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.