Latest insights

On 2 October 2026, the Hong Kong Government announced that the minimum allowable wage for foreign domestic workers in Hong Kong will be increased by 2.35 per cent, from HK$5,100 to HK$5,220 per month.

The Labour Department has changed the Heat Stress at Work Warning (“HSWW”) system following concerns that its thresholds did not adequately reflect severe conditions.

On 16 September 2026, the Chief Executive delivered his 2026 Policy Address – and there's plenty in it for employers to take note of. From new protections for delivery workers and implementing measures to accommodate for the city’s ageing population, these measures signal where the Government is heading. Here's our take on the key changes and why they matter.

On 4 September 2026, a director of Grace (Asia) Group Limited and CY Medical Aesthetics Limited was sentenced at Fanling Magistrates' Courts to 120 hours' community service after the companies wilfully and without reasonable excuse failed to pay three employees’ wages within seven days after their wage periods ended and their employment contracts were terminated, in breach of the Employment Ordinance (Cap. 57) (“EO”).

Recently, a Chinese multinational tech giant dismissed a Project Manager after screenshots of his seven-figure compensation package were circulated online. The package was reportedly worth over RMB 3 million (about US$470,000). The company dismissed the individual on the basis that he had disclosed sensitive corporate information and permanently blacklisted him from future employment at the organisation. The screenshots went viral on Chinese social media and sparked nationwide discussion on compensation packages and pay confidentiality.

A recent Hong Kong decision provides a useful warning for employers which run satellite offices with significant local autonomy. The case shows how quickly risk can build where one senior individual effectively controls day-to-day operations, payroll decisions, employment records and communications with head office, without any meaningful independent oversight.

Business in Hong Kong moves fast. Deals get done, invoices stack up, and cashflow is king. But when a debtor goes quiet or stops responding to demands for payment, what can you do?

Employers often assume that fiduciary duties mainly concern directors, senior executives or those at the top of the organisation. Eventmaster Ltd v Chen Hiu Kwan & Ors [2026] HKCFI 3380 is a useful reminder that this is not always the case.

A recent judgment in Hong Kong regarding a law firm may be of interest to employers managing senior employees with wide operational discretion. Although the case arose in a law firm setting, the court’s reasoning on authority, loyalty, record-keeping and proof of loss has wider relevance for employment disputes across industries.

Can Hong Kong employers now expect to enforce longer post-employment restrictions? A recent High Court decision enforcing 12-month restrictive covenants against former Marsh employees might suggest so – but the Court's unusual reasoning may limit its influence on future cases.

In Caidao Capital Ltd v Harmen Christiaan Overdijk and Others [2026] HKCFI 1326, the Hong Kong Court of First Instance adjudicated on the dispute between SFC-licensed asset management firm Caidao Capital Limited (“CCL”) and two senior investment managers, Mr Overdijk and Mr Lamaison.

The widespread use of WhatsApp for business and personal communication raises an increasingly common question: can WhatsApp messages create legally binding obligations in Hong Kong?

Pregnancy in the workplace can often bring into focus a tension between protection and performance.

Can an employee claim compensation for contracting COVID-19 at work? A recent District Court decision suggests the answer is yes in principle, but the evidential hurdle will be formidable.

Workplace sexual harassment complaints in Hong Kong increased by more than a third last year, according to Hong Kong’s Equal Opportunity Commission (EOC). Catherine Leung comments for the International Employment Lawyer.

This article examines the High Court’s decision in Black Marble Securities Limited v Rabie, Abou Bakr Mahmoud and Another, in which a Hong Kong securities brokerage company sued its own client for conspiracy, alleging a secret discretionary trading arrangement with one of its employees.

This article examines the High Court's decision in Chen Zhirui v Huiyuan Cowins Technology Group Limited, in which the Court allowed an employee's appeal against a security for costs order. The case provides important guidance on the Court's discretion in such applications, particularly on the question of whether an order for security would be just where an employer has itself procured the transfer of an employment claim from the Labour Tribunal to the High Court.

A leading global investment bank has begun piloting a system that compares junior bankers’ self-reported working hours with computer-generated estimates based on their digital activity.

In a decision handed down on 13 February 2026, the Hong Kong Court of First Instance refused to grant an interlocutory injunction sought by a virtual asset management company, which attempted to enforce a 12 month non compete covenant against a former portfolio manager who joined a rival in the cryptocurrency ETF market.

In Hong Kong, both employers and employees are required to make Mandatory Provident Fund (“MPF”) contributions equivalent to 5% of the employee's relevant income. For monthly paid employees, the current minimum and maximum relevant income levels are HK$7,100 and HK$30,000 respectively.

Starting from this year, Easter Monday which is on 6 April, will be designated as a statutory holiday. This means that Hong Kong now has a total of 15 statutory holidays as of 2026.

What happens in mediation stays in mediation – or at least, that is the expectation. For parties engaged in settlement negotiations, the ability to speak candidly without fear of their words being later used against them is not merely a procedural nicety.

As discussed in Part 1 of this series, the explosive growth of Hong Kong’s gig economy – from on-demand delivery to ride-hailing and digital services – brings into focus the often complex legal distinction between independent contractors and employees under Hong Kong law.

Beyond Borders is our global employment law podcast series, created to help you confidently manage an international workforce and stay ahead of the complexities of cross‑border employment issues.

The High Court decision in Khan Farooq Ahmed v Delivery Hero Food Hong Kong Ltd [2025] HKCFI 4030 has prompted renewed discussion on employers’ obligations to maintain a safe system of work, especially for employees performing outdoor or mobile roles in adverse or extreme weather conditions. 

The recent District Court decision in Kan Yue San v Daily Smart Consultants Ltd offers guidance on two common types of employment litigation: worker classification and credibility assessment in workplace injury claims.

Vicarious liability is a legal principle that holds employers responsible for certain wrongful acts or torts committed by their employees in the course of employment. While organisations increasingly recognise that they can be liable for employee misconduct, there is often misunderstanding about the scope of situations this covers.

Hong Kong’s gig workforce has boomed, particularly in respect of food delivery, ride-hailing, and on-demand services. This growth is driven in part by significant labour shortages, with the Labour & Welfare Bureau projecting a shortfall of 180,000 workers by 2028. More significant gaps were observed in labour-intensive sectors such as construction, health services, retail and  tourism industries.

In an era of heightened workloads, instantaneous digital communications, and greater scrutiny of managerial decisions, Hong Kong employers are encountering a steady rise in complaints of stress, bullying, or humiliation at work.

In 2025, Hong Kong’s employment landscape continued to evolve, with significant reforms and practical developments for employers and employees alike; from revising the definition of continuous employment to the abolition of the MPF offsetting mechanism, these are all measures to ease access to statutory benefits and strengthen protections for employees.

There are various circumstances where an employer may need to temporarily restrict an employee’s access to the workplace, for example, to investigate misconduct, complaints, or protect confidential information. In Hong Kong, there are three commonly used approaches to manage such situations: statutory suspension under section 11 of the Employment Ordinance (“EO”), administrative leave, and garden leave. A clear understanding of these options is essential for minimising exposure to constructive dismissal claims, termination payment disputes and reputational harm. 

The British Nationals (Overseas) route is a UK settlement route recognising the UK’s historic ties to Hong Kong. Although the government has promised to provide participants with a 5-year reduction to their proposed new 10-year baseline qualifying period for settlement, other mandatory aspects of the proposals could potentially mean a delay in settlement or outright ineligibility for some. We explain the potential impacts of the proposals on holders of this visa and offers suggestions for engaging with the government on its proposals.

The Court of First Instance has provided timely guidance on managing overlapping employment disputes that straddle the Labour Tribunal and the High Court. In Vantage Capital Markets HK Limited v Salles Antoine Paul Benjamin [2025] HKCFI 3516, Chan J dismissed an employee’s application for leave to appeal against a Labour Tribunal decision transferring both the employer’s claim and the employee’s counterclaim to the High Court. The judgment clarifies the scope of the Labour Tribunal’s transfer power under the Labour Tribunal Ordinance (LTO), the limits of the Employment Ordinance (EO) wage-deduction protections at the jurisdictional stage, and the court’s preference for coherent case management over fragmented proceedings. It has practical implications for practitioners planning parallel or sequential proceedings. 

A 54-year-old man was arrested by the Office of the Privacy Commissioner for Personal Data for allegedly doxxing his ex-boss in violation of Hong Kong data privacy laws. The man was employed by the company between November 2023 and May 2024 and allegedly posted sensitive personal data – including his boss’ Hong Kong identity card number, mobile numbers, bank details, and even a video of his boss reading a loan agreement — without consent on instant messaging groups he once managed for the company. The incident is believed to have stemmed from a workplace grievance, highlighting the risks for employers in the digital age.     

The Courts (Remote Hearing) Ordinance (Cap. 654) (the “Ordinance), which came into effect on 28 March 2025, marks a significant milestone in the modernisation of Hong Kong’s judicial system.

Conducting background checks on job candidates has become a common practice amongst employers. These may include obtaining work references, inquiring about the candidate’s criminal record and assessing their social media and online presence. As the outcome of a background check can significantly influence an employer’s decision to hire a candidate, job offers are often made conditional upon the satisfactory completion of such checks.

With effect from 1 January 2026, the maximum daily rate for reimbursement of medical expenses to employees under the Employees’ Compensation Ordinance (ECO) and the Pneumoconiosis and Mesothelioma (Compensation) Ordinance (PMCO) will increase.

The 2025 Ius Laboris and Lewis Silkin APAC Employment Law Conference brought together legal experts and thought leaders to examine how demographic shifts, technological disruption, and evolving workforce expectations are reshaping employment law across the region. This round-up paper captures the key themes and developments discussed, offering a comprehensive overview of the legal trends driving change in Asia-Pacific workplaces.

The recent UK Supreme Court decision clarifying that “sex” under the equality law refers strictly to biological sex has sent ripples far beyond Britain’s borders. For Hong Kong, a city with a growing awareness of diversity and inclusion but limited statutory protections for transgender individuals, reflecting on and understanding the implications of this landmark judgment will be crucial for fostering fair and inclusive workplaces.

China’s strong economy, large manufacturing base and burgeoning consumer market make it an irresistible place for many Western companies to do business. This in-brief provides a snapshot of some of the key aspects of Chinese employment law. Our Hong Kong office was opened to meet a growing demand from many of our clients for coordinated employment and immigration/global mobility support across the Asia Pacific region (including China).

Our Beyond Borders podcast series is designed to help you manage your international workforce and navigate the quirks of international employment law.

Our Beyond Borders podcast series is designed to help you manage your international workforce and navigate the quirks of international employment law.

Australia remains to be a strong and stable environment in which to do business. This in-brief provides a snapshot of some of the key aspects of employment law in Australia.

Our Beyond Borders podcast series is designed to help you manage your international workforce and navigate the quirks of international employment law.

Singapore’s rapid economic development since it gained independence in 1965 is well documented. This economic success, combined with the country’s lightly regulated business environment, has long made it a natural “hub” for many multinational employers. This in-brief provides an overview of some of the key aspects of employment law in Singapore.

Our Beyond Borders podcast series is designed to help you manage your international workforce and navigate the quirks of international employment law.

The Republic of Korea (often referred to as South Korea and in this in-brief as Korea) has one of Asia’s strongest performing economies and is home to some of the world’s largest brands. Despite its fast ageing population and a chronically low level of productivity, Korea continues to be popular place to invest for foreign companies.

Our Beyond Borders podcast series is designed to help you manage your international workforce and navigate the quirks of international employment law.

Our Beyond Borders podcast series is designed to help you manage your international workforce and navigate the quirks of international employment law.

This in-brief provides an overview of employment law in Hong Kong.

The Trade Unions (Amendment) Bill 2025 (the “Bill”) was passed by the Legislative Council on 25 June 2025 and will come into operation on 5 January 2026. The Bill amends the Trade Unions Ordinance (Chapter 332) with the aim to better safeguard national security and enhance the regulatory regime for trade unions in Hong Kong.

As economic pressures mount in Hong Kong, many organisations are exploring ways to streamline operations and reduce costs. One increasingly popular strategy is converting employees into independent contractors, who do not have the same statutory rights and protections as employees.

A recent survey published last year by the Mental Health Association of Hong Kong revealed an alarming rise in mental health disorders, particularly among Hong Kong males and young people. The study, which surveyed 2,904 participants, found that young people aged 18 to 24 and men exhibited higher levels of depression, anxiety, and insomnia compared to other groups.  

The Employment (Amendment) Bill 2025 (“Bill”) aimed at amending the definition of “continuous contract” under the Employment Ordinance (“EO”) was gazetted on 27 June 2025.

The Protection of Wages on Insolvency Ordinance was recently amended to increase the maximum amount of ex-gratia payment which could be paid to an employee under the Protection of Wages on Insolvency Fund (the “Insolvency Fund”) in respect of statutory severance payment owed by their employer in the event the employer has become insolvent.

The damage and chaos caused by President Trump’s shock ‘Liberation Day’ tariffs on Chinese goods has been widespread, affecting markets globally.

In Hong Kong, under the Employment Ordinance, employers are required to pay wages to an employee within 7 days of the end of the wage period (or in the case of termination of employment, within 7 days of the last day of employment).

In the landscape of international business, establishing regional offices in locations such as Hong Kong or mainland China is a strategic move for multinational corporations looking to establish a presence in Asia.

On 11 April 2025, the Hong Kong government published the Employment (Amendment) Bill 2025 (“Bill”) which proposes to amend the Employment Ordinance (“EO”) to change the definition of “continuous contract”. 

Ah, the office social event – a time for team bonding, laughter and perhaps a cheeky drink or two. Whether it is a festive Christmas party, a company day event or a simple after-work gathering, these events are a fantastic way to boost morale and foster team spirit. However, they can also be a minefield for concerning behaviour if not managed correctly. As employers, we try to ensure these events are enjoyable and fun. At the same time, employers must be mindful of their legal obligations, particularly concerning discrimination and harassment.  

In light of recent developments in the United States, where President Donald Trump has issued executive orders to dismantle Diversity, Equity, and Inclusion (“DEI”) policies within the federal government, many in Hong Kong are left wondering about the implications for their own workplaces. This is particularly pertinent for those employed by companies headquartered in the U.S. or with significant U.S. operations.

Workplace harassment in Hong Kong remains a critical issue, and it is something that can significantly impact the well-being of employees and the overall productivity of an organisation. 

This article is the third in our series of deep dives into cases which we have handled involving strike out applications. The case in question involves allegations of disability discrimination carried out by the employer, Quasar Engineering Limited (“Quasar”) and the employee’s entitlement to claim constructive dismissal. 

The Hong Kong Equal Opportunities Commission (“EOC”) has published a Practical Guide for Employers on How to Support Employees with Dementia at Work (“Guide”) with a view to raise awareness about dementia at work and provide guidance on how employers may support employees with dementia. In this article, we summarise why understanding dementia at work is important and how employers can ensure that an inclusive workplace is maintained.

A strike-out application is a legal strategy to resolve disputes early, avoiding a trial. This article summarises four case studies where Lewis Silkin's litigation team successfully handled strike-out applications in employment disputes. The first three case studies relate to strike out applications where we issued the applications on our clients’ behalf whereas in the fourth case study, the team defended a strike-out application. These cases highlight the judicial reasoning and implications for parties considering a strike out application.

In the recent case of Lo Wai Keung v Hannover Ruck SE, the Hong Kong Court of First Instance addressed a significant point of law regarding the termination of employment contracts and the implications of making a payment in lieu of notice. The case revolved around the termination of Mr. Lo's employment by his employer and whether such termination, effected by a payment in lieu of notice, constituted a termination without notice. This determination was crucial in deciding Mr. Lo's entitlement to share awards under the company's scheme. The court's analysis provides valuable insight into the interpretation of employment contract terms and the legal consequences of different modes of termination.

As we step into 2025, the employment landscape in Hong Kong is poised for significant transformation. This article delves into anticipated legislative changes and emerging key trends enabling employers and HR professionals to stay ahead of the curve and equip themselves with the knowledge to navigate the evolving employment environment in Hong Kong. 

The Hong Kong government has announced the abolishment of the MPF offsetting mechanism. This significant change will impact how employers handle statutory severance payments (SP) and long service payments (LSP). This article provides an overview of the changes and practical tips for employers to prepare for this transition. 

As we become more accustomed to using our faces or fingerprints to unlock devices in our everyday life, it’s not surprising that employers in Hong Kong are considering using biometric systems in the workplace. However, employers need to address the significant challenges involved with using biometric data.

Much attention has been paid in Labour’s Employment Rights Bill to enhancements in employment rights such as extending unfair dismissal to the first day of employment. Much less attention is paid to how effective legal systems are in enabling the enforcement of these rights. In this insight, we compare the British experience with the experience of litigants in 20 other jurisdictions. 

Although still a largely agrarian economy, Indonesia is rapidly industrialising and diversifying into other spheres. The continuous and steady growth of the country makes Indonesia an attractive place for business in the coming years. It is important that organizations currently doing business in the country or considering doing so are aware of the often strict employment laws in Indonesia.

The business climate in Thailand continues to be positive and welcoming to foreign investment. The country’s participation in the Association of Southeast Nations (ASEAN) Economic Community can only be expected to continue this trend.

Over the past few decades, Vietnam has moved from a centrally-based economy to one with significant market features. During this period, the economy has experienced rapid growth, driven primarily by the manufacturing and agriculture sectors. Today, Vietnam is widely regarded as an attractive place to invest.