from Renmin University of China.

Practice Focus

His expertise includes advising on the lawful termination of employment contracts under Chinese labor law, which imposes strict requirements on employers seeking to dismiss employees. Zhang regularly advises on the distinction between lawful and unlawful dismissal under the Labor Contract Law. He also advises on the more complex area of economic redundancies, which require employer to follow specific procedures including consultation with the trade union or employee representatives.

Beyond dispute resolution, Mr. His training programs have been praised by participants for their practical focus and clear explanations of complex labor law concepts. He regularly advises on the calculation of economic compensation for terminated employees, including the complex rules governing double compensation for unlawful termination, the cap on average monthly salary used in compensation calculations, and the specific treatment of stock options, bonuses, and other variable compensation in severance packages.

He guides employers through the complex notification and consultation procedures required under Chinese law, helping them navigate the economic layoff process in a manner that minimizes legal exposure and protects the company's reputation in the local employment market. Zhang advises on the labor law aspects of corporate restructurings, helping companies manage the transfer of employees between entities, the modification of employment terms during reorganizations, and the termination of employees in connection with business closures or downsizing. He coordinates with corporate lawyers to ensure that employment law considerations are integrated into broader transaction planning, avoiding costly oversights that can derail otherwise well-structured deals.

in Labor Law from Renmin University of China and is admitted to practice law in the People's Republic of China. He is a licensed labor dispute arbitrator for Jilin City and serves on the Labor Law Committee of the Jilin Lawyers Association. He has published numerous articles on Chinese labor law reform and employment compliance best practices.

Working Method

He has achieved favorable outcomes in over 80 percent of the labor arbitration cases he has handled. He is a licensed labor dispute arbitrator for the Jilin Municipal Labor and Personnel Dispute Arbitration Commission and holds an LL.

Zhang also serves as a labor dispute arbitrator for Jilin City, providing him with unique insight into how labor arbitration tribunals evaluate evidence and apply the law in practice.

Client Considerations

Zhang has spent 15 years building a comprehensive employment law practice in Jilin City, focusing particularly on representing foreign employers in wrongful termination disputes, labor arbitration proceedings, and employment compliance matters. He has handled over 200 labor dispute cases, many involving foreign employees or foreign-invested enterprises operating in Northeast China's industrial sector.

Zhang guides foreign employers through the statutory termination procedures, including the notice periods, severance payment calculations, and documentation requirements that must be satisfied to avoid claims of wrongful termination. He helps clients understand when terminations for cause are justified, including cases involving serious violation of employer rules, material breach of duty, and criminal liability.

His practice extends to the unique challenges of terminating foreign employees, who often have additional contractual protections beyond those provided by Chinese labor law. He advises on the interplay between Chinese labor law and the specific terms of foreign employment contracts, including provisions regarding repatriation costs, housing allowances, and international school tuition benefits.

He also handles the administrative aspects of terminating foreign employees, including cancellation of work permits and residence permits. Zhang provides ongoing HR compliance advisory services to a portfolio of foreign-invested enterprises.

He conducts annual compliance audits, updates employee handbooks, and delivers training on Chinese labor law fundamentals for foreign managers. Zhang has conducted over 50 employment law training sessions for foreign companies operating in Jilin Province, covering topics including employment contract drafting, disciplinary procedures, termination best practices, and the handling of labor disputes.

Zhang also advises foreign companies on their obligations under Chinese social insurance law, including the mandatory contribution to pension, medical, unemployment, work injury, and maternity insurance funds. He helps clients structure compensation packages that comply with social insurance contribution requirements while maintaining competitiveness for international talent.

His integrated approach combines dispute resolution, compliance advisory, and strategic workforce planning to deliver comprehensive employment law support for foreign employers in Jilin Province and beyond. He regularly updates his clients on regulatory changes affecting employment practices in China, including amendments to the Labor Contract Law, changes to social insurance contribution rates, and new requirements for foreign employee administration.

His experience includes handling mass layoffs and workforce reductions for foreign companies restructuring their China operations. Zhang has advised several international beauty and fashion brands on their China e-commerce strategies, including the regulatory requirements for selling imported cosmetics through online channels.

He guides clients through the complex registration and filing requirements for imported cosmetics under the Cosmetics Supervision and Administration Regulation, which requires notification filing with the National Medical Products Administration before products can be marketed and sold online in China.

He has developed proprietary calculation tools that ensure accurate compliance with all applicable regulations. He has successfully managed several large-scale reductions affecting over 100 employees each.