Legal Information

23 2026-9

How much does a corporate legal advisor cost per year?

The annual fee for corporate legal consultants is priced according to the size of the enterprise: the basic package for small and micro enterprises costs about 10,000 to 20,000 yuan, the package for medium-sized enterprises costs 30,000 to 80,000 yuan, and the package for large enterprises costs more than 100,000 yuan. It is recommended to discuss the details in person and sign a written contract.

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23 2026-9

Do small and medium-sized enterprises need to hire legal consultants?

Small and medium-sized enterprises also need legal advisors, as there are hidden risks in everything from company establishment and contract signing to employee management and debt collection. Henglue advises that enterprises with annual revenue of over one million yuan should at least appoint a basic legal advisor.

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23 2026-9

Can a corporate legal advisor assist in reviewing contracts?

Corporate legal advisors can review contracts and identify loopholes in clauses regarding effectiveness and breach of contract. Henglue once represented a client in a franchise contract arbitration, helping the client recover a total of 25,756.6 yuan in security deposits and loan payments.

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23 2026-9

What do corporate legal advisors do? What are their services?

Corporate legal advisors provide comprehensive services including consultation, contract review, compliance management, labor employment, intellectual property and data protection, investment and financing, and dispute resolution.

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23 2026-9

How much does it cost to hire a full-time legal consultant for a company every year?

The annual legal advisory fees are set at market-regulated prices, which are negotiated between the law firm and the client. They are usually packaged on an annual basis and priced according to the size of the enterprise and the complexity of the business.

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23 2026-9

Can legal advisory services be provided via online consultation?

Full-time legal advisory services generally support online consultations such as phone calls, videos, and emails, which are suitable for daily compliance questions and contract preliminary reviews. However, it is still recommended to conduct offline consultations for major matters.

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23 2026-9

What is the difference between a legal advisor and a specialized lawyer?

Full-time legal advisors provide long-term comprehensive preventive services, while specialized lawyers offer project-specific services for specific projects or disputes. The two types of services differ in terms of their duration and depth of engagement.

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23 2026-9

How can companies legally lay off employees and avoid labor arbitration?

According to Article 41 of the Labor Contract Law, legal layoffs require giving notice 30 days in advance, reporting to the labor administrative department, and paying economic compensation. This can reduce the risk of arbitration.

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23 2026-9

After the company receives the labor arbitration application, how should it respond to it?

When the company receives the arbitration application, it should submit its defense and evidence within the response period, with a focus on reviewing the basis of the claims and the evidence provided. Either ignoring the application or failing to enforce the ruling after losing the case will increase the risks involved.

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23 2026-9

How can a company legally lay off employees to avoid labor arbitration?

Legal layoffs must follow the procedures of economic layoffs or negotiated terminations. Dismissals due to attendance violations must be supported by proof of the publicized system and the facts of the violation, otherwise, the employer shall pay 2N compensation.

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23 2026-9

How is the double pay calculated if an employee hasn't signed a labor contract and applies for it?

The maximum support period for double wages in the absence of a signed contract is 11 months, and the base amount includes wages, bonuses, and allowances. The arbitration period is calculated on a monthly basis, so it is recommended to provide payroll records as evidence and apply for arbitration as soon as possible.

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23 2026-9

How to address the compliance risks in labor and personnel management of enterprises?

The compliance risks in corporate labor and personnel management mainly focus on the termination of employment contracts and the handling of social insurance issues. In cases of illegal termination, the employer must either continue to fulfill the contract obligations or pay 2N compensation. It is recommended to establish a compliance process and hire professional lawyers to handle these matters.

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23 2026-9

Is the non-compete agreement valid without compensation?

If the non-compete agreement does not stipulate compensation or if the employer fails to pay the compensation, the employee may request to terminate the agreement. According to the judicial interpretation, if the employer fails to pay the compensation within three months, the employee may request to terminate the non-compete agreement.

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23 2026-9

How much do I have to pay as compensation for breaching the non-compete agreement?

The penalty for breaching the non-compete agreement is primarily compensatory in nature, and the employer needs to prove the actual losses incurred. If the agreed amount is too high, the court may reduce it, and the clause may not take effect if the compensation is not paid. Henglue Labor Team can evaluate this matter.

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23 2026-9

How to resolve non-compete restriction disputes? What are the legal provisions regarding this?

Non-compete restriction disputes can be resolved through negotiation, mediation, arbitration, or litigation; they are limited to executives and other personnel, with a timeframe not exceeding two years, and the employer must provide compensation. Henglue Labor Team provides practical support in this regard.

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