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Sexual harassment is taken very seriously in Admiralty, Hong Kong, and is governed under the Sex Discrimination Ordinance (SDO). This law prohibits sexual harassment in several different areas including employment, education, provision of goods, facilities or services, disposal or management of premises, and clubs. It is important to note that the law not only protects victims who have been directly harassed but also those who find a particular environment hostile or offensive due to incidents of sexual harassment occurring around them.
If you believe you have been sexually harassed, a lawyer specializing in this area can provide you with legal advice, assist you in gathering evidence, represent you in court, or help you negotiate a settlement. You may also need a lawyer if you have been accused of sexual harassment to assist in providing a defense, reviewing evidence against you, and determining the best course of action.
The key factors that define sexual harassment under the SDO in Hong Kong include unwelcome sexual advances, requests for sexual favors, or other unwanted conduct of a sexual nature. The law further expands on this by establishing that such behavior is considered harassment whether it is made explicitly or implicitly, physically or verbally, or if it creates an environment that is hostile, intimidating, or offensive. It is also important to note that the SDO applies to both sexes, meaning both men and women can file reports of sexual harassment.
Sexual harassment is essentially any unwelcome sexual behavior that is either humiliating, offensive, or intimidating. This ranges from physical contact, suggestive comments, offensive messages, requests for sexual favors, or creating a hostile environment.
Yes, the SDO applies to both workplace settings and non-workplace settings. Harassment during work functions, company trips, and office parties is also considered actionable.
Evidence can come in many forms, including direct evidence such as emails, text messages, pictures, or video. Witness statements or a documented pattern of behavior can also support your claim.
You can report sexual harassment either internally within your organization or directly to the Equal Opportunities Commission (EOC) who will investigate your claim.
Yes, a claim normally must be lodged within 12 months of the occurrence of the act of sexual harassment.
You might consider reaching out to organizations dedicated to sexual harassment prevention such as the Equal Opportunities Commission (EOC), or the Hong Kong Labour Department. These organizations can provide guidance, support, and resources on how to handle situations of sexual harassment.
If you need legal assistance, you should consider contacting a lawyer who specializes in sexual harassment cases. Compile any evidence you may have and document any incidents in as much detail as possible. Reporting the incident to your employer (if applicable) or to the Equal Opportunities Commission (EOC) should also be considered.
