights.
Lawyer Liu Huichen focused on the non-compete provisions in the Interpretation (II), analysing the key regulatory updates and their practical implications. Drawing on extensive litigation and advisory experience, she offered compliance-oriented interpretations, clause drafting tips, and strategic recommendations, providing companies with clear legal guidance on managing non-compete arrangements effectively.
Lawyer Cen Fan examined the formation and execution of employment contracts under the new framework. He systematically explained the key legal risks and corresponding compliance measures at the contracting stage, and discussed topical issues such as liability for failure to conclude written contracts, exceptions under the law, and the circumstances requiring open-ended employment contracts, using illustrative case studies to deepen understanding.
This seminar provided a highly professional and practical platform for discussion, aligning the latest legal developments with real-world corporate compliance needs. Participants widely acknowledged the event’s value, noting that it enhanced their understanding of the Interpretation (II)’s core provisions and compliance requirements while also equipping them with pragmatic management strategies and solutions.
Looking ahead, Liuhe will continue to stay at the forefront of legal developments, leveraging its professional expertise and extensive resources to provide corporate clients with high-value, forward-thinking legal services — helping them to mitigate risks effectively and achieve sustainable, compliant growth.
