Social insurance, housing fund or non-compete concerns
Employer compliance when hiring foreign employees
How we help
Practical legal work, not vague advice
Assess employment documents and timeline
Calculate likely exposure and negotiation position
Prepare demand letters or settlement communications
Assist with labor arbitration preparation
Advise employers on compliant foreign employee management
Documents you may need
Prepare what matters first
Employment contract
Payslips and bank records
Termination or resignation notice
Work permit materials
Company policies and chat records
Process
Consultation, review, plan, execution
01
Tell us your issue
Submit a short summary and key documents. We first identify urgency, parties involved and deadlines.
02
Initial legal review
A lawyer reviews the risk, legal path and missing materials before giving next-step advice.
03
Legal action plan
You receive a practical plan, likely timeline, expected work scope and fee discussion before work starts.
04
Execution & follow-up
We help with documents, negotiation, applications, representation, filings or authority communication.
Questions about employment & labor
What documents help with an unpaid salary or dismissal enquiry?
Prepare the employment contract, payslips, bank records, relevant messages and any termination or resignation notice. Include your employment dates, work location and work permit materials where available. Clearly distinguish amounts already paid from amounts you believe remain outstanding.
Does this service cover both foreign employees and employers?
The service covers enquiries from foreign employees and companies employing foreign staff. State which party you are, identify the other parties and explain the issue when making contact. The firm needs to review the enquiry before confirming whether it can take on the matter.
Can a payment amount or outcome be confirmed before reviewing the documents?
An initial message is not enough to confirm an entitlement, amount or likely result. The lawyer needs the documents and timeline to discuss the position and possible next steps. Include any scheduled meeting, arbitration notice or deadline so urgency can be assessed.