Explore workers' rights and legal protections in Hong Kong
In Hong Kong, employment termination must adhere to specific lawful grounds.
Termination with Notice or Payment in Lieu of Notice Employers can terminate an employee's contract with due notice or a payment in lieu of notice. This applies unless the employee has engaged in serious misconduct.
Summary Dismissal (Termination without Notice) An employer may dismiss an employee without notice or payment in lieu if the employee, in relation to their employment, commits any of the following acts:
When terminating an employment contract in Hong Kong, the following notice requirements apply:
Probationary Period During the probationary period, termination usually requires shorter notice or no notice, as established within the contract of employment.
Standard Notice Period Unless a longer period is specified in the employment contract, the following default notice periods apply:
Payment in Lieu of Notice Instead of giving notice, either party can opt to make a payment in lieu of the notice period.
An employee may be entitled to severance pay if the following conditions are met:
Severance pay is calculated as two-thirds of the employee's last monthly wage, multiplied by their years of service. The maximum statutory severance pay is currently HK$390,000.
Constructive Dismissal If an employee resigns due to their employer's substantial breach of contract, it may be considered 'constructive dismissal', and the employee could potentially be entitled to severance pay or other remedies.
Unfair Dismissal Employers must have a valid reason to dismiss an employee. Dismissal based on reasons such as pregnancy, illness, or trade union membership would be considered unlawful.
Hong Kong has a robust legal framework in place to protect individuals from discrimination. This framework focuses on several key protected characteristics, and provides mechanisms for redress in case of discrimination. It also outlines specific responsibilities for employers to prevent and address discrimination in the workplace.
In Hong Kong, the anti-discrimination ordinances cover the following key protected attributes:
If an individual faces discrimination, there are several avenues available for taking action:
Employers in Hong Kong have a crucial role in preventing and addressing discrimination:
Hong Kong's economy is fast-paced, but this vibrancy comes with demanding working conditions, including long hours. Here, we'll explore the legalities and typical situations regarding work hours, rest periods, and ergonomic requirements in Hong Kong.
Statutory Limits: Interestingly, Hong Kong does not have a legal limit on working hours for adults. This means the length of the workday or workweek is determined by employment contracts and company culture.
Long Hours Culture: Despite the lack of legal restrictions, Hong Kong is known for its long working hours. A 2023 report even titled the city home to Asia's most stressed employees, with an average workweek exceeding 50 hours.
Overtime: There are also no legal mandates for overtime compensation. Overtime pay is entirely at the employer's discretion, as stipulated in the employment contract.
Mandatory Breaks: Hong Kong law mandates rest periods for some workers. Specifically, children aged 15 to 18 cannot work for more than five hours continuously without a break of at least 30 minutes.
Lunch Break: While not mandated by law, a lunch break is customary in most workplaces. The duration can vary depending on the company, but typically ranges from one to two hours.
Days Off: Again, there are no legal requirements regarding days off for adult workers. Sunday is generally considered a rest day, but some companies might require working Saturdays or alternating rest days throughout the week.
Limited Regulations: Hong Kong's regulations on workplace ergonomics are not as extensive as in other developed economies. There are no specific legal requirements for providing ergonomic furniture or workstation setups.
Employer Responsibility: The Occupational Safety and Health Ordinance (OSHO) places a general duty on employers to ensure the safety and health of their workers in the workplace. This could be interpreted to include providing a reasonably ergonomic workspace to prevent musculoskeletal disorders.
Best Practices: While not mandated by law, following ergonomic best practices can minimize health risks and improve employee well-being. This can include providing adjustable chairs, proper desk heights, and promoting good posture.
Hong Kong places a high emphasis on worker well-being through a comprehensive occupational safety and health (OSH) framework. This framework includes employer obligations, employee rights, and enforcement agencies.
The Occupational Safety and Health Ordinance (Cap. 509) and the Factories and Industrial Undertakings Ordinance (Cap. 59) form the basis of OSH legislation in Hong Kong. These ordinances, along with subsidiary regulations, outline employer obligations:
Employees also play a crucial role in workplace safety and have corresponding rights:
The Labour Department is the primary agency responsible for enforcing OSH regulations. This is achieved through inspections, investigations, and issuing improvement notices or prosecution in case of non-compliance.
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