I recently received a message from an American lawyer interested in working abroad. In this post I share part of my reply, together with some additional comments. While this post is China-focused, most of what I say applies to other countries. It’s also important to note that much of what follows is moot at this

Next week, I will be a panelist at a Washington State Bar Association (WSBA) event discussing dual nationality. I’ll be sharing the platform with Dr. Dana Raigrodski and David Freeburg. Registration is free, and if you’re an attorney in Washington State, you can earn CLE credit for attending. Interestingly, the event being scheduled on St.

If you are a China employer, you need written employment contracts with enforceable provisions for all of your China employees. But merely putting the terms and conditions regarding the employment relationship in writing is not sufficient to protect you. An unenforceable employment contract or even an unenforceable provision in an otherwise well-written employment contract can hurt you as the employer.

My goal with this talk was never to explain the laws in various countries so that they could handle all of their clients' foreign legal matters. More than anything, my goal was to get the lawyers in the audience to (with apologies to Apple and to grammarians everywhere) think different. I wanted to get the lawyers in the room (and I mean this literally, these talks being pre-COVID) uncomfortable about representing companies on foreign legal matters. I wanted their discomfort to get them not to lazily assume things. 

How will China treat Gender-Neutral Passports and those who enter China with them?

Third party hiring agencies and PEOs are risky for China.