本文作者/The Authors：
劳伦斯・C・奥希内梅
Lawrence C. Ohineme
雷米・阿约德勒
Remi Ayodele
奥卢瓦布米・阿金桑亚
Oluwabunmi Akinsanya
伊费奥卢瓦・阿德卢巴
Ifeoluwa Adelugba
本文译者/The Translator：
欧阳诚韩 Ouyang Chenghan
一、前言 Foreword
尼日利亚作为西非地区的经济大国和 “一带一路” 倡议在非洲的重要合作伙伴，凭借庞大的人口基数、丰富的自然资源及日益增长的市场潜力，已成为中资企业开拓非洲市场的重点区域，双方在能源、基建、制造等多个领域的合作持续深化。尼日利亚劳动法体系由多部制定法、判例法及国际劳工标准构成，在雇佣合同、工资福利、外籍劳工管理等方面设有细致规定，对中资企业的合规运营构成关键挑战。
As a major economic power in West Africa and an important partner of China's "Belt and Road" Initiative in Africa, Nigeria, with its huge population, abundant natural resources and growing market potential, has become a key region for Chinese enterprises to explore the African market. The cooperation between the two sides in energy, infrastructure, manufacturing and other fields continues to deepen. Nigeria's labor law system is composed of multiple statutory laws, case laws and international labor standards. It has detailed provisions on employment contracts, wage benefits, management of foreign workers, etc., which pose key challenges to the compliant operation of Chinese enterprises.
Lawrence Ohineme, Remi Ayodele, Oluwabunmi Akinsanya及Ifeoluwa Adelugba等来自尼日利亚的专业律师，凭借其对尼日利亚劳动法体系的深刻理解与丰富实务经验，深度整合了尼日利亚劳动法的实体规范、判例法原则及最新修订内容，并提炼出雇佣合同、外籍劳工管理、社会保险、集体谈判及纠纷解决等全流程的关键条款与风险。其专业解读旨在协助中资企业克服当地复杂的制度文化差异，建立覆盖员工招聘至合同终止及争议应对的完整合规体系，为在尼日利亚市场的稳健运营与可持续发展提供核心法律保障。
Professional Nigerian lawyers including Lawrence Ohineme, Remi Ayodele, Oluwabunmi Akinsanya, and Ifeoluwa Adelugba, drawing on their profound understanding of Nigeria's labor law system and rich practical experience, have thoroughly integrated the substantive norms, case law principles, and latest amendments of Nigerian labor laws. They have also distilled key clauses and risks throughout the entire process, such as employment contracts, foreign labor management, social insurance, collective bargaining, and dispute resolution. Their professional interpretations aim to help Chinese enterprises overcome complex local institutional and cultural differences, establish a comprehensive compliance system covering everything from employee recruitment and contract termination to dispute response, and provide core legal safeguards for the stable operation and sustainable development in the Nigerian market.
（下文为《尼日利亚劳动法概览》节选内容之下半部分，完整版详见《一带一路沿线国家劳动法律环境报告》之尼日利亚篇）
(The following content is excerpted from Nigerian Labor Law Overview - Part B. For the full version, refer to the Nigerian Chapter in Invitation to Contribute to The Labor Law Environment Report of the "Belt and Road" Countries.)
二、数据隐私法 Data Privacy Law
（一）雇员个人信息的保护 Protection of employees' personal information
《尼日利亚数据保护法》（NDPA）第24条列出了数据处理的原则，具体如下：
1. 合法性、公正性和透明度——个人数据的处理应公平、合法且以透明的方式进行。
2. 目的限制——个人数据的收集应出于特定、明确且合法的目的，且不得用于与这些目的不相符的处理。
3. 完整性和保密性——数据控制者或数据处理者应采取适当的技术和组织措施，确保个人数据的保密性、完整性和可用性。
4. 准确性——个人数据应准确、完整，并在必要时保持更新。
5. 数据最小化——个人数据应充足、相关，且仅限于为实现处理目的所必需的范围。
6. 可问责性——个人数据的处理应使控制者能够证明其符合NDPA的规定，并对这种合规性负责。这包括确保个人数据的适当安全性。
7. 存储限制和保留——个人数据的存储形式应允许识别数据主体，且存储时间不得超过实现处理目的所必需的期限。
The principles governing data processing are listed in Section 24 of the NDPA, and they are:
1. Lawfulness, fairness and transparency- Personal data shall be processed fairly and lawfully and in a transparent manner.
2. Limitation of purpose- Personal data shall be collected for specified, explicit and legitimate purposes and not processed in a manner that is incompatible with those purposes.
3. Integrity and confidentiality- A data controller or data processor shall use appropriate technical and organisational measures to ensure confidentiality, integrity, and availability of personal data.
4. Accuracy- Personal data shall be accurate, complete and, where necessary, kept up-to-date.
5. Data minimisation- Personal data shall be adequate, relevant and limited to what is necessary in relation to the purposes for which it is processed.
6. Accountability— Personal data shall be processed so that the controller can demonstrate compliance with the NDPA and be responsible for that compliance. This includes ensuring the appropriate security of personal data.
7. Storage limitation and retention- Personal data shall be kept in a form which permits identification of data subjects and for no longer than is necessary to achieve the purposes for which it is processed.
（二）禁止性规定 Prohibition
禁止在未获得同意的情况下访问和处理个人数据。数据控制者或数据处理者不得向尼日利亚境外的国家转移个人数据，除非这些国家能提供足够水平的数据保护，或已采取适当的保障措施（如具有约束力的公司规则、合同条款、行为准则或认证机制）。
Accessing and processing personal data without consent is prohibited. A data controller or data processor is restricted from transferring personal data to countries outside Nigeria unless those countries provide an adequate level of data protection or appropriate safeguards are in place, such as binding corporate rules, contractual clauses, codes of conduct, or certification mechanisms.
三、外国公司雇佣规则 Employment Rules for Foreign Companies
（一）就业限制 Employment Restrictions
某些行业对就业设有特定限制。在银行业，《尼日利亚外国银行代表处监管指南》第3条规定，尼日利亚代表处（ROs）严格限于非商业活动，如市场营销、联络和推广工作。其禁止开展银行业务或其他受监管活动，这意味着它不能像注册的尼日利亚公司那样产生收入、签订合同或为银行业务雇佣员工。此外，尼日利亚高度重视优先启用尼日利亚本土人才，尤其是在石油和天然气等战略行业。《尼日利亚石油和天然气行业内容发展法》（NOGICD）第10条规定了该领域本地就业的具体比例。再者，尼日利亚的外籍配额制度限制了公司可雇佣的外国公民数量，进一步强化了对尼日利亚籍员工的优先偏好。事实上，《2022年外籍配额管理手册》第3（viii）条规定：“石油和天然气行业的公司在获得内政部批准的尼日利亚外籍配额之前，必须先取得尼日利亚内容发展与监督委员会（NCDMB）的推荐意见。”这意味着必须先获得推荐，才能进行任何雇佣。
Certain sectors impose specific restrictions on employment. In the Banking Sector, Section 3 of the Guidelines for the Regulation of Representative Offices of Foreign Banks in Nigeria provides that Nigerian representative offices (ROs) are strictly limited to non-commercial activities, such as marketing, liaison, and promotional work. It is barred from conducting banking business or other regulated activities, meaning it cannot generate revenue, sign contracts, or engage in employment of staff for banking activities in the same way a registered Nigerian company can. In addition, Nigeria places a strong emphasis on prioritizing Nigerian talent, particularly within strategic sectors like oil and gas. Section 10 of the Nigerian Oil and Gas Industry Content Development (NOGICD) Act mandates specific levels of local employment in this area. Furthermore, Nigeria's Expatriate Quota System restricts the number of foreign nationals a company can employ, reinforcing the preference for Nigerian workers. In fact, Rule 3 (viii) of the Handbook on Expatriate Quota Administration 2022 provides that "Companies in the Oil and Gas Industry must obtain recommendations from the Nigerian Content Development and Monitoring Board (NCDMB) before the Ministry of Interior grants approval for Expatriate Quota in Nigeria". Meaning recommendation must be given before any employment can take place.
《移民法》第8条规定，在尼日利亚的外国人通常不得接受雇佣，除非获得移民局长的书面同意，或受雇于联邦政府或州政府。此外，未经部长书面同意，外国人不得独立从事专业工作、创办企业或注册公司，部长可就地点和雇佣事宜设定相关条件。任何为就业、经商或从事专业工作而入境尼日利亚的人，必须向移民官员出示所需的同意文件。未按规定执行的，将构成该法项下的违法行为，并可能作为受禁移民被驱逐出境。若此前豁免这些就业限制的人员丧失豁免资格，其将被视为首次入境尼日利亚的人员，因此，在继续在尼日利亚开展活动前，必须遵守相关移民规定。外籍人员必须持有外籍人士居留许可与外国人身份证（CERPAC），方可在尼日利亚合法工作。
Section 8 of the Immigration Act provides that Foreigners in Nigeria are generally restricted from accepting employment, except with the written consent of the Director of Immigration, unless they are employed by the Federal or State Government. Additionally, they cannot independently practice a profession, establish a business, or register a company without the written consent of the Minister, who may impose conditions regarding location and employment. Anyone seeking to enter Nigeria for employment, business, or professional purposes must present the required consent to an immigration officer. Failure to do so constitutes an offense under the Act and may result in deportation as a prohibited immigrant. If a person previously exempted from these employment restrictions loses their exemption status, they will be treated as a first-time entrant into Nigeria. As a result, they must comply with the relevant immigration requirements before continuing their activities in the country. Foreign personnel are required to secure a Combined Expatriate Residence Permit and Aliens Card (CERPAC) to work legally in the country.
（二）不当雇佣 Wrongful Employmen
违反劳动法、雇佣合同以及道德规范和最佳实践的雇佣规则均属不当雇佣。在尼日利亚，不当雇佣包括：
1. 不遵守注册规定
在尼日利亚开展业务却未进行法人注册；未从相关监管机构获取必要许可。
2. 非法招聘
雇佣合同无效或文件不规范的员工；雇佣外籍人士却未取得工作许可，或超出外籍配额。
3. 歧视性招聘行为
基于种族、性别、宗教或残疾状况进行招聘；因歧视性因素而提供不同的工资或福利。
4. 违反雇佣合同
未支付约定的工资或福利；未经正当程序或未支付离职金而非法解雇员工。
5. 劳动剥削和强迫劳动
参与不公平劳动行为，例如让员工超时工作却不支付加班费；在不安全或不人道的条件下雇佣工人。
Employment rules that violate labor laws, employment contracts, and ethical and best practices are wrongful employment. In Nigeria, it includes:
1. Non-compliance with Registration Rules
Operating in Nigeria without incorporation/registration; Not getting the necessary permits from the relevant regulatory body.
2. Unlawful Hiring
Employing workers with invalid contracts or improper documentation; Hiring expatriates without getting work permits or exceeding the expatriate quota.
3. Discriminatory Hiring Practices
Hiring individuals based on race, gender, religion, or disability; Offering different wages or benefits based on discriminatory factors.
4. Breach of Employment Contracts
Failure to pay the agreed salaries or benefits; Unlawfully terminating employment without due process or severance pay.
5. Labor Exploitation and Forced Work
Participating in unfair labor practices, such as making employees work excessive hours without overtime pay; Hiring workers under unsafe or inhumane conditions.
（三）处罚 Penalties
任何违反雇佣规定的外国公司可能面临：
罚款和处罚；营业执照被吊销；外籍人士被驱逐出境；诉讼和法律行动。
Any foreign company that violates the employment rules may face:
Fines and Penalties; Revocation of Business License; Deportation of Expatriates; Lawsuits and Legal Actions.
四、外籍劳工使用限制 Limitations on the Use of Foreign Workers
有意雇佣外籍劳工的公司必须申请外籍配额。每一位打算在尼日利亚工作的外国公民都必须获得有效的工作许可和居留许可。尽管公司可以雇佣外国公民，但在雇佣外籍劳工方面存在法律限制和合规义务。此举是为了确保尼日利亚人不会被排挤出劳动力市场，同时保障符合资质的尼日利亚人能在其具备相应资格的行业获得就业机会。
Companies that want to employ a foreign worker/expatriate must apply for the grant of an Expatriate Quota. Every foreign national intending to work in Nigeria must obtain valid work and residence permits. While companies can employ foreign nationals, there are legal restrictions and compliance obligations on expatriate employment. This is to ensure that Nigerians are not displaced from the labor force and that qualified Nigerians have employment opportunities in sectors they are qualified in.
此外，公司必须证明当前尼日利亚市场上不存在此类劳动力，因此有必要雇佣外籍劳工，之后才能获得外籍配额。
The company must also show that such labor is not currently available in the Nigerian market, and as such, the employment of foreign labor is required, before the grant of an Expatriate Quota.
五、集体关系 Collective Relations
（一）工会的地位/作用 Status/Role of Unions
《2004年尼日利亚联邦法律汇编第T14章工会法》（经2005年修订，简称TUA）是规范尼日利亚工会的主要立法。该法对成立工人和雇主工会作出了规定。未经登记的工会不得开展活动。同样，在已有为类似目的成立的工会的地方，禁止再登记成立工会。两个或两个以上其成员受雇于同一行业、职业或产业，或受雇于基本相似的行业、职业或产业的工会，可以组建工会联合会（FTUS）。一个著名的工会联合会是尼日利亚劳工大会。
The Trade Unions Act Cap T14, LFN 2004, as amended in 2005 (TUA), is the primary legislation governing trade unions in Nigeria. It provides for the establishment of trade unions of workers and employers. Unregistered trade unions are prohibited from functioning. Likewise, registering a trade union in a place where one already exists for similar purposes is restricted. Two or more trade unions whose members are employed in the same trade, occupation or industry or in substantially similar trades, occupations or industries, may form a Federation of Trade Unions (FTUS). A notable FTU is the Nigeria Labor Congress.
（二）员工代表机构（ERA） Employee Representative Bodies
在涉及裁员、临时解雇等结构调整决策中的员工福利问题时，雇主需咨询工会和员工代表机构。根据《劳动法》第20条，雇主应将预期裁员的原因和规模告知相关工会或员工代表，并就被解雇员工的裁员补偿进行协商。
Trade unions and ERAs are consulted on worker benefits in restructuring decisions like redundancy, layoffs, etc. Under section 20 of the Labor Act, the employer shall inform the trade union or workers' representative concerned of the reasons for and the extent of the anticipated redundancy and negotiate redundancy payments to discharged workers.
（三）集体谈判协议 Collective Bargaining Agreements
关于集体谈判协议的制定程序，并无法定规则。通常情况下，集体谈判协议是在雇主与工人代表或工会领袖成功谈判后达成的，内容涉及：（1）工人的工资薪酬；（2）工作时长；（3）工人的总体服务条件。
There are no statutory rules on the procedure for making CBAs. In general, CBAs are often created after successful negotiation between the employer(s) and workers'representatives or trade union leaders and concern (i) wages and salaries of workers, (ii) hours of work, and (iii) general conditions of service of workers.
六、雇佣关系的终止 Termination of Employment
（一）雇主因正当理由终止雇佣 Termination for Cause by Employer
根据《劳动法》第9条第7款，雇佣合同可在以下情况下终止：
1. 合同期限届满；
2. 工人在合同期限届满前死亡；
3. 按照《劳动法》第11条的规定发出通知，或通过其他法律认可的方式终止。
Under section 9(7) of the Labor Act, a contract of employment may be terminated:
1. by the expiry of the period for which it was made; or
2. by the death of the worker before the expiry of that period; or
3. by notice in accordance with section 11 of the Labor Act, or in any other way in which a contract is legally terminable or held to be terminated.
雇主有权因雇员的行为而立即终止雇佣，无需提前通知。法律并未详细规定哪些行为构成此类情形，但在实践中，包括迟到、工作表现不佳、违反雇主政策以及其他轻微违规行为等。
Employers are entitled to terminate employment without notice by reason of the conduct of the employee. The law does not detail what categories of conduct will give an employer this right. In practice, this includes tardiness, poor performance, breach of employer's policy, and other minor infractions by the employee, etc.
（二）雇员终止雇佣 Termination by Employees
尽管雇佣合同中规定了通知期、代替通知的工资、纪律处分过程中对终止的限制等条款，雇员仍可选择立即终止雇佣。但在此情况下，雇主有权起诉雇员违约，且合同中的丧失权利条款可能生效。
Despite the provisions of the contract of employment on notice period, salary in lieu of notice, restrictions on termination during disciplinary process, an employee may chose to terminate its employment immediately. However, an employer has a right to sue for breach of contract and forfeiture provisions of a contract of employment may kick in.
（三）离职补偿金 Severance
在大规模裁员情况下，离职补偿金的支付具有强制性。对于其他形式的雇佣终止，仅在双方约定的情况下，离职补偿金的支付才具有强制性。
Severance is compulsory under mass redundancy. For other forms of termination, severance payments will only be compulsory if parties have so agreed.
七、雇佣纠纷 Employment Disputes
“不当解雇”一词常被误解为单纯的雇佣关系终止。尽管《2004年劳动法》未明确界定不当解雇，但尼日利亚法院已通过判例法对此作出了清晰阐释。在Ezekwere诉Golden Guinea Brew. Ltd一案中，上诉法院将不当解雇定义为：
The term "Wrongful Dismissal" is often misunderstood as simply the termination of employment. While the Labor Act, 2004 does not explicitly define wrongful dismissal, Nigerian courts have provided clarity through case law. In Ezekwere v. Golden Guinea Brew. Ltd, the Court of Appeal defined wrongful dismissal as:
“雇主无正当理由解雇受雇于固定期限岗位的雇员，或在需提前通知的情况下，于通知期届满前解雇雇员。雇员可选择将合同视为已被拒绝履行，在此情况下，他可就实际已完成的工作按合理价值索赔报酬；或者，若他将合同视为持续有效，则可就失业损失及未能获得的工资提起损害赔偿诉讼”。
"An unjustifiable dismissal of a servant by the master from an engagement for service for a fixed time or, if upon notice, before expiration of the period of notice. The servant may elect to regard the contract as repudiated, in which case he can recover remuneration for what he has actually done on quantum meruit or if he treats the contract as continuing, he may sue for damages for the loss of employment and for wages he has not the opportunity of earnin".
八、纠纷解决 Dispute Resolution
在劳资关系中，由于雇主、雇员和工会之间的动态互动，纠纷在所难免。然而，以维护行业和谐、保持职场关系并确保公正的方式解决这些纠纷至关重要。这正是替代性纠纷解决（ADR）的不可或缺之处。替代性纠纷解决指的是在传统法庭之外解决纠纷的各种机制，包括协商、调解、和解和仲裁。这些流程在劳动纠纷中尤为重要，因为在这类纠纷中，维持和平关系以及确保快速公正的结果至关重要。
In the context of industrial relations, disputes are inevitable due to the dynamic interaction between employers, employees, and trade unions. However, resolving these disputes in a manner that preserves industrial harmony, maintains workplace relationships, and ensures justice is paramount. This is where Alternative Dispute Resolution (ADR) becomes indispensable. ADR refers to various mechanisms of resolving disputes outside the traditional courtroom, including negotiation, mediation, conciliation, and arbitration. These processes are particularly relevant in labor disputes, where maintaining peaceful relations and ensuring quick and fair outcomes are critical.
九、社会保险 Social Insurance
在尼日利亚，社会保险是劳动法体系的关键组成部分，旨在为工人在需要时提供经济保障和支持。这些安全网旨在确保员工在退休、疾病、工伤或失业等重大人生事件中不会陷入困境。社会保险计划有助于营造更稳定、公平的工作环境，增进工人福祉并提升其经济安全感。
In Nigeria, social insurance is a critical aspect of the employment law system, designed to provide financial protection and support for workers during times of need. These safety nets aim to ensure that employees are not left vulnerable during major life events such as retirement, illness, workplace injuries, or unemployment. Social insurance schemes contribute to a more stable and fair working environment, promoting the well-being of workers and enhancing their financial security.
十、住房公积金 Housing Provident Fund
雇主不遵守规定将被视为法定违法行为。《国家住房基金法》第20条对未代扣或未汇缴员工供款的雇主规定了罚款，在某些情况下还可能判处监禁。这一执行机制使国家住房基金深深植根于尼日利亚的劳动合规体系中，让该计划不仅是一种愿景，更是与雇佣关系挂钩的法律义务。
Non-compliance by employers is treated as a statutory offence. Section 20 of the NHF Act prescribes fines and, in certain cases, imprisonment for employers who fail to deduct or remit employees'contributions. This enforcement mechanism embeds the NHF firmly within Nigeria's labor compliance landscape, making the scheme not merely aspirational, but a legal duty tied to the employment relationship.
该基金还在第10条中为自雇人士作出了规定，要求他们根据自身收入直接汇缴供款。这将覆盖范围扩大到了正规就业之外，尽管在实践中，非正规部门的参与率仍然较低。
The Fund also makes provision for self-employed persons under Section 10, requiring them to remit contributions directly based on their income. This widens the net of coverage beyond formal employment, even if in practice, uptake in the informal sector remains low.
作者简介/About the Authors
劳伦斯・C・奥希内梅 Lawrence C. Ohineme
劳伦斯・C・奥希内梅（Lawrence C. Ohineme）是 Fortress 律师事务所的合伙人。他以优异成绩（Cum Laude）毕业于著名的尼日利亚大学（Nsukka 校区），并持有伊巴丹大学的法学硕士学位。他在尼日利亚及国际劳动法、科技、媒体与通信（TMT）交易、数据保护、资本市场、知识产权法以及商业与公司咨询领域拥有超过 15 年的从业经验。
Lawrence C. Ohineme is a Partner at Fortress Solicitors. Lawrence graduated Cum Laude from the prestigious University of Nigeria, Nsukka and holds a Master of Laws Degree from the University of Ibadan. He has over 15 years' experience in Nigerian and international Labor law, TMT Transactions, Data Protection, Capital Markets, Intellectual Property Law, and Commercial and Corporate Advisory.
雷米·阿约德勒 Remi Ayodele
雷米·阿约德勒是Fortress律师事务所的高级律师，同时担任公司与商业交易业务部负责人。她毕业于尼日利亚伊巴丹大学，已构建起扎实且多元的法律执业领域，核心专长包括商业与公司法、并购、金融、电信合同、尽职调查、公司治理、合规监管以及劳动与雇佣法。
Remi Ayodele is a Senior Associate at Fortress Solicitors, and Head of the Corporate and Commercial Transactions Practice Group. A graduate of the University of Ibadan, Nigeria, she has built a strong and versatile legal practice with core expertise in Commercial and Corporate Law, Mergers and Acquisitions, Finance, Telecommunications Contracts, Due Diligence, Corporate Governance, Regulatory Compliance, and Labor and Employment Law.
奥卢瓦布米・阿金桑亚 Oluwabunmi Akinsanya
奥卢瓦布米・阿金桑亚是 Fortress律师事务所的高级律师，是一位精通公司与商法的专业法律人士。她毕业于著名的奥巴费米・阿沃洛沃大学，在法律咨询以及复杂协议的审查与起草方面表现出色。其专业领域涵盖劳动法、数据保护、知识产权、金融、能源、合规监管以及纠纷解决（仲裁与调解）。她为重大事务提供战略性法律建议，包括雇佣事务、数据保护、外国投资、资本汇回及知识产权等。
Oluwabunmi Akinsanya is a Senior Associate at Fortress Solicitors. Oluwabunmi is a skilled legal professional specialising in corporate-commercial law. An alumna of the prestigious Obafemi Awolowo University, she excels in legal advisory, and the review and draft of intricate agreements. Her expertise spans Labor Law, Data Protection, Intellectual Property, Finance, Energy, Regulatory Compliance and Dispute Resolution (Arbitration & Mediation). She provides strategic legal counsel on critical matters, including employment matters, data protection, foreign investment, capital repatriation, and Intellectual Property.
伊费奥卢瓦・阿德卢巴 Ifeoluwa Adelugba
伊费奥卢瓦・阿德卢巴是 Fortress 律师事务所的律师，她是一位充满活力的法律从业者，业务领域聚焦于劳动法、公司/商法及科技法。她以开放的态度、目标导向的思维和坚韧的品格著称，常年为客户提供有关公司治理、数据保护、知识产权以及尼日利亚经济其他多个领域的法律咨询。
Ifeoluwa Adelugba is an Associate at Fortress Associates. Ifeoluwa Adelugba is a dynamic lawyer and her practice focuses on labor law, Corporate/Commercial Law and Technology Law. She is known for her open-minded approach, objective-driven mindset, and resilience. She consistently advises clients on corporate governance, data protection, intellectual property, and other various sectors of the Nigerian economy.
欧阳诚韩 Ouyang Chenghan
欧阳诚韩的主要执业领域为劳动法、社会保障法，毕业于中国劳动关系学院。协助合伙人助理过诸多劳动争议与法律咨询。精研劳动法与社会保障法相关问题，擅长劳动政策研究、劳动争议处理。
Ouyang Chenghan whose main practice areas are labor law and social security law. He graduated from China University of Labor Relations. He has assisted partners in handling numerous labor disputes and legal consultations. Proficient in issues related to labor law and social security law, he is good at labor policy research and labor dispute resolution.
