Category: 3. Business

  • Eli Lilly obesity pill orforglipron led to 12% weight loss

    Eli Lilly obesity pill orforglipron led to 12% weight loss

    A sign with the company logo sits outside of the headquarters of Eli Lilly in Indianapolis, Indiana, on March 17, 2024.

    Scott Olson | Getty Images

    Eli Lilly on Thursday said the highest dose of its daily obesity pill helped patients lose almost 12% of their body weight, or roughly 27 pounds, at 72 weeks in a late-stage trial, paving way for its entrance into the market.

    Shares of the company fell more than 12% in premarket trading on Thursday.

    Some doctors said the results appear to be comparable to, if not slightly lower, the level of weight loss seen with Novo Nordisk‘s blockbuster weekly GLP-1 injection for obesity, Wegovy.

    The data comes under what some Wall Street analysts were expecting for Eli Lilly’s oral GLP-1, with hopes for weight loss of around 15%. Some doctors also made note of the number of patients on the highest dose of the pill who discontinued treatment due to side effects or any other reason in the trial.

    Still, other doctors lauded the results and the potential of the pill to reach new patients, such as those who are afraid of needles. 

    “This is a strong and promising result for an oral agent,” said Dr. Jaime Almandoz, medical director of the Weight Wellness Program at UT Southwestern Medical Center, calling the weight loss “a significant and clinically meaningful outcome.”

    “Injectables have set a high bar, but this study reinforces the potential for an oral GLP-1 to be transformative in obesity care, particularly for patients who are hesitant to start or maintain injectable therapies,” he continued. 

    Dr. Mihail “Misha” Zilbermint, director of Endocrine Hospitalists at the Johns Hopkins Community Physicians, said he believes the pill “has the potential to be a game changer, as long as people can tolerate the side effects.”

    The trial results are among the pharmaceutical industry’s most closely watched studies of the year, and follow positive data in April from a phase three trial examining the experimental pill in diabetes patients. They bring Eli Lilly’s pill, orforglipron, one step closer to becoming the first new, needle-free alternative in the booming market for weight loss and diabetes drugs called GLP-1s. 

    Eli Lilly expects to submit the data to regulators by the end of the year, with plans to launch the pill in 2026, Ken Custer, president of Lilly Cardiometabolic Health, said in an interview. 

    That launch could fundamentally shift the space, helping more patients access the treatments and alleviating the supply shortfalls of existing injections. The more convenient and easier-to-manufacturer pill could also help Eli Lilly solidify its dominance in the growing segment as other drugmakers, including its main rival Novo Nordisk, race to bring weight loss pills to market. 

    Custer said there are roughly 8 million patients on injectable obesity and diabetes drugs, but likely around 170 million who could benefit from the medicines. 

    “In order to meet that demand, we’re going to need other options, including oral small molecules like orforglipron, which use different means of production and also don’t need as sophisticated of a supply chain to distribute it to patients,” he said.

    Dr. Amy Sheer, professor of medicine and program director of the Obesity Medicine Fellowship at University of Florida, said she hopes the pill will be less expensive than existing injections, which are costly largely due to the devices they come in. She said lower prices could help eliminate barriers to access for patients, potentially making insurers more willing to cover the drug. 

    Many insurers still don’t cover GLP-1s for obesity. Wegovy and other drugs have list prices of roughly $1,000 before insurance. 

    Detailed trial results

    The highest dose of Eli Lilly’s pill helped more than 59% of patients lose at least 10% of their body weight and more than 39% of patients lose at least 15% of their weight, according to the trial results. 

    Almandoz said the proportion of people who achieved “greater magnitudes” of weight loss was “very impressive for an oral agent,” adding that many people “often overlook the proportion of people achieving these high weight loss categories” and typically focus closely on the average weight loss

    Orforglipron also helped lessen cardiovascular risk factors.

    But data on how well some patients tolerated the pill in the trial came under some analysts’ estimates. 

    About 10.3% of patients who took the highest dose of the pill — 36 milligrams — discontinued treatment due to side effects, compared with around 2.6% of those who took placebo. Those side effects were mainly gastrointestinal, such as nausea and vomiting, and mild to moderate in severity. An estimated 24% of those who took the highest dose experienced vomiting, while 33.7% and 23.1% had nausea and diarrhea, respectively.

    Ahead of the data, BMO Capital Markets analyst Evan Seigerman said he expected less than 10% of patients on the highest dose of the pill to discontinue treatment due to side effects and lower rates of vomiting, nausea and diarrhea.

    More patients stopped taking the pill due to side effects compared with existing GLP-1s on the market, said Dr. Caroline Apovian, co-director of the Center for Weight Management and Wellness at Brigham and Women’s Hospital. The discontinuation rates due to side effects in late-stage trials on Wegovy and Eli Lilly’s weekly obesity injection Zepbound are around 7% or less.

    She noted that almost a quarter of patients on the highest dose of the pill discontinued treatment for any reason, cautioning that the enthusiasm for orforglipron should be tempered “because we get all this excitement, and then the pill comes out, and then nobody can take it.”

    It’s unclear why, apart from side effects, those patients discontinued the pill.

    But University of Florida’s Sheer said she doesn’t believe the discontinuation rates or side effects will be a deciding factor for physicians when prescribing the pill. 

    She believes an oral option could actually make more physicians more comfortable prescribing a GLP-1 to patients. Some physicians are currently hesitant to prescribe injections because they “may not know how to tell patients how to use them,” Sheer added. 

    Almandoz said prescribing decisions are going to depend on the patient’s specific needs and preferences, as well as access and affordability. An injectable GLP-1 may be the preferred option for patients whose priority is a greater level of weight loss or those who have significant cardiometabolic complications, or health issues that arise from cardiovascular diseases and metabolic disorders. 

    But an oral GLP-1 could be the best fit for those who “prioritize simplicity or convenience or have these logistical challenges with injections,” he said.

    The detailed results from the trial will be presented in September at a European medical meeting and published in a peer-reviewed journal. More phase three trial results on the pill will be shared later this year, including from a study on adults who have obesity or are overweight and have Type 2 diabetes.

    Wegovy, Eli Lilly’s pill, orforglipron and Novo Nordisk’s diabetes pill Rybelsus all work by targeting a gut hormone called GLP-1 to promote weight loss and regulate blood sugar. But unlike those other medications, Eli Lilly’s pill is not a peptide medication. That means it is absorbed more easily in the body and doesn’t require dietary restrictions like Rybelsus does.

    Eli Lilly is currently about three years ahead of other drugmakers developing pills, including Pfizer, AstraZeneca, Roche, Structure Therapeutics and Viking Therapeutics, Guggenheim analyst Seamus Fernandez previously CNBC.

    Some analysts expect the market for GLP-1s to be worth more than $150 billion annually by the early 2030s. Oral GLP-1s could grow to be worth $50 billion of that total, Fernandez said.

    — CNBC’s Angelica Peebles contributed to this report.

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  • Restaurant Brands International Inc. Reports Second Quarter 2025 Results – Restaurant Brands International

    1. Restaurant Brands International Inc. Reports Second Quarter 2025 Results  Restaurant Brands International
    2. Burger King owner RBI reports mixed Q2 results, confirms outlook  Investing.com
    3. Restaurant Brands beats quarterly sales estimates on improving fast-food demand  TradingView
    4. Restaurant Brands (QSR) Reports Earnings Tomorrow: What To Expect  Yahoo Finance
    5. Restaurant Brands Beats Revenue Targets With Marketing And Promotions  Finimize

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  • Kering, Conservation International and Inditex publish 2024 Annual Report for Regenerative Fund for Nature

    Originally set up by Kering and Conservational International in 2021, with Inditex joining in 2023, the Regenerative Fund for Nature has been supporting the transition to regenerative agricultural practices in fashion’s supply chains, building healthier ecosystems, supporting farmers, and strengthening communities.

     

    The Regenerative Fund for Nature’s 2024 Annual Report is a testament to its efforts on the ground and in the landscapes where fashion begins, highlighting the measurable progress and positive impact the Fund has achieved over the year. With a focus on cotton, wool, leather and cashmere production systems, the Fund has continued to expand since its launch by adding more hectares and beneficiaries through new projects. By the end of 2024, the portfolio included thirteen projects in eight countries with 1.1 million hectares and 105,000 beneficiaries enrolled, directly or indirectly impacted by the Fund’s investments.

     

    The Regenerative Fund for Nature is forging an exciting and innovative path toward transformational change for the fashion industry, pooling resources, sharing knowledge and spearheading innovative projects for a nature-positive future.  
     

     

    Download the 2024 Annual Report here.

     

     

    Discover the Regenerative Fund for Nature here. 
     

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  • Airlink and Azorra finalize lease of 10 new Embraer E195-E2s

    Airlink and Azorra finalize lease of 10 new Embraer E195-E2s

    Airlink and Azorra have finalized a lease agreement that will see the Johannesburg-headquartered airline acquire 10 new Embraer E195-E2 twin-engine passenger aircraft, with the first delivery scheduled for later this year.

    This follows the previously announced selection of the E195-E2s by Airlink, South Africa’s leading full-service airline.

    Azorra, the Fort Lauderdale-based lease, finance and asset management firm will supply the newly-built aircraft which will augment Airlink’s current 68-strong fleet.

    Deliveries of the 10 E195-E2s from Embraer’s facilities in Brazil, will begin later this year and be completed in 2027. Airlink has operated Embraer aircraft since 2001.

    The new aircraft, which will seat up to 136 passengers in a two-by-two cabin layout, will provide Airlink with additional capacity to enhance its competitiveness on high-density routes and their additional range will create opportunities to open new routes to serve more destinations across sub-Sahara Africa.

    Airlink will derive additional savings from the high degree of operating, maintenance, training and equipment commonality between its existing E-Jets and the new E2s, including similar flightdecks, operating procedures and handling. This will also ensure a streamlined entry into service.

    Airlink CEO, de Villiers Engelbrecht, says: “It is an exciting and daunting moment for Airlink. Exciting because it heralds the next phase of Airlink’s development and growth as the leading regional airline in Southern Africa and now possibly beyond. Daunting, as there is a lot to do in the weeks ahead before the first aircraft enters service, hopefully in December this year, but I have no doubt that the Airlink team will deliver, as they always do.”

    John Evans, CEO at Azorra, says: “This is an exciting step forward in our partnership with Airlink. The addition of the E195-E2 to their fleet highlights our shared commitment to operational efficiency, sustainable growth, and increased capacity and service. We’re proud to work alongside Embraer and Pratt & Whitney to bring next-generation aircraft to Airlink, supporting enhanced connectivity across Africa.”

    Arjan Meijer, President and CEO Embraer Commercial Aviation, says: “We are proud to deepen our long-standing partnership with Airlink as it takes this next step into the future with the E195-E2. This aircraft is the most efficient single-aisle jet in its class and perfectly suited to support Airlink’s ambitious growth plans across Southern Africa. We look forward to seeing the E2 in Airlink’s livery, delivering unmatched performance, comfort, and sustainability.” Images: https://embraer.imagerelay.com/fl/13349ba48bf34f808a9a418b20beaa11


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  • Dentons advises funds managed by Apollo Global Management on eight property UK PBSA portfolio sale – Dentons

    1. Dentons advises funds managed by Apollo Global Management on eight property UK PBSA portfolio sale  Dentons
    2. News – Canadian investor buys nearly 3,500 student beds for £500m  Inside Housing
    3. QuadReal Acquires UK Student Housing Portfolio from Apollo Funds  Connect CRE
    4. Weekly Data Sheet – 1 August 2025  IPE Real Assets
    5. QuadReal acquires 3,500 bed student housing portfolio for over £500m from Apollo  Yahoo Finance

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  • Decline in global trade driven by manufacturing in July – S&P Global

    1. Decline in global trade driven by manufacturing in July  S&P Global
    2. Asia Factory Outlook at Lowest Since Pandemic on Trump Tariffs  Bloomberg.com
    3. Global PMIs: July decline led by the US – Standard Chartered  FXStreet
    4. Global factory activity dips as PMI falls below 50 in July  Fibre2Fashion
    5. ASEAN Manufacturing Edges Back Into Growth After Slowdown  Finimize

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  • Baker McKenzie advises Tata Autocomp, through its subsidiary Artifex, on the acquisition of IAC Slovakia | Newsroom

    Baker McKenzie advises Tata Autocomp, through its subsidiary Artifex, on the acquisition of IAC Slovakia | Newsroom

    Further to Baker McKenzie’s mandate supporting Tata Autocomp Systems Limited (TACO) with its majority acquisition of Artifex Interior Systems Limited (Artifex) earlier this year, the Firm has advised Tata Autocomp on its acquisition of IAC Group (Slovakia) s.r.o. (IAC Slovakia) though its subsidiary, Artifex.

    With revenues of $190 million in FY24, IAC Slovakia manufactures automotive interior and exterior components, including door and trim systems, pillars, instrument panels, cockpits, and consoles, for global original equipment manufacturers (OEMs) including Jaguar Land Rover and Volkswagen. With this acquisition, TACO continues to strengthen its presence in Europe’s automotive sector.

    Completion of this transaction is subject to receipt of relevant regulatory approvals and certain other matters.

    The Baker McKenzie team was led by London Corporate Partner, Ash Tiwari, and Senior Associate, Priya Shah, with London Partners, Sue McLean and Natalie Ellerby, leading on the transitional services and IP licensing workstreams respectively.

    The wider Baker McKenzie London team included:

    • Corporate: Ambrose Teo, Eli Clinton-Davis, Samuel Trevor
    • Competition: Luis Gomez, Zareenah Rasool
    • Intellectual Property: Lucy Robertson
    • Restructuring & Insolvency / Banking: Priyanka Usmani, Matthieu Hucker
    • Tax: Matthew Legg, Taras Varava, Fewa Olu-Martins

    Co-Head of the M&A Practice Group of Baker McKenzie Prague, Alexandr César, and Senior Associate, Jan Dudík, provided Slovak law advice, together with Slovak law firm, Marek Partners.

    Commenting on the transaction, Baker McKenzie London Corporate Partner, Ash Tiwari, said: “We are delighted to have partnered with TACO again to continue supporting their expansion strategy to become the partner of choice for global OEMs. This has been a transaction of significant complexity which has drawn on Baker McKenzie’s cross-specialist expertise across commercial, competition, intellectual property, tax, restructuring and insolvency and banking related matters. We look forward to a successful closing.”

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  • Highway to resolution: The Motor Finance judgment – Dentons

    1. Highway to resolution: The Motor Finance judgment  Dentons
    2. Car finance: What should I do to check if I am owed compensation?  BBC
    3. Rathi hits back at claims FCA redress plan is unworkable  Yahoo Finance
    4. Motor finance sector braces for operational test after Court ruling  Motor Finance Online
    5. Car loan scandal: Short bets against Close Brothers continue to fall  TheBanker.com

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  • China’s New Judicial Interpretation II on Labor Disputes: An Overview

    China’s New Judicial Interpretation II on Labor Disputes: An Overview

    China’s Judicial Interpretation II on Labor Disputes clarifies key legal standards for handling employment disputes in China. This article examines its legislative context, major changes, and why foreign-invested enterprises must proactively review their employment practices. 


    On August 1, 2025, China’s Supreme People’s Court (SPC) released the long-awaited Judicial Interpretation II on the Application of Law in Labor Dispute Cases (Fa Shi [2025] No. 12, hereinafter “Judicial Interpretation II on Labor Disputes” or “Judicial Interpretation II”), along with a set of illustrative cases. Both will take effect on September 1, 2025.

    The interpretation addresses several contentious and complex issues in labor dispute adjudication, including employer liability in outsourcing and subcontracting arrangements; the determination of labor relationships in mixed employment scenarios; exceptions to double wage compensation for failure to sign written labor contracts; eligibility to enforce non-compete obligations; legal liability for failing to contribute to social insurance; and arbitration time-limit defenses raised during litigation, among others.

    This new interpretation reflects the SPC’s ongoing effort to unify judicial standards and provide clearer guidance for handling labor disputes in an increasingly complex employment environment. In this article, we offer a high-level overview of the interpretation background, drafting process, and key provisions. In subsequent articles of this series, we will delve deeper into specific rules and analyze their practical implications for employers and HR compliance teams. Subscribe to stay updated on these critical developments.

    Judicial Interpretation II on Labor Disputes Series:

    • Subcontracting Risks: When Hiring an Unlicensed Entity Creates Employer Liability (Article 1-2)
    • Who’s the Employer? Managing Risks in Intra-Group and Dual Employment Scenarios (Article 3)
    • Employment of Foreign Nationals and Foreign Enterprises: What’s New?
    • Double Wage Liability: When Failing to Sign a Contract Gets Expensive (Article 6-7)
    • Automatic Renewals and Open-Ended Contracts: What Triggers What? (Article 8-11)
    • Training Costs and Service Periods: When Can Employers Claim Damages? (Article 12)
    • Non-Compete Agreements: How to Stay Within the Legal Boundaries (Article 13-15)
    • Illegal Termination and Continuation of Employment: Key Legal Consequences (Article 16-18)
    • Social Insurance Compliance: No Waivers, No Excuses (Article 19)
    • Arbitration Time Limits: How New Evidence Can Still Change the Case (Article 20)

    Background and legislative process

    In line with the rollout of China’s Civil Code, the SPC has been working to streamline and modernize its judicial interpretations, including those governing labor disputes. This effort began with the release of Judicial Interpretation I in 2021, which consolidated four previous documents into a unified framework.

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    Since then, China’s labor landscape has continued to evolve. Disputes involving non-compete clauses, employee benefits, and social insurance obligations have become more frequent and complex, posing new risks for employers and complicating efforts to maintain compliant and stable labor relations. For HR teams and legal departments, the lack of unified judicial standards in these areas has made dispute prevention and resolution more challenging.

    To address these gaps, the SPC released a draft version of Judicial Interpretation II in 2023, prompting extensive feedback from legal practitioners and the business community. Over the next 18 months, the SPC reviewed this input and made significant revisions.

    The current final version reflects a more targeted approach. The number of provisions was reduced from 27 to 21, with several contentious clauses—such as those on equity incentive disputes and special time limits for annual leave claims—removed. The remaining provisions were revised for clarity and practical application, with a focus on balancing employee protection and employer accountability.

    For companies operating in China, the interpretation offers much-needed legal clarity on several long-standing grey areas. Understanding these changes is essential for updating employment practices, managing compliance risk, and handling disputes effectively.

    Guiding principles and key highlights

    Judicial Interpretation II is built on three guiding principles: supporting employment stability alongside high-quality economic development; balancing the protection of employee rights with employer sustainability; and combining fairness with differentiated treatment based on real-world scenarios. The interpretation addresses both long-standing ambiguities and emerging challenges in China’s evolving labor landscape.

    Below are some of the key highlights:

    Promoting stable employment and supporting economic development

    One of the core objectives of the interpretation is to encourage employers to uphold their social responsibilities around job stability. Frequent use of short-term labor contracts undermines employment security and weakens long-term workforce development. To address this, the interpretation clarifies what constitutes “two consecutive fixed-term contracts” under Article 14 of the Labor Contract Law—often a trigger for mandatory non-fixed term employment. Specific situations now recognized include:

    • Contract extensions totaling over one year;
    • Automatic contract renewals after expiry; and
    • Changes in contract signatory entities not caused by the employee.

    These clarifications aim to reduce disputes and prevent employers from circumventing obligations to offer open-ended contracts, thereby promoting more stable employment relationships.

    The interpretation also encourages the healthy flow of talent. It limits the enforceability of non-compete clauses, stating that such clauses are invalid if the employee was not actually exposed to trade secrets or confidential IP-related information. Furthermore, non-compete terms must be reasonably aligned with the scope, region, and duration of the confidential exposure. This supports labor market fluidity and reduces overly broad contractual restrictions that can hinder innovation and mobility.

    Balancing employee protection with employer operations

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    The interpretation emphasizes the principle of good faith, encouraging both parties to honor contractual commitments. For example, if an employer provides special treatment (such as training subsidies or relocation benefits) under an agreed term of service, and the employee fails to fulfill that term, courts may award compensation based on actual losses, the degree of fault, and the duration of service performed.

    It also clarifies employer liability regarding unsigned labor contracts. While the Labor Contract Law requires written contracts and mandates double wage penalties for non-compliance, the interpretation limits this liability when the employer can prove that the employee deliberately or negligently refused to sign a written contract. This provision offers some protection for employers acting in good faith but facing non-cooperative behavior from employees.

    Strengthening fairness while addressing real-world complexities

    The interpretation tackles persistent issues in labor practices, such as illegal subcontracting, use of affiliated companies, and avoidance of social insurance obligations:

    • Subcontracting and affiliation: If a contractor or affiliated party subcontracts work to an unqualified entity or allows unauthorized parties to “attach” to their license, they remain responsible for employee wages and workplace injury insurance.
    • Mixed employment scenarios: Where no formal contract exists but multiple affiliated companies are involved, courts will assess actual work arrangements, including job duties, wage payments, and social insurance contributions, to determine the true employer.
    • Social insurance obligations: Any agreement between employer and employee to waive social insurance contributions is invalid. If an employee resigns on the grounds that contributions were not made and claims severance pay, the court will support that claim. Employers may recover reimbursed contributions made in accordance with administrative orders.

    These rules are intended to uphold the integrity of the social insurance system, safeguard employee entitlements, and reduce compliance risks—especially important in the context of population aging and increasing labor costs.

    Additional clarifications

    The interpretation also provides guidance on other practical issues, including:

    • Labor relationships involving foreign employees;
    • Employer obligations when work continues beyond contract expiry;
    • Conditions under which labor contracts are deemed impossible to perform;
    • The impact of occupational health assessments on dismissal decisions; and
    • How arbitration time limits can be raised as a defense in court proceedings.

    Six model cases were released alongside the interpretation to illustrate how these rules are applied in practice. These examples, drawn from local court experience, provide valuable reference points for companies navigating labor risk.

    Why FIEs should pay attention

    Foreign-invested enterprises (FIEs) operating in China often maintain relatively standardized human resources practices. However, the complexity of China’s labor law system, particularly the regional variations and frequent policy updates, presents ongoing compliance challenges. For FIEs, legal predictability and compliance costs are top of mind, as labor disputes can directly impact operational efficiency, internal morale, and corporate reputation.

    Judicial Interpretation II addresses many of the high-risk areas where labor disputes frequently arise and establishes clearer judicial standards for how such cases will be adjudicated going forward. As a result, it has direct implications for how FIEs manage labor relationships in China across several key areas.

    For example, the interpretation provides specific guidance on commonly disputed matters such as contract formation and termination. These are central to determining whether an enterprise’s employment practices meet legal requirements. In this sense, the interpretation serves as both a compliance benchmark and a risk-prevention tool.

    FIEs also tend to rely on employment structures such as intra-group secondment, outsourcing, and the hiring of foreign nationals. These arrangements, while often operationally necessary, are prone to being classified as “de facto employment relationships” under Chinese law—potentially shifting labor liabilities onto the FIE itself. Judicial Interpretation II introduces stricter criteria for determining the legitimacy of such arrangements, making it essential for FIEs to clearly define employment responsibilities and avoid informal or undocumented labor practices.

    Moreover, intellectual property and trade secret protection are a top priority for many FIEs. Non-compete agreements are a common tool to retain key personnel and safeguard confidential information. The interpretation refines the enforceability criteria for non-compete clauses, including rules on geographic scope, duration, compensation standards, and liability for breach. This calls for FIEs to revisit the design of their non-compete agreements—ensuring, for example, that they specify competitor lists, clarify payment mechanisms, and strictly fulfill compensation obligations post-termination to uphold the agreement’s validity.

    Action points: Ensure compliance before September 1, 2025

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    Judicial Interpretation II is not an isolated legal update—it is part of China’s ongoing effort to modernize and refine its labor law system. At its core, the interpretation aims to clarify legal rules, unify adjudication standards, and strike a balance between protecting employee rights and preserving employer autonomy in workforce management.

    For FIEs, this development should be viewed not only as a legal compliance requirement but also as a strategic opportunity. While minimizing legal exposure is a necessary defensive move, proactively aligning employment practices with interpretation can help optimize labor management, reduce internal friction, and improve operational efficiency.

    To prepare for the implementation of the interpretation, FIEs should conduct a targeted review of their employment practices and policies. Key actions include:

    • Review qualifications of contracting partners: Terminate cooperation with unlicensed subcontractors or affiliated entities. Clearly assign employment responsibilities in service agreements to avoid liability spillover.
    • Standardize intra-group employment practices: Harmonize employment terms across group entities and eliminate undocumented cross-entity labor arrangements. Use tripartite agreements to define labor relationships between the employee, dispatching entity, and host company.
    • Upgrade labor contract templates: Incorporate triggers for open-ended contracts, append non-compete scope and restrictions, and specify how damages will be calculated if service period obligations are breached.

    By taking these steps before Judicial Interpretation II comes into force on September 1, 2025, FIEs can better manage compliance risks and create a more stable, trustworthy employment environment in the China market.

    About Us

    China Briefing is one of five regional Asia Briefing publications, supported by Dezan Shira & Associates. For a complimentary subscription to China Briefing’s content products, please click here.

    Dezan Shira & Associates assists foreign investors into China and has done so since 1992 through offices in Beijing, Tianjin, Dalian, Qingdao, Shanghai, Hangzhou, Ningbo, Suzhou, Guangzhou, Haikou, Zhongshan, Shenzhen, and Hong Kong. We also have offices in Vietnam, Indonesia, Singapore, United States, Germany, Italy, India, and Dubai (UAE) and partner firms assisting foreign investors in The Philippines, Malaysia, Thailand, Bangladesh, and Australia. For assistance in China, please contact the firm at china@dezshira.com or visit our website at www.dezshira.com.

     

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  • Iron ore futures close lower-Xinhua

    DALIAN, Aug. 7 (Xinhua) — Iron ore futures closed lower on Thursday in daytime trading at the Dalian Commodity Exchange (DCE).

    The most active iron ore contract for September 2025 delivery dipped 2 yuan (about 28 U.S. cents) to close at 793 yuan per tonne.

    On Thursday, the total trading volume of 12 listed iron ore futures contracts on the exchange was 423,979 lots, with a turnover of about 33.15 billion yuan.

    As the world’s largest importer of iron ore, China opened the DCE iron ore futures to international investors in May 2018.

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