PW & Partners Law Firm is located in Guangzhou, the gateway city and international business center of the Guangdong Hong Kong Macao Greater Bay Area. For many years, we focus on high-end commercial legal services, with cross-border legal services as its characteristic. It deeply serves industries such as fast-moving consumer goods, high-tech manufacturing, infrastructure, and healthcare, and is deeply rooted in the fields of commercial law such as state-owned enterprises, companies and investment and financing, competition and data, labor and human resources, intellectual property, and dispute resolution. It has also established research institutes and compliance centers to provide theoretical and practical technical support for professional services.
固法劳动法团队理论成果及
十大典型案例
Achievement of the Year in the Field of Labor and Employment
一、理论成果 Theoretical Achievement
《关于“客观情况发生重大变化”认定标准的裁审研究》
Research on the Criteria for Determining “Significant Changes in Objective Circumstances”
二、诉讼案件 Litigation Cases
1. 反腐倡廉零容忍:与经销商频繁经济往来引发的劳动合同解除纠纷案
Zero-Tolerance for Corruption: Labor Dispute Over Employment Termination Due to Financial Dealings with a Distributor
2. 调岗用工自主权:单方安排员工⻓期出差引发的被迫解除劳动合同纠纷案 Protecting the Right to Adjust Work Assignments: Labor Dispute Over Forced Resignation Due to Long-Term Business Travel
3. 竞业限制:在职员工利用配偶名义开设公司销售竞品产生的竞业限制纠纷案
Non-Compete: A Case of Non-Compete Dispute Arising from an Employee’s Use of a Spouse’s Name to Establish a Company to Sell Competing Products
4. 行拘解除:因行政拘留旷工引发的劳动合同解除纠纷案
Termination Caused by Administrative Detention: Labor Contract Termination Dispute Caused by Administrative Detention
5. 劳动关系确认:多年⻓期驻点劳务工引发的劳动关系确认纠纷案
Labor Relationship Confirmation: Labor Relationship Confirmation Dispute Caused by Long-term Stationed Workers
三、非诉项目 Non-litigation Projects
1. 为德资企业艾*设备提供员工安置专项法律服务
Special Legal Services for Employee Placement for German-Owned Company I*A
2. 为知名企业众*药业提供用工制度合规审查专项法律服务
Compliance Review of Employment System for Well-known Enterprise Zhong* Pharmaceutical
3. 为加拿大资企业科**格提供高管离职谈判专项法律服务
Executive Departure Negotiation for Canadian-funded Enterprise Ko*Spec
4. 为德资企业考*斯提供员工安置专项法律服务
Specialized Legal Services for Employee Placement for German-Owned Company K*X
5. 为澳资企业A*G提供劳动人事合规专项法律服务
Special Legal Services for Employment Compliance for Australian-Owned Company A*G
理论成果
Theoretical Achievement
《关于“客观情况发生重大变化”认定标准的裁审研究》
Research on the Criteria for Determining “Significant Changes in Objective Circumstances”
“客观情况发生重大变化”条款的适用是劳动法领域的难点和争议焦点，由于缺少明确统一的认定标准，导致司法实践中出现了大量的同案不同判现象。固法团队凭借丰富的实务经验和扎实的法律理论功底，对该问题进行了深入研究。本文通过详实的案例分析，系统梳理了国家和地方层面的相关法律、司法解释及规范性文件，揭示了当前裁审实践中存在的困境与突破。
文章指出，传统的认定标准已无法适应现代市场经济的快速发展，亟需通过司法解释等方式，适当扩大“客观情况发生重大变化”的认定范围，明确条款适用标准和程序。这一理论成果不仅是对现有裁审实践的总结，更是对劳动法律适用的深刻思考，为司法机关、仲裁机构以及法律从业者提供了有价值的参考，对于推动劳动法治建设、构建和谐劳资关系具有重要意义，充分展示了固法团队司法实践与专业理论结合的深厚功底。
The application of the “significant changes in objective circumstances” clause is a difficult and contentious issue in the field of labor law. Due to the lack of clear and unified criteria for determination, a large number of inconsistent judgments in similar cases have emerged in judicial practice. Relying on rich practical experience and solid legal theoretical foundation, the labor law team conducted an in-depth study of this issue. This article, through detailed case analysis, systematically combs through relevant national and local laws, judicial interpretations, and normative documents, revealing the existing difficulties and breakthroughs in current judicial and arbitration practices. The article points out that the traditional criteria for determination are no longer suitable for the rapid development of the modern market economy.
It is urgent to expand the scope of recognition for “significant changes in objective circumstances” through judicial interpretations and clarify the criteria and procedures for applying the clause. This theoretical achievement is not only a summary of current judicial and arbitration practices but also a profound reflection on the application of labor law. It provides valuable references for judicial organs, arbitration institutions, and legal practitioners, and is of great significance for promoting the construction of labor rule of law and building harmonious labor relations. It fully demonstrates the labor law team’s solid foundation in combining judicial practice with professional theory.
诉讼案件
Litigation Cases
01
反腐倡廉零容忍：与经销商频繁经济往来引发的劳动合同解除纠纷案
Zero-Tolerance for Corruption: Labor Dispute Over Employment Termination Due to Financial Dealings with a Distributor
反腐败类的劳动纠纷往往涉及复杂的事实认定与法律适用，特别是在反腐倡廉背景下，案件还需综合考量企业合规管理、员工行为规范及劳动法的交叉适用。该案涉及员工与经销商之间的敏感经济往来，其复杂性在于如何证明员工与经销商之间存在经济往来，并形成有效证据链以支持企业解除劳动合同的合法性。固法劳动法团队凭借丰富的反腐案件处理经验，通过精准的数据公证、现场取证及谈话记录，固定关键事实并形成完整证据链。在后续的劳动仲裁及诉讼过程中，围绕案件核心问题进行精准论证，成功确保劳动合同解除的合法性，维护了企业的声誉，也树立了“零容忍”反腐倡廉的合规形象，充分体现了固法律师在高风险案件中的专业水准和执行力。
Labor disputes involving anti-corruption often require meticulous handling of complex factual determinations and legal applications. In this case, under the framework of anti-corruption compliance, the key challenge was to prove the financial dealings between the employee and the distributor and establish a solid chain of evidence to justify the termination of the employment contract. PW labor law team leveraged extensive experience in handling anti-corruption cases by conducting precise data authentication, on-site evidence collection, and recorded interviews to secure critical facts and build a robust evidentiary chain. During subsequent arbitration and litigation proceedings, the team delivered precise arguments focusing on the core issues, successfully upholding the legality of the contract termination. This not only safeguarded the company’s reputation but also reinforced its zero-tolerance anti-corruption compliance image, demonstrating PW labor law team’s professionalism and effectiveness in high-risk cases.
02
调岗用工自主权：单方安排员工长期出差引发的被迫解除劳动合同纠纷案
Protecting the Right to Adjust Work Assignments: Labor Dispute Over Forced Resignation Due to Long-Term Business Travel
本案争议的核心是企业调岗安排的合法性及员工解除劳动合同的合理性，焦点在于用人单位是否具有单方调整员工工作地点的合法权利。在涉及长期出差安排的情况下，如何界定企业的调岗行为是否合理合法，既关乎劳动关系的稳定，又直接影响企业的用工灵活性。固法劳动法团队在接到委托后，迅速展开深入调查，深入剖析劳动法相关条款和企业内部制度，全面评估企业调岗行为的合法性及合理性，并通过对法律条文的精准解读，设计了详细的应对策略。最终，通过充分的证据和有力的法律论证圆满化解纠纷，成功维护企业的用工自主权，展现固法律师在处理复杂劳动争议中的卓越专业水平与高效解决能力。
This case centered on the legality of the employer’s reassignment of duties and the reasonableness of the employee’s resignation. The core issue was whether the employer had the unilateral right to adjust the employee’s work location. In the context of long-term business travel arrangements, determining the legitimacy of the company’s actions was critical for maintaining stable labor relations and ensuring operational flexibility. Upon being retained, PW labor law team conducted a thorough investigation, analyzing relevant labor laws and internal company policies. They comprehensively evaluated the legality and reasonableness of the reassignment and developed a detailed response strategy through precise legal interpretation. Ultimately, PW lawyers successfully resolved the dispute through robust evidence and persuasive legal arguments, safeguarding the company’s right to manage work assignments. This case exemplified PW labor law team’s exceptional expertise and efficiency in resolving complex labor disputes.
03
竞业限制：在职员工利用配偶名义开设公司销售竞品产生的竞业限制纠纷案
Non-Compete: A Case of Non-Compete Dispute Arising from an Employee’s Use of a Spouse’s Name to Establish a Company to Sell Competing Products
竞业限制追责纠纷在劳动法领域内是难度最大的案件类型之一。全国范围内的参考案例较少，其中企业胜诉的案例更是凤毛麟角。究其原因在于劳动者违约事实的证据难以收集，而且一旦案件败诉，将对企业管理造成更大的负面影响。具体至本案，员工在任职期间隐瞒公司，以其配偶名义在外开设企业，销售用人单位及其竞争对手产品，与用人单位产生直接竞争关系。固法劳动法团队接受委托后，研究全国司法实践中同类型的全部案例，并结合过往办案经验通过内档调取、实地查探、同行访问等手段搜集同业竞争的证据，最后通过详实的证据组织和严密的逻辑论证，获得仲裁委的认同，最终认定员工存在违反竞业限制义务。
Non-compete dispute cases are among the most challenging types of cases in the field of labor law. There are relatively few reference cases nationwide, and even fewer where the employer wins. The reason lies in the difficulty of collecting evidence of the employee’s breach of contract. Moreover, if the case is lost, it will have a greater negative impact on corporate management. In this specific case, the employee concealed from the company and established a business in the name of his spouse during the employment period, selling products of the employer and its competitors, thereby creating a direct competitive relationship with the employer. After being entrusted by the client, the labor law team studied all similar cases in the national judicial practice and, combining its past case-handling experience, collected evidence of competition through means such as internal file retrieval, on-site investigation, and peer visits. Finally, through detailed evidence organization and rigorous logical argumentation, we won the recognition of the arbitration committee, which ultimately determined that the employee had violated the non-compete obligation.
04
行拘解除：因行政拘留旷工引发的劳动合同解除纠纷案
Termination Caused by Administrative Detention: Labor Contract Termination Dispute Caused by Administrative Detention
在劳动合同解除争议案件中，如何证明解除行为的合法性是用人单位的应诉重点。本案中，员工因违反《治安管理处罚法》被行政拘留5天，企业以连续旷工3天以上为依据单方解除劳动合同。案件的风险点在于裁审机构可能认为行政拘留不属于无故旷工的情形，企业存在被认定为违法解除的风险。固法劳动法团队接受委托后，向客户详细了解案件细节，在得知员工一直不配合提供拘留证明后，针对性提出企业已尽审慎审查义务了解情况，但员工拒不配合的主张。最终该主张在仲裁和一审阶段均被采纳，仲裁员和一审法官均认定员工不配合企业调查存在过错，企业系合法解除劳动合同。
In labor contract termination disputes, proving the legality of the termination is a key focus for employers in litigation. In this case, an employee was administratively detained for five days for violating the Regulations on Public Security Administration Penalties, and the enterprise unilaterally terminated the labor contract based on the criterion of continuous absence from work for more than three days. The risk in this case was that the arbitration and judicial authorities might not consider administrative detention as a case of unexcused absence, and the enterprise could be deemed to have terminated the contract unlawfully. After accepting the entrustment, the labor law team inquired about the case details from the client. Upon learning that the employee had refused to provide proof of detention, we proposed that the enterprise had fulfilled its due diligence obligation in understanding the situation, but the employee’s non-cooperation was the issue. This argument was accepted in both the arbitration and first-instance stages, with the arbitrator and judge both determining that the employee’s failure to cooperate with the enterprise’s investigation was at fault, and the enterprise’s termination of the labor contract was lawful.
05
劳动关系确认：多年长期驻点劳务工引发的劳动关系确认纠纷案
Labor Relationship Confirmation: Labor Relationship Confirmation Dispute Caused by Long-term Stationed Workers
本案中，一名长期驻点在客户企业提供维修服务的劳务工提出仲裁要求确认与客户存在劳动关系。固法劳动法团队接受委托后，精准把握劳动关系认定的核心要素——人身隶属性和经济从属性，主张对方从未接受客户用工管理，所从事的维修工作亦非客户主营业务的组成部分。基于前述两点，固法劳动法团队协助客户组织证据，成功说服仲裁员驳回对方提出的全部仲裁请求。这一策略不仅精准地抓住了案件的关键问题，还充分展现了团队在劳动法领域的专业水平和业务能力。
In this case, a worker who had been stationed long-term at the client enterprise to provide maintenance services filed for arbitration, demanding confirmation of a labor relationship with the client. After accepting the entrustment, the labor law team accurately grasped the core elements for determining a labor relationship—personal subordination and economic dependence. We argued that the worker had never been subject to the client’s employment management, and the maintenance work he performed was not part of the client’s main business. Based on these two points, the labor law team assisted the client in organizing evidence and successfully persuaded the arbitrator to reject all the arbitration claims made by the worker. This strategy not only accurately captured the key issues of the case but also fully demonstrated the labor law team’s professionality and capabilities in the field of labor law.
非诉项目
Non-litigation Projects
01
为德资企业艾*设备提供员工安置专项法律服务
Special Legal Services for Employee Placement for German-Owned Company I*A
员工安置类项目一向因涉及人员多、情况复杂、法律风险高而备受挑战。艾*公司本次项目更是困难重重，不仅需要兼顾法律合规性，还需平衡公司预算与员工权益。固法劳动法团队充分发挥了在劳动法领域的专业优势，首先精准研判项目风险，为企业量身定制优化方案。在执行过程中，高效应对法律咨询、谈判协调、文件起草等复杂任务，确保项目每一步都稳妥推进。通过全程参与谈判并提供专业指导，帮助企业以高质量高效率的方式完成与员工的协商解约，确保了项目的顺利完成，赢得客户高度认可。
Employee placement projects are inherently challenging due to the large number of individuals involved, the complexity of circumstances, and high legal risks. I*A’s case was particularly demanding, requiring not only legal compliance but also a balance between the company’s budget and employee rights. The PW labor law team leveraged their expertise in employment law to conduct a precise risk assessment and tailor an optimized solution for the client. During implementation, the team efficiently managed legal consultations, negotiations, document drafting, and other complex tasks to ensure steady progress at every step. By actively participating in negotiations and providing expert guidance, PW lawyers enabled the client to reach high-quality and efficient agreements with employees, ensuring the successful completion of the project and earning the client’s high praise.
02
为知名企业众*药业提供用工制度合规审查专项法律服务
Compliance Review of Employment System for Well-known Enterprise Zhong* Pharmaceutical
在复杂多变的劳动用工环境中，企业面临着日益严格的法律监管和合规挑战。固法团队结合法律修订情况和未来立法趋势，为客户企业提供全方位的用工制度审查与优化服务。固法劳动法团队凭借丰富的法律经验和专业能力，从规章制度的合法性、民主程序的完善性，到用工管理的关键环节，对企业用工制度进行全面合规审查。不仅帮助企业降低法律风险，还助力企业在合法合规的前提下，灵活行使用工自主权，提升人力资源管理效率。
In the complex and ever-changing labor employment environment, enterprises are facing increasingly strict legal supervision and compliance challenges. The PW team, combining the revised legal provisions and future legislative trends, provides comprehensive review and optimization services for the employment systems of client enterprises. With rich legal experience and professional capabilities, the labor law team conducts a comprehensive compliance review of the employment system, covering the legality of regulations, the perfection of democratic procedures, and key aspects of employment management. This not only helps enterprises reduce legal risks but also assists them in flexibly exercising their employment autonomy within the framework of legality and compliance, thereby improving the efficiency of human resource management.
03
为加拿大资企业科**格提供高管离职谈判专项法律服务
Executive Departure Negotiation for Canadian-funded Enterprise Ko*Spec
在企业与高管的离职谈判中，复杂的利益关系与法律风险交织，稍有不慎便可能引发法律纠纷，影响企业声誉和内部运营。本项目的特殊之处在于其紧急性和突发性，固法劳动法团队在上午得知涉案高管引发恶性事件后，下午立即前往企业现场，全英文与外籍管理层沟通了解情况后与该名高管展开离职谈判。固法团队以专业的法律知识和巧妙的沟通技巧，在长达两小时的拉锯谈判后成功说服高管接受离职方案，并协助企业起草中英双语的离职协议，达到在最短时间内控制事态的目标，获得了客户的高度认可。
In the departure negotiations between an enterprise and its executive, complex interests and legal risks are intertwined. Any misstep may trigger legal disputes, affecting the enterprise’s reputation and internal operations. The special aspect of this project lies in its urgency and suddenness. After learning about the malicious incident caused by the executive in the morning, the labor law team immediately went to the enterprise site in the afternoon, communicated with the foreign management team in English to understand the situation, and then engaged in departure negotiation with the executive. With professional legal knowledge and skillful communication skills, the labor law team successfully persuaded the executive to accept the departure plan after a two-hour tug-of-war negotiation and assisted the enterprise in drafting a bilingual (Chinese and English) departure agreement. This achieved the goal of controlling the situation in the shortest possible time and earned high recognition from the client.
04
为德资企业考*斯提供员工安置专项法律服务
Specialized Legal Services for Employee Placement for German-Owned Company K*X
员工安置特别是经济性裁员项目，往往因涉及人数众多、法律法规复杂、对外沟通敏感而具有极高的实施难度。德资企业考*斯本次员工安置项目需要兼顾国际合规要求和本地法律规定，增加了操作的复杂性与风险，涉及劳动合同解除、经济补偿计算及劳动争议应对等诸多高风险环节。固法劳动法团队迅速介入，充分展现提供跨国企业员工安置服务的专业优势。从梳理法律背景、优化裁员方案到处理政府备案与员工沟通，始终保持严谨和高效。尤其是在制定一对一协商策略、起草全套法律文件以及现场解答员工疑问方面，以专业能力化解了多重困难，帮助企业平稳完成项目实施。通过精准把控政策风险、妥善解决员工诉求，我们帮助企业圆满完成了安置工作，避免了集体劳动纠纷的发生，最终实现了企业与员工的双赢效果。
Employee placement, particularly in cases of economic layoffs, is notoriously difficult due to the large number of employees involved, complex legal frameworks, and sensitive external communications. The employee placement project for German-owned company K*X faced additional challenges in balancing international compliance requirements with local legal provisions, making the process more intricate and risky. Key aspects included terminating employment contracts, calculating severance pay, and addressing labor disputes. PW labor team swiftly intervened, showcasing their expertise in cross-border employee placement services. From analyzing the legal context and optimizing the layoff plan to handling government filings and employee communications, PW lawyers maintained a rigorous and efficient approach. Notably, PW lawyers excelled in developing individualized negotiation strategies, drafting comprehensive legal documents, and addressing employee concerns on-site, overcoming multiple obstacles. By accurately navigating regulatory risks and resolving employee demands, we helped the client complete the placement process smoothly, avoiding collective labor disputes and achieving a win-win outcome for both the company and its employees.
05
为澳资企业A*G提供劳动人事合规专项法律服务
Special Legal Services for Employment Compliance for Australian-Owned Company A*G
澳资企业A*G计划开拓中国市场，面临因跨国运营带来的复杂的劳动人事合规挑战，尤其在用工政策了解和制定方面有较高的需求。本项目的难点在于需协调中国法律规定与外国总部的管理文化，同时确保各项调整的法律风险可控。固法劳动法团队发挥双语沟通优势，深入了解企业运营模式和合规要求，为其量身定制了全面的人事合规解决方案，涵盖劳动合同修订、规章制度优化及员工培训指导等方面。我们的双语沟通能力和跨境法律服务经验帮助企业与总部顺畅对接，不仅成功降低了用工风险，为企业在中国的长远发展奠定了坚实基础，赢得了企业及其母公司的一致好评。
As A*G sought to expand into the Chinese market, it faced intricate challenges related to cross-border employment compliance, particularly in understanding and implementing local labor policies. This project’s complexity lay in reconciling Chinese legal requirements with the management culture of the overseas headquarters while ensuring all adjustments were legally sound. PW labor law team utilized their bilingual communication strengths and deep expertise in cross-border legal services to design a comprehensive employment compliance plan. This included revising labor contracts, optimizing company policies, and providing employee training. PW lawyer’s bilingual communication skills and international legal experience facilitated seamless coordination with the headquarters. Ultimately, we mitigated employment risks and laid a solid foundation for the company’s long-term growth in China, earning unanimous praise from both the company and its parent organization.