Qingfeng Zhou

Attorney Zhou serves clients throughout the Zigong region with dedicated and professional legal services.

Practice Focus

Zhou Qingfeng is a Chinese lawyer at Sichuan Zhongye Law Firm in Zigong, Sichuan Province. Practice Focus He serves as standing legal counsel for multiple enterprises, providing precise analysis of legal risks in business operations. His expertise covers criminal defense, divorce and family disputes, labor and employment disputes, employment termination matters, and workers' compensation claims. In employment law, Attorney Zhou has developed deep expertise in wrongful termination and labor dispute resolution. The PRC Labor Contract Law, which came into effect in 2008, governs employment relationships in China. Under Article 39, an employer may terminate a labor contract without compensation only in limited circumstances, such as when the employee fails to meet probation period requirements, seriously violates company policies, or is held criminally liable. Under Articles 40 and 41, the employer may terminate with severance compensation in cases of incompetence after training or position adjustment, significant changes in objective circumstances, or workforce reductions. His criminal defense practice covers cases from the investigation stage through trial. In family law, he handles divorce, property division, and child custody matters. He also provides corporate legal counsel services to enterprises, helping them with contract drafting, compliance, and risk management. Where local counterparties rely on relationship pressure, I re-anchor discussions to contract text, statutory rights, and verifiable performance records. Working Method Attorney Zhou represents both employers and employees in labor dispute arbitration proceedings before Zigong labor arbitration commissions. The limitation period for labor arbitration claims is one year from the date the party knew or should have known of the infringement of its rights. In workers' compensation cases, he assists injured workers in filing claims, navigating the work-related injury determination process, and pursuing full compensation under Chinese labor law. He holds a Bachelor of Laws degree and is a member of the China Law Society. He combines solid and profound legal theory knowledge with rich frontline practical experience. If the employer terminates without legal grounds, the employee may claim reinstatement or double severance compensation under Article 87. I convert complex Chinese procedure into a dated checklist with owners for translation, notarization, and internal sign-off across time zones.

China employment and labor law covers employment contracts, termination procedures, social insurance, work injury compensation, and non-compete agreements. Qingfeng Zhou advises both employers and employees on compliance, dispute prevention, and resolution strategies.

• ⚖️ Written scope and remedy map agreed before substantive work begins
• 📜 Bilingual document control with translation and verification plan
• 🛡️ Deadline and limitation tracking with clear escalation triggers
• 💼 Settlement and enforcement options evaluated in parallel

Foreign employers in China should ensure employment contracts comply with PRC labor law, establish clear termination and severance policies, and maintain proper social insurance and housing fund registrations for all employees.

Local Practice in Zigong

Qingfeng Zhou practices in Zigong, Zigong. Local administrative practice in Sichuan can affect filing logistics even when national statutes are uniform. Qingfeng Zhou monitors implementation details relevant to Wrongful Termination matters and coordinates with notaries, translators, and technical experts when required. File management emphasizes version control for bilingual drafts and hearing calendars. Clients receive periodic status updates with deadlines and decision points requiring business instructions.

Qingfeng Zhou does not promise case outcomes. The commitment is disciplined process, candid risk assessment, and advocacy within PRC law and professional rules. Fee arrangements and confidentiality boundaries are confirmed before substantive drafting. Clients receive periodic status updates with deadlines and decision points requiring business instructions.