An International Guide to Employment Law Across 26 Jurisdictions offers analysis on a host of employment law matters, ranging from hiring foreign nationals and business transfers to wages, annual leave and working time.
1. Mandatory Provided Pensions Pursuant to the provisions in the Mandatory Provident Fund Schemes Ordinance (Cap. 485), employers in Hong Kong are required to make arrangements for their employees to join a registered Mandatory Provident Fund (“MPF”) scheme available in the market if such employees are aged between 18 and 65 and employed for a […]
1. Brief Description of Employees’ and Employers’ Organizations The Trade Union Ordinance (Cap. 332) and the Trade Union Registration Regulations make provision for the registration and regulation of trade unions, requiring them to draw up and register a set of union rules with the Registrar of Trade Unions. 2. Rights and Importance of Trade Unions […]
1. Grounds for Termination without Notice (List) The Employment Ordinance authorizes termination by the employer summarily without notice or payment in lieu of notice where the employee has, in relation to his employment: willfully disobeyed a lawful and reasonable order; misconduct, inconsistent with due and faithful employee duties; is guilty of fraud or dishonesty or; […]
1. Employees’ Rights There is currently no law in Hong Kong providing for an automatic transfer of an employee’s contract from one entity to another where there has been a change of ownership of business or a transfer of an undertaking. If an employee’s contract should be terminated as a result of the change of […]
1. Minimum working conditions Basic entitlements enjoyed by all employees include payment of wages, restrictions on deductions from wages, granting of statutory holidays, protection against anti-union discrimination, and employment protection in respect to unreasonable and unlawful dismissal. Those working under a “continuous contract of employment” are entitled to further benefits such as rest days, paid […]
1. Minimum requirements Under the Employment Ordinance, an employment contract can be made orally or in writing. Employees’ rights and benefits are protected under the Ordinance irrespective of whether the employment contract is made verbally or in writing. All employees covered by the Employment Ordinance, irrespective of their designated job titles or working hours, are […]