Protect Your IPR in CHINA

WWW.CHINA-IPRHELPDESK.EU
1
Guide to Using Contracts to Protect
Your Intellectual Property Rights in China
For free,
confidential,
business-focused
IPR advice within
seven working days
E-mail:
question@china-
iprhelpdesk.eu
Introduction
Important Contract
Provisions to INCLUDE
Important Contract
Provisions to AVOID
Non-Disclosure
Agreements
Confidentiality,
Remuneration and Other
IP Provisions in Contracts
Sample Non-Disclosure
Agreement (NDA)
Important Tips and
Take-Away Messages
Related Resources
Glossary*
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Funded by:
© China IPR SME Helpdesk 2012
1. Introduction: Contracts in
China
Tailoring contracts to suit your intellectual
property rights (IPR) is an important way
to ensure that your company’s specific
intellectual property (IP) assets are
adequately protected.
Contracts involving the protection of IP
can be divided into four main categories:
• Technology development, transfer,
consultancy and service contracts.
• Trade mark and copyright licence
contracts.
• Manufacturing, distribution and sales
contracts.
• Employment contracts.
Using the right provisions and contracts
for your specific IPR is key to protecting
them.
It is also essential to include provisions
to protect confidential information and
trade secrets in contracts with third
parties. In China, ‘trade secret’ is defined
as “any non-public technical or business
information with commercial value that
is guarded by confidentiality measures”.
‘Confidential information’, on the other
hand, generally refers to “any non-public
information pertaining to a company’s
business”, and is therefore broader in
scope than ‘trade secret’. However, no
protection is afforded to ‘confidential
information’ under Chinese law, unless
it falls within the scope of trade secrets,
or is otherwise specified in a contract.
Since trade secrets and confidential
information are critical to a company’s
business and operations, they must be
carefully protected, as outlined in this
guide. For more information on trade
secrets, please refer to the ‘Related
Links’ section at the end of this guide.
2. Important Contract Provisions
to INCLUDE
Since different types of contracts are
used to cover different IPR in China,
the content and focus in each type of
contract varies according to the specific
IPR to be protected. Usually, however,
all such contracts contain basic
provisions that should not be missed.
To illustrate this, the key provisions in
a licence agreement or employment
contract should address the following:
• Definition of licensed rights
These clauses define the scope and
uses of the licence, and identify the IP
subject matter and the type of rights
being licensed.
• Monitoring of the licensee’s
activities: Prevent unauthorised
use of the licensed rights
Licence agreements usually contain
clauses stating that licensors can monitor
and inspect the licensee company’s
activities so as to prevent unauthorised
use of the licensed rights. These clauses
usually identify the parties who will have
permission to use the licensed rights, as
well as the security procedures that are
in place to prevent unauthorised use or
misuse of the IP assets.
• Challenges of validity: Ensure the

Free Business Tools to Manage your IPR in China
Guide to Using Contracts to Protect Your Intellectual Property Rights in China
validity of your agreement
It is important to include clauses on the severability* of
validity of the licence agreement. This will ensure that
even if one or more of the licensed rights in the licence
agreement expires, the validity of the entire agreement
and the licence granted within that agreement may not
be challenged.
• Protection of new IPR generated: Address
ownership issues
In general, China’s Copyright Law recognises contractual
terms for the purposes of determining ownership of new
IPR generated or derived from licensed rights. For this
reason, it is very important to address ownership issues
in licence agreements. In the absence of a clear contract
on ownership rights, the law generally recognises the
creator of a work as the owner, even if the underlying
licensed rights belong to another party. For example, the
translator of an original licensed literary work would be
the owner of the copyright of the translated work, even
though the copyright of the underlying licensed work
belongs to the original owner.
On the other hand, under China’s Patent Law, the party
who makes improvements to a technology based on
the licensed patent or technology automatically owns
the IPR on such improvements. The licensee can enter
into a separate agreement to assign or license its rights
to the improvements back to the licensor. However, if
the technology covered in the improvements falls into
the ‘prohibited for exportation’ category as outlined in
the official guide, China’s Ministry of Commerce will not
approve such a transaction, and the improvements will
not be granted back to the licensor.
• Assignments or transfers: Prevent your IPR from
being transferred to third parties without your
permission
To protect your IPR from being passed to unauthorised
third parties, clauses on the control of assignments and
transfers of the contract must be included. For example,
clauses can be included to restrict and prohibit the
contract from being assigned and transferred without
your express written authorisation, and you may add
a further clause to bind all successive transferees and
assignees* to your agreement.
• Warranties: Guarantee your technology is fit for
transfer
Warranties* are a kind of guarantee that should be
provided by the licensor on the licensed technology.
For example, the warranty may state that you have the
right to grant the licence, and that by doing so you are
not infringing anyone else’s IPR in China. The warranty
may also state that the technology or products being
licensed are free from defects or errors in material and
workmanship. In some instances, such as technology
transfer contracts, you may need to guarantee in your
contract that your technology is complete, free from
error, effective and capable of achieving the prescribed
goals, or alternatively, specify that the warranty cannot
be amended or omitted by the parties.
• IPR produced by employees: Avoid future
disputes
It is important to make sure that the inventions of your
employees will belong to you as the licensor, and that
you, the licensor, will be entitled to grant a licence for
such inventions. For methods of protecting your IPR on
works produced by your employees, please refer to the
‘Employment Contracts’ section.
• Confidentiality: Protect your confidential
information
Usually licence agreements include clauses that address
the confidential information to be acquired or exposed
in the course of the agreement. These clauses usually
define the confidential information and outline the exact
nature and length of the protection. Alternatively, a
separate and more detailed non-disclosure agreement
(NDA) may also be entered into by the parties. More
information on NDAs and an example of an NDA are
provided in the ‘Non-Disclosure Agreements (NDAs)’
section.
• Dispute resolution: Plan ahead, just in case
Like any other contract, the licence agreement should
specify the law that governs the disputes of the
agreement (in this case, foreign law or Chinese law),
along with the chosen methods of dispute resolution.
It is important to note, however, that while disputes on
the performance and interpretation of the contract in
general can be governed by foreign law, the sections
in the contract relating to the protection and dealings
with IPR in China specifically, should as a general rule
be governed by Chinese law. Other mandatory Chinese
laws (e.g. technological import and export regulations)
may also apply. If your contract adopts arbitration* or
other non-judicial methods of dispute resolution, it is
also important to include a clause that permits you to file
in courts where you can seek injunctive relief* or claim
damages against IP infringement.
• Termination: Specify what happens when the
agreement comes to an end
It is necessary to specify when and on what conditions
the agreement will terminate, e.g., upon the liquidation or
dissolution of one party. You should always include terms
on the consequences of termination; for example, the
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• Impose unreasonable non-compete and non-
solicitation obligations upon employees; for example,
making non-compete obligations last for more than
two years.
• Waive monthly compensation to employees fulfilling
their non-compete obligations.
General Contracts
Provisions to avoid in a general contractual context
include those that:
• Exempt a party from liability for causing the other
party bodily harm or property losses (resulting from
wilful misconduct or gross negligence).
• Require Chinese IPR to be governed or protected by
the laws of other jurisdictions (i.e., non-Chinese law).
SME Case Study 1
Background
Company A, a wholly foreign owned enterprise,
entered into a manufacturing contract with Company
B, a Chinese company, in which Company B would
utilise Company A’s patent to manufacture computer
motherboards. The manufacturing contract expressly
prohibited Company B from making improvements
on Company A’s patent and required Company
B to purchase raw materials only from suppliers
appointed by Company A. After the deal was signed
and work began, Company B improved Company
A’s patent and purchased raw materials from other
suppliers without first notifying Company A.
Action Taken
After discovering the patent improvement and
purchases, Company A requested the court
to enforce the manufacturing contract and
prohibit Company B from making further patent
improvements and purchasing raw materials from
other suppliers.
Outcome
The court held that the provisions specified above
were unenforceable, as they contravened relevant
Chinese law. In this situation, Company B was
allowed not only to make improvements to Company
A’s patent and use such improvements under
Chinese law, but also to purchase raw materials from
suppliers as it saw fit. It was further held that in the
absence of any clear contract, Company B, as the
creator of the improvements, was the owner of the
improvement rights.
IP Lessons
Do not include any provision in contravention of
Chinese law in your IP contract, particularly those
listed above. If there is any contradiction, that
clause in your contract will become void (in some
cases the entire contract can be held void), and the
default rules under Chinese law will be implemented
instead.
licensee shall cease to have access to, or must return,
all the licensed rights, or the licensee shall destroy or
return all inventory bearing the licensed trade mark to the
licensor.
3. Important Contract Provisions to AVOID
A contract may be void in whole or in part if it contains
any provisions in contravention of Chinese law or
administrative regulation. Set forth below are examples
of IP provisions you need to avoid in China, particularly
in technology and employment contracts, because they
may well be in contravention of the Chinese laws.
Technology Contracts
Provisions to avoid in technology contracts include
those that:
• Prohibit a licensee* from making improvements to
the licensed technology and using the improvements.
• Restrain a licensee from obtaining from other parties
technology similar to, or competing with, the licensed
technology.
• Under PRC law, a licensor* cannot make any
‘unreasonable’ restraints on a licensee’s procurement
channels, such as the sources from which the
licensee purchases raw materials, equipment, etc.
• Prevent a licensee from making full use of the
licensed technology in a reasonable manner as
required by the market. For example, the licensor
cannot unreasonably restrain the quantity, price,
sales channels, etc., for products or services
provided by the licensee when using the licensed
technology.
• Require a licensee to accept additional conditions
that are unnecessary for the use or working of the
licensed technology, e.g., engaging unnecessary
consultants.
• Prohibit a licensee from challenging the validity of
the IPR of the licensed technology or from attaching
additional conditions to such a challenge.
• Waive the provision of warranty, which states that
the licensed technology is complete, free from error,
effective and capable of achieving the prescribed
goals.
• Include unfair terms for the exchange of
improvements made to the licensed technology,
such as requiring a licensee to provide or transfer
an improvement that he or she has made to the
licensed technology, back to the licensor for free
or without any non-monetary compensation (i.e.
technical assistance).
Employment Contracts
Provisions to avoid in employment contracts include
those that:
• State that the employer owns the patent rights and/
or copyright of any non-employment-related work or
creation made by employees on their personal time
and using their own personal resources.
• Exclude any remuneration to an employee for his or
her patented creation.
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4. Non-Disclosure Agreements (NDAs)
It is advisable that you sign an NDA with any third party
to whom you plan to reveal confidential information
such as sensitive product information, designs and
sketches, business strategy, client information, etc.
before doing so. NDAs are quick and inexpensive, and
a basic template will require little modification for use
with different products and clients. NDAs are widely
used in China and well-accepted by Chinese courts, so
a Chinese third party that is unwilling to sign an NDA is
likely not a trustworthy potential business partner and
should be treated with caution.
Sometimes an NDA on its own is insufficient to protect
your IPR, especially for companies in the manufacturing
industry or sourcing their products from China. This
is because not every single product will be covered
by patents or other forms of registered IPR. Under
these circumstances, a ‘non-disclosure/non-use/non-
circumvention agreement’ (an ‘NNN’ agreement) may be
used:
1. The non-disclosure provisions will cover the
unauthorised disclosure of confidential information.
2. The non-use provisions will state that the Chinese
manufacturer cannot produce your product or any
similar products for anyone other than you. These
provisions will prevent the Chinese manufacturer
from making or selling similar ‘copycat’ products
without your authorisation.
3. The non-circumvention provisions will prevent the
Chinese manufacturer from by-passing the protection
or circumvention* means or technologies that you
put into your product (for example, anti-counterfeit
micro-chips).
At the end of this guide is a sample NDA appropriate to
a licensing context between a licensor and a licensee. If
the NDA is made between a licensor and an employee,
the terms should be altered to reflect this specific
situation. Under Chinese law, the Chinese company must
affix its official company stamp to the written contract
instead of a representative’s signature.
5. Confidentiality, Remuneration and Other IP
Provisions in Contracts
Companies should think carefully about protection
against IP risks when hiring employees in China.
It is good practice to include express provisions in
employment contracts regarding confidentiality, IPR
ownership, non-compete and non-solicitation in order
to avoid future disputes and material damages to your
business’ operations.
Some key IP-related areas that should be considered
when drafting employment contracts to protect your
business’ IPR are identified below.
Confidentiality Information/Trade Secrets
The best way to keep trade secrets and confidential
information from being divulged by employees is to
impose confidentiality obligations upon the employees
in employment contracts; for example, employees
may be required to keep confidential information and
trade secrets confidential, unless the employer has
given prior written consent for the information to be
disclosed. Employers should also limit employees’ use of
confidential information and trade secrets to work-related
purposes (as provided in the employment contract).
Such confidentiality obligations should continue to bind
employees even after the termination or expiry of their
employment contracts.
In addition, if a new employee discloses confidential
information or trade secrets of his or her former employer
in performing his or her current work, the new employer
may be found to be infringing the IPR of its employee’s
former company. Hence, you should make clear to your
employees orally and in writing that they should not
disclose or apply confidential information and/or trade
secrets obtained from previous employers during their
employment terms with your company.
Patents/Copyrights
Under China’s Patent Law, any rights to patents arising
from creations made by an employee in the course of his
or her employment or using primarily the resources of an
employer (known as ‘employee creation’), automatically
belong to the employer unless otherwise stated in the
contract. This is the same for ownership of rights to
improvements made by an employee to an existing
patent in the course of his or her employment or using
the resources of the employer.
The employment contract should also limit the use of
employer’s patents to the sole benefit of the employer,
rather than extending such use to benefit employees or
others, in order to ensure that all patent improvements
belong to the employer. Moreover, the employment
contract should require employees to disclose all
inventions they have created to their employer, whether
or not they are work-related inventions.

The employer should enter into agreements with its
employees explicitly stating the employer’s ownership of
patents and patent improvements, in order to avoid any
misunderstanding or dispute, despite protection from
China’s Patent Law. In addition, the employer should be
made the applicant of any patents arising from employee
creation, as patent rights are granted only to patent
applicants.
Meanwhile, under China’s Copyright Law, the copyright
of a copyrightable work created by an employee when
fulfilling an assignment from an employer (known as
‘service work’) belongs to the employee, as he or
she is the author, unless the service work is created
primarily with the materials and technical resources of
the employer and the employer is responsible for the
work, in which case the employer is the copyright owner.
Nevertheless, the employee is still required to be named
as the author of such service work.
Since ownership of copyright does not automatically
belong to the employer, it is extremely important for the
employer to enter into agreements with its employees
stating that all service work for which the employer is
responsible, or which are created using the employer’s
resources, belong to the employer.
SME Case Study 2
Background
In March 1999, Company A was preparing for the establishment of Company B, a wholly foreign owned company in
China. Company A entrusted Company C to hire programmers and organise the development of software projects
for Company B. The parties agreed that all rights and obligations created during the establishment of Company B
would belong to Company A and that such rights and obligations would be transferred from Company A to Company
B upon its establishment.
Company C employed the defendants, X and S for Company B. Their employment contracts expressly provided
that the defendants would keep Company B’s trade secrets confidential. Furthermore, all products and technology
which the defendants had a role in researching and developing were to be owned by Company B. The defendants
were not allowed to use the relevant technology or disclose it to any third party without Company B’s prior approval.
The defendants were involved with important software development projects. In August 2000, Company B was
established and the defendants became its employees.
X was dissatisfied with Company B and considered joining a new company, Company D, and persuaded S to join
him. To secure their jobs with Company D, the defendants disclosed to Company D the latest version of the source
code for encrypting email systems, which had been developed by Company B.
Action Taken
Company B reported the defendants to the police after discovering the unauthorised disclosure of its trade secrets.
Outcome
The court found that the defendants were bound by their employment contract to keep the source code confidential,
as it was an important part of the software. By disclosing the source code to Company D for personal gain, the
defendants breached their confidentiality obligations under the employment contract and thus were held liable for
the unauthorised disclosure of trade secrets.
IP Lessons
To prevent material damage to the operations of your business, the duties of employees regarding confidentiality,
ownership of IPR, non-compete and non-solicitation, etc., should be expressly provided in the employment
agreement.
Creator-Employee Remuneration
Under China’s Patent Law, when an employee has
created something that subsequently results in the
granting of a patent to his or her employer (known as
‘creator-employees’), the employer is required to award
remuneration to the creator-employee for the patented
creation. Unless otherwise stated in the contract, the
remuneration to be awarded to the creator-employee
must be in accordance with the minimum requirements
provided in the Implementing Regulations of China’s
Patent Law. For this reason, employers should insert
in employment contracts a provision that quantifies
the amount of remuneration to be awarded to creator-
employees for their patented creations. However, such
remuneration must be ‘reasonable’; otherwise, the
provision may be void (in some cases the entire contract
can be held void).
In addition, if an employer wishes to transfer the rights
of a patent made by a creator-employee, the creator-
employee enjoys a pre-emptive right to acquire the
creation. This means that the employer cannot transfer
the creation to another party if the creator-employee
offers to purchase the creation under the same
conditions. However, employers can require employees
to waive the pre-emptive rights to any creations made
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Important Tips
• Use a China IP specialist to help draft your
contracts to ensure the protection of your
business’ IPR.
• Have your contracts translated into Chinese by
a trusted source to avoid any misinterpretations
due to poor translation, or have the official
versions of your contracts drafted in Chinese
and English with both languages having equal
effects (meaning both languages are official
and shall be respected when interpreting the
contract terms).
• You may choose foreign or Chinese law as the
law governing the disputes of the performance
of the contract, but Chinese IPR under the
contract will always be governed and protected
in accordance with Chinese IPR laws.
Take-Away Messages
• Tailor your IP contracts to suit the IPR you are
protecting, and make sure you include sufficient
specific detail in the contracts’ key provisions.
• Certain IPR protection provisions are unlawful
under Chinese law, and may render a contract
void if you include them in your agreement, so
be cautious when drafting these provisions.
• Sign an NDA or ensure that there is adequate
protection in your contract addressing
confidentiality issues.
• For manufacturing or sourcing in China,
consider signing an NNN agreement to prevent
your Chinese business partner from disclosing
your confidential information or competing with
you later.
• Ensure that employment contracts include
provisions relating to ownership rights,
remuneration, non-compete, non-solicitation,
and confidentiality (if no separate NDA is in
place).
• Include confidentiality provisions in all
employee contracts. Even if that employee is
currently unlikely to have access to confidential
information, he or she may do in future roles
within the company.
Related Resources on the China IPR SME
Helpdesk Website (www.china-iprhelpdesk.eu)
1. Trade secrets:
• Helpdesk guide ‘Patent and Trade Mark
Protection in China’
• Helpdesk ELM ‘Trade Secrets’
2. Research and Development:
• Helpdesk guide ‘Guide to R&D in China for
European SMEs’
Other related resources:
1. China State Intellectual Property Office (SIPO)
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by them during their employment. For more information
about creator-employee remuneration and conducting
R&D in China, see the ‘Related Links’ section.
Non-Compete/Non-Solicitation
More often than not, employers incorporate non-compete
and non-solicitation provisions in the employment
contract to prevent leaving employees from stealing, or
using without authorisation, the employer’s customers,
employees, suppliers, etc., and competing with their
businesses. These provisions must be ‘reasonable’,
otherwise, they may be void.
According to China’s Labour Law, non-compete
obligations must not exceed two years and must apply
only to senior management personnel, senior technical
personnel and others with non-disclosure obligations.
Moreover, employers are required to pay compensation
to former employees fulfilling their non-compete
obligations; however, the amount of compensation is
not specified by China’s Labour Law. In general, the
compensation can be anywhere from 20% to 60% of the
employee’s annual salary over the last 12 months, as
provided in the meeting minutes of the Supreme People’s
Court and Labour Dispute Arbitration Committee of
Beijing Regarding Labour Disputes.
Guide Glossary*
• Severability – means if any portion of a contract
is held unenforceable, such portion does not
affect the validity of the rest of the contract.
• Transferees and assignees – a person to whom
an interest or right is transferred or assigned,
which gives him or her the interest or right the
owner had prior to the transfer or assignment.
• Warranties – assurances, promises, or
guaranties made by one party to another party
that a particular statement of fact is true and
may be relied upon.
• Arbitration – a method to resolve disputes
outside the courts whereby a dispute, with the
consent of all the parties, is submitted to one or
more unbiased third persons for a decision.
• Injunctive relief – an order granted by the court
requiring an individual or a company to do or
not to do certain acts.
• Licensee – a person to whom a license is
granted.
• Licensor – a person who gives or grants a
license to another.
• Circumvention – refers to a company which,
after acquiring another company’s technology,
IP rights, confidential information, etc. through
negotiation, cooperation or collaboration, by-
passes that company and sells directly to the
market.

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Sample One-Way Non-Disclosure Agreement (NDA)
This Agreement is made on the ____ day of _______ between A and B.
Whereas A and B enter into this non-disclosure agreement (‘Agreement’) relating to the confidential information to be
disclosed by A to B in connection with the Technology Licence Agreement entered into between A and B on _______
in which A is the licensor and B is the licensee (the ‘TLA’).
IT IS AGREED AS FOLLOWS:
1. For the purposes of this Agreement, ‘Confidential Information’ shall mean
any and all information, whether oral, written, graphic or in machine-
readable form, including, without limitation, software products, techniques,
blueprints, product plans, product designs, product and service
developments, manufacture plans, comparative analyses of competitive
products, technical plans and proposals, research and development plans,
progress and reports, business information, business policies, marketing
strategies, pricing policies and lists, customer and user lists, procedures,
improvements, concepts and ideas, designs, drawings, artwork, equipment, processes, budgets and projections,
and information, trade secrets and/or any other information, materials, data or documents, in whole or in part,
now existing or later acquired or supplied by the disclosing Party, whether or not such information, materials, data
or documents qualify as ‘trade secrets’ under applicable laws or regulations or are classified by the disclosing
Party as confidential information and are marked as such or, by the nature of the circumstances surrounding
the disclosure, ought in good faith to be treated as proprietary and/or confidential information owned or created
by, or proprietary to, the disclosing Party or third parties to whom the disclosing Party owes a duty to maintain
confidentiality. The terms and conditions of this Agreement, and other information and content made available
during the Term of this Agreement and the TLA, are all deemed Confidential Information. The term ‘Confidential
Information’ shall not include any information properly, legally and independently developed by or for the
receiving Party without access to the Confidential Information of the disclosing Party.
2. B undertakes in relation to the Confidential Information:
(i) To maintain the same in confidence and to use it only for ____ and for
no other purpose and in particular, but without prejudice to the generality
of the foregoing, (a) not to make any other commercial use thereof, and (b)
not to use the same for the benefit of itself or of any third party other than
pursuant to a further agreement with A;
(ii) Not to copy, reproduce or reduce to writing any part thereof except as
may be reasonably necessary for ______ and that any copies, reproductions or reductions to writing so made
shall be the property of A;
(iii) Not to disclose the Confidential Information to any third parties without express written consent of A except
for those employees who have a need to know the Confidential Information in order to understand, assess,
advise, consult, or decide on, disclose or fulfil _____; and
(iv) To inform each of its employees who may have access to the Confidential Information of the confidential
nature of that Information and to take reasonable endeavours to ensure that each employee complies with the
terms of this Agreement as if he or she were a party to it.
3. B shall:
(i) Within one month of completion of _____ or receipt of a written request
from A, return to A all documents and materials containing the Confidential
Information obtained by B pursuant to this Agreement, or provide sufficient
and satisfying proof that B has destroyed all or any part of the same
according to the instructions of A and certify in writing to A that it has
complied with the requirements; and
(ii) Notwithstanding completion of _____, continue to be bound by the
undertakings set out above for a period of ____ years from the completion
of _____.
IN WITNESS whereof, the parties hereof have duly executed this Agreement on the ____ day of ____.
[Signatures] [Company Chop]
Part 1: This definition of ‘Confidential
Information’ is very important, as it
will determine the scope of what will
be protected. If this is not sufficiently
wide, it may miss works that are
important for your business.
Part 2: The details in this section
identify exactly what the receiving
party is allowed (and not allowed) to
do with the Confidential Information.
Part 3: The timing for the return of
the documents and for the validity
of the agreement to continue past
the completion of the agreed project
is extremely important to ensure
the ongoing protection of your
business’s IPR.

8
WWW.CHINA-IPRHELPDESK.EU
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For more information please contact the Helpdesk:
Disclaimer:
The contents of this publication do not necessarily reflect the position or opinion of the European Commission. The
services of the China IPR SME Helpdesk are not of a legal or advisory nature and no responsibility is accepted for
the results of any actions made on the basis of its services. Before taking specific actions in relation to IPR protection
or enforcement all customers are advised to seek independent advice.
Room 900, Beijing Sunflower Tower No. 37 Maizidian Street
Chaoyang District Beijing 100125, P.R. China
Tel: +86 (10) 8527 6922
Fax: +86 (10) 8527 6923
question@china-iprhelpdesk.eu
www.china-iprhelpdesk.eu
The China IPR SME Helpdesk provides free, confidential, business-focused advice relating to China IPR to European
Small and Medium Enterprises (SMEs).
Helpdesk Enquiry Service: Submit further questions to the Helpdesk via phone, email
(question@china-iprhelpdesk.eu) or in person and receive free and confidential first-line advice within seven working
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tailored to the needs of SMEs.
Materials: Helpdesk business-focused guides and training materials on China IPR issues are all
downloadable from the online portal.
Online Services: Our multi-lingual online portal (www.china-iprhelpdesk.eu) provides
easy access to Helpdesk guides, case studies, E-learning modules, event
information and webinars.
© China IPR SME Helpdesk 2012
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Protect Your IPR in CHINA

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