Yi Huang
Overview
Yi Huang is a counsel in the International Trade Group in the firm’s Shanghai office. Yi assists clients on various matters relating to their cross-jurisdiction business structure and operation involving China and other Asia countries. In her daily work, Yi advises clients on various employment-related issues for their business operation in China, including issues relating to the redundancy, incentive schemes, labor disciplinary issues, employee benefits, and termination involving local employees and expatriates. Yi also regularly works with clients on multijurisdictional employee transitions in the context of global outsourcing, M&A, and corporate restructuring involving employees in China. Yi has been helping clients with employment and operational issues associated with the COVID-19 pandemic since its initial outbreak.
She previously was a counsel at a leading international law firm in its Shanghai office. She provides strategic and regulatory advice to multinational corporations across diverse business sectors on their direct investments, mergers and acquisitions, and general corporate matters involving Asia. She also assists clients on cross-border employment matters involving China and other countries in Asia.
Career & Education
- East China University of Political Science and Law, B.A., 2001
- East China University of Political Science and Law, Juris Master, 2004
- University of California, Davis School of Law, LL.M., 2005
- New York
- People's Republic of China
Yi's Insights
Client Alert | 10 min read | 08.25.21
Employee Personal Information Protection in China – Are You Up to Speed?
On August 20, 2021, China’s national legislature passed the Personal Information Protection Law (“PIPL”), which will become effective on November 1, 2021. As China’s first comprehensive system for protecting personal information, the PIPL is an extension of the personal information and privacy rights enshrined in China’s Civil Code, and also a crucial element of a set of recent laws in China that seek to strengthen data security and privacy. Among other things, the PIPL sets out general rules for processing and cross-border transfer of personal information. A number of provisions, notably various obligations imposed on data processors, restrictions on cross-border transfer, and hefty fines, will have significant impact on multinational corporations’ HR activities, including recruitment, performance monitoring, cross-border transfers, compliance investigations, termination of employment relationships, and background checks.
Client Alert | 7 min read | 03.19.21
Will the Implementation of COVID-19 Vaccine Passports Reestablish Global Employee Mobility?
Client Alert | 7 min read | 12.28.20
Permanent Establishment Risks Arising From Sending Employees to China
Client Alert | 5 min read | 11.30.20
Representative Matters
Retail & Consumer Products
- Advised U.S. multinational consumer products manufacturer on various employment issues in China, including employee transfer due to spinoff, labor union, and massive layoff plan.
- Represented a U.S. multinational toy manufacturer in setting up its flagship store in China.
- Counseled a global retail book seller in setting up its business operations in China.
- Advised a multinational cosmetics company on the consent issue for its market research survey conducted in China.
Aerospace
- Serves as legal advisor for U.S. multinational aerospace manufacturer with respect to its international employment and benefits strategies involving China and other Asian jurisdictions.
- Serves as legal advisor for U.S. multinational aerospace repair company with respect to corporate, employment, and other regulatory compliance issues involving China.
- Advised clients on employment and other compliance matters relating to various challenges multinational companies are facing for their business operations during the global COVID-19 pandemic.
Technology
- Advises a multinational software, services and solution provider on its reorganization of business units in China and other countries in Asia.
- Advised a Fortune 500 product manufacturing and engineering service provider on its merger and acquisition transactions involving purchase or sale of equity or assets of Chinese companies.
- Counseled a U.S. publicly traded company in the labor and employment area, including employee benefits plan, internal policies, renumeration arrangements, and termination.
- Assisted clients with their global M&A transactions involving sale or purchase of equity in Chinese companies and/or assets located in China from PRC perspective.
- Served as legal counsel for a U.S. publicly traded company with respect to its business operations in China, including corporate structure, commercial contracts, regulatory requirements, and issues relating to Foreign Corrupt Practices Act and U.S. export control regulations.
- Assisted U.S. clients in providing customized U.S. Foreign Corrupt Practices Act trainings to the local teams of their China subsidiaries.
Manufacturing
- Serves as legal advisor for a U.S. fertilizer products provider with respect to corporate, commercial arrangements, employment, and regulatory compliance issues involving its China operation.
- Represented U.S. non-profit organizations in structuring their presence in China and advised on various PRC regulatory issues.
- Served as legal counsel for a global pharmaceutical packaging manufacturer with respect to its commercial contracts with pharmaceutical companies as well as its corporate governance issues in China.
- Represented clients in the review and negotiation of various contracts and agreements in the area of commercial transactions, real property, intellectual property, and labor dispatch arrangements.
- Assisted clients in formulating their China business strategies based on their business needs and implementing such strategies on the ground.
- Counseled multinational companies in their entry and/or exit strategies into the China market.
Yi's Insights
Client Alert | 10 min read | 08.25.21
Employee Personal Information Protection in China – Are You Up to Speed?
On August 20, 2021, China’s national legislature passed the Personal Information Protection Law (“PIPL”), which will become effective on November 1, 2021. As China’s first comprehensive system for protecting personal information, the PIPL is an extension of the personal information and privacy rights enshrined in China’s Civil Code, and also a crucial element of a set of recent laws in China that seek to strengthen data security and privacy. Among other things, the PIPL sets out general rules for processing and cross-border transfer of personal information. A number of provisions, notably various obligations imposed on data processors, restrictions on cross-border transfer, and hefty fines, will have significant impact on multinational corporations’ HR activities, including recruitment, performance monitoring, cross-border transfers, compliance investigations, termination of employment relationships, and background checks.
Client Alert | 7 min read | 03.19.21
Will the Implementation of COVID-19 Vaccine Passports Reestablish Global Employee Mobility?
Client Alert | 7 min read | 12.28.20
Permanent Establishment Risks Arising From Sending Employees to China
Client Alert | 5 min read | 11.30.20
Insights
Yi's Insights
Client Alert | 10 min read | 08.25.21
Employee Personal Information Protection in China – Are You Up to Speed?
On August 20, 2021, China’s national legislature passed the Personal Information Protection Law (“PIPL”), which will become effective on November 1, 2021. As China’s first comprehensive system for protecting personal information, the PIPL is an extension of the personal information and privacy rights enshrined in China’s Civil Code, and also a crucial element of a set of recent laws in China that seek to strengthen data security and privacy. Among other things, the PIPL sets out general rules for processing and cross-border transfer of personal information. A number of provisions, notably various obligations imposed on data processors, restrictions on cross-border transfer, and hefty fines, will have significant impact on multinational corporations’ HR activities, including recruitment, performance monitoring, cross-border transfers, compliance investigations, termination of employment relationships, and background checks.
Client Alert | 7 min read | 03.19.21
Will the Implementation of COVID-19 Vaccine Passports Reestablish Global Employee Mobility?
Client Alert | 7 min read | 12.28.20
Permanent Establishment Risks Arising From Sending Employees to China
Client Alert | 5 min read | 11.30.20
