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Seyfarth recently hosted a webinar entitled ‘Managing Cross-Border Sexual Harassment Investigations in Australia and Asia’, addressing the practical considerations that employers should be aware of when investigating...more
The Hong Kong Government has proposed to change the “continuous contract” requirement under the Employment Ordinance (Cap 57) (“EO”) from the current “4-18” requirement to a more relaxed “4-17” or “4-68” requirement....more
With the continued prevalence of the “gig economy”, a common question that arises is whether “gig workers” are employees or independent contractors of the digital platform. ...more
Overview - The primary piece of legislation, the Employment Ordinance (the “EO”), prescribes certain basic rights and protection for most employees. The EO applies to every employee engaged under a contract of employment...more
Introduction - GENERAL OVERVIEW - Hong Kong employers and employees have become increasingly aware of their rights and obligations under the anti-discrimination legislation since the passing of the Sex Discrimination...more
The COVID-19 pandemic has posed unprecedented employment law challenges for both local and multinational corporations. Employers are making efforts to continue business whilst minimizing health risks for their employees. In...more
In response to the challenges arising from the novel coronavirus (“COVID-19”) pandemic, the Hong Kong Government (the “Government”) has introduced financing support, tax and other temporary relief measures intended to help...more
The Employment (Amendment) Ordinance was passed on 24 December 2014 and came into force on 27 February 2015. It amends the Employment Ordinance (Cap 57) and entitles working fathers and fathers-to-be up to three days of paid...more
In continuation of my article on Globalizing in Hong Kong in December 2013, let's discuss some of the practical implications and recent developments in Hong Kong's employment arena. Hong Kong is not just a pivotal financial...more