LPA Asia Smart News

Through this newsletter, we offer you a regular selection of legislative and judicial decision insights prepared by LPA lawyers from our six Asian offices as well as some recent news from our teams.

LEGAL INSIGHTS IN ASIA

Vietnam

Vietnam’s resolution No. 222/2025/QH15: forging legal pathways for Vietnam’s financial future

Hong Kong

Hong Kong lowers threshold for continuous contracts

Hong Kong Court clarifies limits on summary dismissal

Singapore

Singapore Employment Law: September 2025 updates

Japan

Stricter requirements for the Business Manager visa

OUR LATEST DEALS

NEWS FROM LPA

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LEGAL INSIGHTS IN ASIA

Vietnam’s resolution No. 222/2025/QH15: forging legal pathways for Vietnam’s financial future

On June 27, 2025, Vietnam’s National Assembly adopted Resolution No. 222/2025/QH15 (the Resolution), a key legal instrument aimed at establishing International Financial Centres (IFCs) in Ho Chi Minh City and Da Nang. Through this Resolution, Effective from September 1, 2025, Vietnam affirms its commitment to enhancing its competitiveness and integration within the global financial system.

The adoption of this Resolution comes at a moment of heightened geopolitical and economic uncertainty in Southeast Asia. The region, once a beneficiary of shifting supply chains during the U.S.–China trade war, now finds itself exposed to a new wave of protectionist measures under President Donald Trump’s second term. With U.S. tariffs on Vietnamese exports reaching 20%, on average doubling the previous rates, Vietnam’s export-driven economy faces mounting pressure.

In response, the government is shifting toward financial sector liberalization and global capital integration. The establishment of these IFCs is a strategic bid to position Vietnam as a regional financial centre.  The bold policy initiatives and legal reforms announcements aims to attract foreign investment, accelerate innovation, and align Vietnam financial infrastructure with global standards.

A new landscape for financial innovation

The Resolution introduces a new legal framework that defines IFCs as geographically designated zones with tailored regulatory, tax, and administrative policies. These zones are intended to receive a broad array of participants, including commercial banks, foreign bank branches, securities firms, insurance companies, fintechs, and non-financial service providers.

One of the key features of the Resolution is its shift from a heavily regulated and constraint system toward a more progressive and innovation-friendly framework. It notably proposes specialized licensing regimes, liberalized foreign exchange controls, and sandbox environments for financial experimentation. Members should notably be authorized to operate under accounting standards and prudential ratios aligned with their parent jurisdictions, a flexibility that mirrors practices in Dubai’s DIFC and Singapore’s SGX.

Membership in the IFCs is open to a broad spectrum of entities

Entities may become members through registration, recognition, or by obtaining a license for establishment and operation, depending on their sector and legal status.

Organizations and enterprises must meet certain standards of financial capacity, reputation, and alignment with the IFC’s development orientation.

Eligible entities include:

• Commercial banks and foreign bank branches;
• Securities firms and insurance enterprises;
• Investment and asset management funds;
• Fintech and digital asset organizations;
• Market infrastructure providers;
• Non-financial service providers such as legal, tax, and consulting firms.

Certain high-profile entities are granted membership without registration:

• Fortune Global 500 firms or their parent companies, excluding those in banking, securities, and insurance sectors
• Top 10 domestic financial institutions by charter capital in each sector, also excluding banking, securities, and insurance

Entities in regulated sectors must follow tailored licensing procedures:

• Foreign and domestic banks must establish a presence in the IFC in the form of OMLLC or foreign bank branch and are subject to licensing by the State Bank of Vietnam;
• Securities firms must operate as limited liability companies with licenses issued by the State Securities Commission, and may only provide services within the IFC and abroad;
• Insurance providers must also be licensed by the Ministry of Finance and operate under similar constraints.

The Executive Body (see below) will manage a centralized Membership Portal and Database, streamlining administrative procedures and enabling data sharing with relevant agencies.

Members enjoy broad operational freedoms, including:

• Capital mobilization from abroad without prior licensing
• Use of international accounting standards (IAS/IFRS or GAAP from select jurisdictions)
• Exemption from foreign debt classification for external borrowings

Foreign investors may own the entire or part of the shares or stakes of the Member, offering flexibility in investment structuring, establishing entities without investment registration certificates, significantly reducing administrative burdens and accelerating market entry, and are exempt from capital contribution registration procedures, simplifying compliance and enhancing operational agility.

However, members must also fulfil certain obligations, including:

• Compliance with Vietnamese laws and international treaties
• Adherence to AML, counter-terrorism financing, and data security standards
• Maintenance of membership criteria throughout their operational lifecycle

Vietnam’s decision to open the IFCS to a wide range of participants, coupled with progressive regulatory updates, reflects its ambition to create a financial environment on par with leading global hubs like DIFC and SGX.

Legal innovations and institutional reform

The Resolution also introduces mechanisms for crowdfunding and private placements, alongside the development of green finance markets and carbon credit trading platforms.

Before Resolution No. 222/2025/QH15, Vietnam had already taken steps toward fintech liberalization through the issuance of Decree No. 94/2025/ND-CP. Promulgated on April 29, 2025, and effective from July 1, 2025, this decree established the country’s first regulatory sandbox for fintech solutions in the banking sector. Administered by the State Bank of Vietnam, the sandbox provides a controlled environment for credit institutions and eligible fintech companies to pilot innovative models such as peer-to-peer lending, open API data sharing, and credit scoring technologies. The initiative aims to balance innovation with consumer protection and systemic stability, offering regulators empirical insights to refine future legislation. Decree 94 marked a pivotal shift in Vietnam’s regulatory posture, laying the groundwork for the more expansive sandbox regimes envisioned under the IFC framework.

Despite its ambitious goals, the Resolution lacks detailed implementation regulation. Key areas, such as licensing procedures, supervisory frameworks, and compliance standards, remain to be defined. In the absence of clear secondary legislation, the effectiveness and success of the proposed IFCs may be significantly undermined.

Governance and oversight

The Resolution does not mandate a standalone financial regulator akin to the DFSA (Dubai) or MAS (Singapore); it outlines a tripartite governance model (in addition to the sectoral regulators), composed of:

• Executive Body: Directly manages and operates all activities within the IFC.
• Supervisory Body: Oversees compliance, conducts inspections, and enforces financial regulations.
• Dispute Settlement Body: Includes both a specialized court (under the Law on Organization of the People’s Courts) and an International Arbitration Centre (under the Commercial Arbitration Law), with jurisdiction over commercial disputes except those involving State authority.

The proposed structure aims to balance operational autonomy with legal accountability. Each governing body is explicitly granted independent authority to exercise its designated powers. In particular, the Executive Body is authorized to issue Operational Rules, provided they remain consistent with the Constitution, international treaties, and globally recognized standards.

Despite their autonomy, both the Executive and Supervisory Bodies are required to coordinate with key government ministries—such as the Ministry of Finance and the State Bank of Vietnam—to ensure coherent and effective policy implementation.

However, the involvement of multiple stakeholders may give rise to interpretive gaps in regulatory enforcement and investor protection. Notably, the International Arbitration Centre is prohibited from adjudicating disputes involving the exercise of state power, which may limit its effectiveness in resolving certain high-stakes investment conflicts.

To ensure the effective implementation and long-term viability of the IFCs, the following enhancements are essential:

• Creating a specialized regulatory body within the IFCs will consolidate oversight functions, streamline governance, and significantly boost investor confidence through transparent and consistent supervision.
• delineating the roles and responsibilities of the Executive and Supervisory Bodies: such delineation is critical to avoiding institutional overlap.
• Accelerating the development and release of secondary legislation is vital to translating the Resolution’s vision into actionable legal frameworks. This will provide stakeholders with the clarity and certainty needed.

A critical harmonization with global financial standards

In addition to the challenges above and despite notable progress, Vietnam’s broader legal and regulatory framework remains only partially aligned with international financial standards, particularly in key areas such as prudential regulation and anti-money laundering (AML) compliance.

This situation presents several structural and operational challenges to the success of the IFCs:

• The absence of fully harmonized prudential standards can lead to fragmented oversight, uneven risk management practices, and limited interoperability with global financial institutions. This may hinder Vietnam’s ability to attract sophisticated investors and integrate seamlessly into international capital markets.
• Vietnam has made progress in strengthening its AML regime, however gaps in enforcement, reporting obligations, and cross-border coordination remains may expose the IFCs and its members to risks and can erode investor confidence, and complicate due diligence for foreign entities seeking to enter or expand in Vietnam.

For Vietnam’s International Financial Centres (IFCs) to succeed, they must operate within a legal environment that meets the expectations of global investors, regulators, and rating agencies. Without full alignment to international norms, the credibility and competitiveness of these centres may be compromised.

On the horizon

To realize the full potential of Resolution 222/2025/QH15, Vietnam must undertake a comprehensive suite of legal reforms. These include:

• Enacting new laws on digital banking, fintech sandboxes, and cross-border financial services.
• Liberalizing foreign exchange controls while maintaining safeguards against illicit flows.
• Establishing specialized courts and arbitration centres whose decisions will be enforced nationally in accordance with international standards.
• Codifying tax incentives and ensuring transparent administration.
• Aligning data protection and cybersecurity laws with global standards.

The Ministry of Finance, in coordination with the State Bank and Ministry of Justice, is expected to lead the codification process. According to the actions plan dated 1st August 2025, the Government plans to promulgate eight decrees in order to build a comprehensive legal framework for the operation of the IFCs. Draft decrees are anticipated by the end of 2025, with stakeholder consultations underway.

Conclusion: a legal blueprint for global integration

Resolution No. 222/2025/QH15 is more than a policy statement, it is viewed as the legal blueprint for Vietnam’s integration into the global financial system.

Its success will depend on the country’s ability to translate vision into law, build institutional capacity, and foster investors trust. By learning from the experiences of DIFC and SGX, Vietnam can chart a path toward financial leadership in Southeast Asia.

Etienne Laumonier

 

Hong Kong lowers threshold for continuous contracts

The Employment (Amendment) Bill 2025 (the “Amendment”), gazetted on 27 June 2025 and coming into force on 18 January 2026, has revised the definition of “continuous contract” under the Employment Ordinance by lowering the working-hours threshold and introducing greater flexibility. These changes are intended to expand the number of employees eligible for statutory benefits, with a particular impact on part-time staff.

The new ‘468’ rule

Under the Amendment, the number of working hours to be fulfilled for a worker to qualify as being employed under a “continuous contract” has been lowered from 18 hours to 17 hours per week over a period of 4 or more consecutive weeks.

As an alternative to the above test, the Amendment provides that if an employee has worked less than 17 hours in a week, she/he will still qualify as being employed under a “continuous contract” if she/he has worked an aggregate of at least 68 hours in that week and in the 3 weeks immediately preceding such week.

The Amendment aims at extending the category of workers who are entitled to statutory benefits, such as sickness allowance, maternity leave, statutory holiday pay, statutory annual leave and statutory severance or long service payments, thereby affording additional protection to part-time workers.

Conclusion

The revised threshold under the Amendment relaxes the “continuous contract” working-hours requirement, thereby extending statutory protections to a wider group of part-time employees.

From 18 January 2026, employers should review their workforce arrangements and ensure that all employees who qualify as being employed under a “continuous contract” under the new “468” rule are accorded the statutory benefits to which they are entitled.

Nicolas Vanderchmitt | Camilla Venanzi

 

Hong Kong Court clarifies limits on summary dismissal

In the recent decision of Hu Yangyong v Alba Asia Limited [2025] HKCFI 2484, the High Court confirmed that summary dismissal is an extreme course of action that shall only be resorted to in exceptionally serious cases in which the employee’s misconduct is so grave that it amounts to a fundamental breach of the employment agreement.

Importantly, this case illustrates that a summary dismissal may be held to be wrongful where the employer has acquiesced to the employee’s irregular practices and/or where the employer is incapable of establishing dishonest intent on the part of the employee.

The facts

The plaintiff was the Chief Operating Officer of Alba Asia Limited (the “Employer”). His contract allowed him to claim up to RMB 20,000 per month in family-related expenses, provided he submitted official invoices (“fa piao”).

The Employer summarily dismissed him for allegedly dishonest reimbursement claims after he submitted three hotel invoices (the “3 Hotel Invoices”) that did not in fact relate to his personal expenses.

The plaintiff admitted this practice was irregular but argued it caused no loss to the Employer because:

• He had genuine family expenses exceeding RMB 20,000 each month that he could have claimed;
• He submitted the 3 Hotel Invoices only because they were issued in the Employer’s name, as required by company policy, whereas many of his actual family invoices (such as tuition fees or mortgage payments) were in the names of his wife or son and therefore not acceptable under the policy.

He also relied on the facts that:

• The Employer’s CFO had previously told him it was acceptable to submit invoices “from other sources.”
• The Employer’s staff had reviewed and approved the 3 Hotel Invoices on multiple occasions without raising any objections.

The judgment

The court held that the Employer had wrongfully dismissed the plaintiff because:

1. In submitting invoices from “other sources”, the plaintiff had relied on the CFO’s representations, who was found to have the apparent authority to bind the Employer.
2. The plaintiff had not acted dishonestly because he had genuine family expenses exceeding RMB20,000 per month which were claimable under his employment agreement anyway and that therefore the submission of the 3 Hotel Invoices would not result in any financial gain for the plaintiff and/or loss for the Employer.
3. The Employer’s staff reviewed and approved the 3 Hotel Invoices on separate occasions and at different levels, thereby representing to the plaintiff that it was acceptable to submit them for reimbursement.

Conclusion

This judgment illustrates that in the absence of strong evidence of dishonesty the court may find that an irregular conduct on the part of an employee may be insufficient to justify a summary dismissal. Also, very importantly, this judgment serves as a reminder that employers who have previously tolerated or accepted employees’ irregular conduct may be unable to rely on such conduct to summarily dismiss employees.

Nicolas Vanderchmitt | Camilla Venanzi

 

Singapore Employment Law: September 2025 updates

I. Work Injury Compensation Act 2019: new compensation limits effective 1 November 2025[1]

As a reminder, as part of its regular review to keep pace with wage growth and rising healthcare costs, the Ministry of Manpower (“MOM”) has updated the compensation limits under the Work Injury Compensation Act 2019 (“WICA”).

The revised maximum compensation limits, effective 1 November 2025, will increase:

• For death: from SGD225,000 to SGD269,000.
• For permanent incapacity: from SGD289,000 to SGD346,000.
• For medical expenses: from SGD45,000 to SGD53,000.

WICA protects employees who suffer work-related injuries or occupational diseases by allowing them to claim compensation through a simplified, low-cost process without filing a civil suit under common law. Compensation is provided regardless of fault, with statutory caps to protect employers from excessive liabilities. More information is available at: go.gov.sg/wica.

II. Tripartite Workgroup to review the Employment Act 1968 held their first meeting on 4 August 2025[2]

A Tripartite Workgroup (“TWG”) has been formed to review the Employment Act 1968 (“EA”), Singapore’s main labour law governing basic employment terms and working conditions. The review aims to maintain a lasting balance between protecting workers and preserving business flexibility.

The TWG is co-chaired by Mr Ng Chee Khern (Permanent Secretary, MOM), Ms Cham Hui Fong (Deputy Secretary-General, NTUC) and Mr Kuah Boon Wee (Vice-President, SNEF), and brings together union, employer and senior government representatives.

At its first meeting on 4 August 2025, the TWG agreed on the scope and key focus areas of its work.

The TWG’s work will focus on three key objectives:

• Safeguarding basic employment standards.
• Balancing business and worker interests while allowing room for sustainable agreements.
• Keeping Singapore’s labour market competitive through a productive workforce and thriving businesses.

It will study and propose updates to the Act to address the changing workforce profile, new forms of work and a challenging economic environment. The review will also look at strengthening protections for different groups of workers while streamlining the Act to lower regulatory and compliance costs for businesses.

The TWG will consult and engage a wide range of stakeholders including employers and employees to help shape its recommendations. It expects to complete its review and submit its proposals to the Government in the second half of 2026.

III. COMPASS C1. Salary benchmarks: August 2025 update[3]

The MOM recently released the new Complementary Assessment Framework (“COMPASS”) C1. Salary benchmarks by sector (the “Benchmarks”). Updated once a year, these new benchmarks are aimed to reflect the latest market conditions.

COMPASS effective since September 2023, is a transparent points-based system assessing EP applications. It provides businesses with greater clarity and certainty for manpower planning and allows employers to recruit high-quality foreign professionals while enhancing workforce diversity and strengthening the local talent base[4]. C1. Salary is one of four core criteria, Salary, Qualifications, Diversity and Support for Local Employment. It compares a candidate’s fixed monthly pay with that of local professionals, managers, executives and technicians (PMETs) in the same sector, and recognises applicants whose salaries meet or exceed those of leading local peers of similar age. This assessment is separate from the EP qualifying salary[5].

The new benchmarks, released in August 2025, shall apply to:

• New Employment Passes (“EPs”) applications from 1 January 2026.
• Renewals of EPs expiring from 1 July 2026.

The August 2024 benchmarks remain in force for:

• New EPs applications from 1 January 2025 to 31 December 2025.
• Renewals of EPs expiring from 1 July 2025 to 30 June 2026.

Benchmarks are derived from MOM’s Manpower Research and Statistics Department’s (the “MRSD”) annual Comprehensive Labour Force Survey.

IV. Labor market figures for 2Q 2025 have been published on 17 September 2025[6]

The MRSD released the “Labor Market Report 2Q 2025” on 17 September 2025.

The full report is available at: https://stats.mom.gov.sg/Pages/Labour-Market-Report-2Q-2025.aspx

V. A second bill related to the Workplace Fairness Act passed by Singapore Parliament on January 8, 2025, is expected before the end of the year

The Workplace Fairness Act 2025 (“WFA”) passed by Singapore Parliament on January 8, 2025, is expected to take effect in 2026 or 2027. It enforces into legal obligation, the prohibition of discrimination based on eleven (11) protected characteristics for employment such as age, sex, race, nationality, religion, pregnancy, disability, mental health condition and language ability, caregiving responsibilities. The second bill related to the WFA will focus on how individuals can file workplace discrimination claims against private employers. On August 26, 2025, the MOM invited members of the public to provide feedback on the proposed approach to resolving workplace fairness disputes and procedures for making workplace fairness claims under the WFA Second Bill. The consultation has run from 26 August to 19 September 2025. More details will be provided in our next Newsletter.

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[1] Ministry of Manpower’s website, “Higher Compensation Limits Under the Work Injury Compensation Act”, 8 February 2024.

[2] Ministry of Manpower’s website, “Tripartite Workgroup Convenes First Meeting to Develop Recommendations for Review of Employment Act”, 4 August 2025.

[3] Ministry of Manpower’s website, “COMPASS C1. Salary benchmarks”.

[4] Ministry of Manpower’s website, “Eligibility for Employment Pass”.

[5] Ibid.

[6] Ministry of Manpower’s website, “Labour Market Report 2Q 2025”, 17 September 2025.

Astrid Cippe

 

Stricter requirements for the Business Manager visa

On 25 August 2025, the Japanese government announced plans to tighten the requirements for the Business Manager (経営・管理) visa, citing concerns over misuse in recent years. The number of foreign nationals holding this visa reached approximately 41,000 in 2024, representing a 50% increase over the past five years. Immigration authorities and lawmakers have observed a rise in applications submitted through so-called “paper companies” lacking genuine business activity, with some warning that the visa risks becoming an “easy loophole” for residence. In response, the government intends to revise the relevant ministerial ordinance in October 2025, following a public consultation process, in order to reinforce eligibility requirements.

1. Key Upcoming Changes

Under the new framework, applicants will be required to meet all of the following conditions:

• Capital Requirement: At least JPY 30 million (an increase from the current JPY 5 million).
• Employment Requirement: Employ at least one full-time employee.
• Language requirement: The applicant or at least one full-time employee must have Japanese level equivalent to a B2 level (the equivalent of a N2 levelof JLPT)

In addition, applicants must also meet one of these new conditions:

• Have more than 3 years of management/business experience, or
• Hold a master’s degree (or equivalent) in business management.

When applying for the first time for the business manager visa, applicants will also need to submit a business plan certified by a specialist (e.g. a Certified Public Accountant or a Small and Medium Enterprise Management Consultant).

2. Implications for Existing Visa Holders

For people who have already obtained a Business Manager visa under the former, less stringent conditions, it is important to note:

• Renewals under New Standards: At the time of visa renewal, authorities are expected to review applications against the new, stricter requirements.
• Flexible Enforcement: The Immigration Services Agency has stated, however, that it would be “too harsh” to immediately deny renewals simply because current visa holders cannot yet satisfy the new criteria. Instead, renewal applications will be reviewed on a case-by-case basis with flexibility. Even with flexibility, it is anticipated that immigration officials will closely examine business continuity, financial stability, staffing, and the reality of operations.

These reforms represent the most significant tightening of the Business Manager visa conditions in recent years. While the government aims to curb misuse and strengthen oversight, genuine business operators will face higher compliance expectations.

Companies operated by foreign nationals holding a Business Manager visa should therefore anticipate the need to increase their share capital and to secure the employment of at least one full-time employee.

LPA Tokyo remains available to provide tailored strategic support, including assistance with preparing and reviewing renewal applications under the revised framework.

Mina Ishikawa

 

OUR LATEST DEALS

Veolia / Water, Waste, Energy

LPA Tokyo advised Veolia Japan, a global company based in France providing comprehensive environmental services in three fields, water, waste treatment, and energy, on the acquisition of Zeeklite from ORIX Environmental Resources Management Corporation. LinkedIn

Veolia / Water, Waste, Energy

LPA Tokyo advised Veolia Japan, a global company based in France providing comprehensive environmental services in three fields, water, waste treatment, and energy, on the acquisition of a majority stake in Goi Coast Energy and Otaki Gas Corporation, becoming its largest shareholder. LinkedIn

Upskills / IT services

LPA Singapore and APFL Partners, a member of LPA Law, advised the founders and owners of Upskills Group, an IT consulting firm headquartered in Singapore, with subsidiaries in Southeast Asia including Vietnam, for its sale to France-based VISEO Group, a global digital and business consulting company. LinkedIn

Safic-Alcan / Specialty chemicals

LPA Singapore advised Safic-Alcan, a global distributor of specialty chemicals, on the acquisition of Ingredients Plus Sdn Bhd, a well-recognized distributor active in the personal care sector in Malaysia and Singapore. LinkedIn

 

NEWS FROM LPA

Milestone | LPA Hong Kong takes a new step forward as a Hong Kong solicitors’ firm. Effective 1 October 2025, our LPA Law Hong Kong office has been approved by the Law Society of Hong Kong to operate as a Hong Kong solicitors’ firm under the name LPA Law LLP. This transition marks a significant milestone in the growth of our practice in Hong Kong and across Asia. LinkedIn 

Ranking | Our six LPA Law offices across the region – Hanoi, Ho Chi Minh City, Hong Kong, Shanghai, Singapore and Tokyo – have once again been recognized for their strong capabilities and commitment in five categories in the IFLR1000 Asia Pacific 2025 rankings. Ten lawyers have also been individually ranked. LinkedIn

Team | Leila Kissa Kashiwakura joined LPA Tokyo as Associate, effective from September 2025. Leila is qualified in Japanese law (Attorney-at-Law, Tokyo Bar). She advises clients on corporate, commercial, immigration, criminal, and employment law matters. She has experience in both contentious and transactional work and assists French and Japanese clients with their cross-border operations and investments between Japan and France. LinkedIn

Upcoming event | On 16 october, Fanny Nguyen, Partner at LPA Shanghai, and Nicolas Vanderchmitt, Managing Partner at LPA Hong Kong, will host an insightful roundtable (held in French) at our Paris office: “China: beyond the ‘New Normal’.” This event, organized in partnership with Advention and supported by the Comité France Chine, will bring together China experts to explore the country’s shifting landscape and its impact on businesses. To register, click here

International | During their recent business trip to Vietnam, Bérengère Roig, Managing Partner at LPA Singapore, and Fanny Nguyen, Partner at LPA Shanghai, met with our partners in Hanoi and Ho Chi Minh City, Antoine Logeay and Etienne Laumonier. These exchanges with APFL Partners, a member of LPA Law, strengthened collaboration and explored new opportunities to support clients’ cross-border projects in Vietnam and the region. LinkedIn 

Past event | Kosuke Oie, Partner at LPA Tokyo, recently joined as a speaker in the recent International Bar Association webinar on foreign lawyers working in different jurisdictions, with a special focus on the Asia Pacific region. The session shed light on career opportunities for young lawyers and the evolving rules for cross-border legal practice, while also exploring how clients benefit from stronger international services. LinkedIn 

Past event | On 10 September, Antoine Logeay, Partner at APFL Partners, spoke at the EuroCham Vietnam webinar “Vietnam in Transition: Where do we stand?”. Alongside other distinguished speakers, he shared insights on recent legal and economic developments shaping Vietnam’s business environment and investment opportunities. LinkedIn 

Past event | On 16 September 2025, Kosuke Oie, Partner at LPA Tokyo, participated as a speaker in the UIA (Union Internationale des Avocats) webinar on diversity within bar associations. He shared insights and experiences from Japan, alongside other distinguished bar leaders who discussed how to collectively promote and uphold diversity – across gender, race, and beyond – for the benefit of everyone within our organizations.  LinkedIn 

Past event | On 19 September at the French Chamber of Commerce in Singapore, Bérengère Roig, Founding Partner at LPA Singapore, shared her insights in a conversation reflecting on key aspects of leadership, including trust, self-belief, curiosity, collaboration, and cultural awareness, offering attendees valuable perspectives on navigating challenges and opportunities in their professional journeys. LinkedIn 

Past event | For the second year running, LPA Singapore partnered with Wildness Organic Chocolate at the French Chamber of Commerce Welcome Event on 23 September. Over 300 guests from the French business community enjoyed networking, and handcrafted chocolate bars made by adults with special needs at the APSN Centre for Adults. This collaboration embodied inclusion and social impact, values we are proud to support. LinkedIn