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Employment law in Sheung Wan, Hong Kong is outlined by the Employment Ordinance. The ordinance provides a comprehensive legal framework that governs the full range of employment contracts, including pay, termination of employment, and safety at work. From determining minimum wage standards to the protections against wrongful termination, it covers a broad sphere of aspects related to employer and employee relationships.
Legal expertise may be needed in various situations like contract drafting and review, issues involving wrongful termination, discrimination, or harassment complaints, and regulatory compliance among others. It's crucial to consult a lawyer if you're planning to make personnel cuts, restructure your organization, or manage employees' rights during a merger or acquisition. An employment lawyer can provide valuable advice and protect your business interests.
Some key aspects of local employer laws in Sheung Wan revolve around contract of employment, wage protection, rest days, holidays, paid annual leave, sickness allowance, severance payment, long service payment, employment protection, and regulations related to maternity leave and paternity leave. Additionally, employers are prohibited from practicing any form of discrimination and are liable to dismissals and layoffs rules. Breach of these laws could result in substantial legal sanctions.
In Hong Kong, there is currently no statutory standard working hours policy. However, employers and employees are encouraged to agree on the terms and conditions of hours of work in the employment contract.
The notice period for termination typically depends on what is stated in the employment contract. If not specified, the default is a minimum of one month's notice or one month's wages in lieu of notice.
According to the Employment Ordinance, the amount is calculated as two-thirds of the employee's last full month's wages or two-thirds of $22,500 HKD, multiplied by the number of years of service.
Female employees are entitled to a continuous period of 14 weeks of maternity leave if they have been employed under a continuous contract for at least 40 weeks immediately before the commencement of scheduled maternity leave.
Yes, according to the Employment Ordinance, an employer who intends to layoff an employee is required to give a minimum notice or payment in lieu, alongside the provision for severance pay as applicable.
The Hong Kong Labour Department is the primary government body overseeing the employment relations. For legal advice, you might want to consult the Hong Kong Bar Association or the Law Society of Hong Kong. Furthermore, various law firms specialize in employer law.
If you need legal assistance pertaining to employer law, it's highly recommended to seek advice from a legal professional specializing in employment law. This would ensure that you are taking the right action, while preventively adhering to all relevant local regulations.
