Media yesterday reported under the title of "Huawei's mass resignation of 10,000 employees declared invalid" that the "mass resignation at Huawei", which happened just before the implementation of the Labor Contract Law, was identified by labor authorities at the time as a "voluntary negotiation result between both parties, with no illegal aspects in the company's new Regulations or in its procedures for terminating labor relations." However, the situation has now changed, and Huawei's actions are considered invalid.
In reality, judging from legal common sense, the possibility of the "Huawei mass resignation" being deemed invalid again is extremely slim.
Based on the principle of "no retroactive effect of law," after a new law comes into effect, it cannot be applied to people's actions prior to its implementation; instead, the old law must continue to apply. In other words, laws cannot be applied to behaviors or matters that occurred before their enforcement. The Labor Contract Law came into effect on January 1, 2008, and according to the principle of "law not retroactively applicable," labor relationships handled before January 1 should still be dealt with according to the original labor law.