Company: EJH
Filing Date: 2025-10-30
Form Type: 20-F
Source: 0001213900-25-104179
Chunk: 72

Company: E-Home Household Service Holdings Ltd
Filing Date: 2025-10-30
Form: 20-F
Item: Item 4
Chunk 72
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maintain, and enforce intellectual property rights in China. However, we cannot assure you that we can prevent our intellectual property
from all unauthorized use by any third party, nor can we promise that none of our intellectual property rights will be challenged by any
third party.

Regulations Relating to Employment

The PRC Labor Law and the Labor Contract Law require
that employers execute written employment contracts with full-time employees. All employers must compensate their employees with wages
equal to at least the local minimum wage standards. Violations of the PRC Labor Law and the Labor Contract Law may result in the imposition
of fines and other administrative sanctions, and serious violations may constitute criminal offences.

On December 28, 2012, the PRC Labor Contract Law
was amended with effect on July 1, 2013 to impose more stringent requirements on labor dispatch. Under such law, dispatched workers are
entitled to pay equal to that of full-time employees for equal work, but the number of dispatched workers that an employer hires may not
exceed a certain percentage of its total number of employees, as determined by the Ministry of Human Resources and Social Security. Additionally,
dispatched workers are only permitted to engage in temporary, auxiliary, or substitute work. According to the Interim Provisions on Labor
Dispatch promulgated by the Ministry of Human Resources and Social Security on January 24, 2014, which became effective on March 1, 2014,
the number of dispatched workers hired by an employer shall not exceed 10% of the total number of its employees (including both directly
hired employees and dispatched workers). The Interim Provisions on Labor Dispatch require employers not in compliance with the PRC Labor
Contract Law in this regard to reduce the number of their dispatched workers to below 10% of the total number of their employees prior
to March 1, 2016.

Enterprises in China are required by PRC laws
and regulations to participate in certain employee benefit plans, including social insurance funds, namely a pension plan, a medical insurance
plan, an unemployment insurance plan, a work-related injury insurance plan and a maternity insurance plan, and a housing provident fund,
and contribute to the plans or funds in amounts equal to certain percentages of salaries, including bonuses and allowances, of the employees
as specified by the local government from time to time at locations where they operate their businesses or where they are located. The
enterprise may be ordered to pay the full amount within a deadline if it fails