{"id":1003,"date":"2021-12-13T09:58:54","date_gmt":"2021-12-13T09:58:54","guid":{"rendered":"https:\/\/www.jurisasia.com\/?p=1003"},"modified":"2026-02-26T09:03:02","modified_gmt":"2026-02-26T09:03:02","slug":"hong-kong-labor-law","status":"publish","type":"post","link":"https:\/\/www.jurisasia.com\/en\/hong-kong-labor-law\/","title":{"rendered":"A final look back at 2021 and its impact on labor law in Asia-Pacific"},"content":{"rendered":"
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A final look back at 2021 and its impact on labor law in Asia-Pacific<\/h1>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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In these newsletters, we emphasise the importance, and even the necessity, of a comprehensive approach to the legal management of human resources in the Asia-Pacific, or Indo-Pacific.<\/strong> Whatever the name, it encompasses a coherent region stretching from India to Australia, where British-inspired common law prevails, adapted during national independence to the characteristics of each of the jurisdictions concerned.<\/strong><\/p>

When it comes to identifying the trends of 2021, faced with a human and legal landscape disrupted by the longer-than-anticipated presence of the pandemic virus, covering all these jurisdictions would be a task beyond the scope of a simple newsletter.<\/p>

We have therefore chosen one of them, typically innovative and responsive to business developments: Hong Kong.<\/strong><\/p>

The problems employers have<\/strong> faced in Hong Kong<\/strong> are representative of those uncovered in other jurisdictions in our preferred region. Solutions may be different elsewhere, but not fundamentally so.<\/p>

When legal<\/strong> and human relations<\/strong> departments need to find a compass in these uncertain times, what happened in Hong Kong<\/strong> provides a prime reference.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Newsletter No. 9 - December 2021<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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I - The Employer and Mandatory Vaccination<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Under Hong Kong law<\/strong>, an employer may only give an order (such as one to be vaccinated) to an employee if the order is lawful and reasonable<\/strong>, but this right is recognized under these conditions.<\/p>

The employer's right<\/strong> extends to the immediate dismissal<\/strong> for serious misconduct<\/strong> of an employee who refuses a valid order<\/strong> under Section 9(1) of the Employment Ordinance<\/strong> (Cap. 57).<\/p>

The first criterion is easily satisfied, since no Hong Kong law prohibits vaccination, and the request cannot be \"unlawful.\"<\/strong><\/p>

However, care must be taken to ensure that vaccination, if imposed, is imposed on all employees<\/strong>, to avoid the risk of discrimination, a practice punishable under Hong Kong law<\/strong>. The same applies to the distribution of incentives, such as bonuses or vacation days, for employees who accept vaccination.<\/p>

The reasonableness criterion is more complex to analyse. Employees may have different personal positions on the matter, which is a subjective element. However, it is expected that the Hong Kong courts<\/strong> would apply an objective test, taking into account each employee's degree of exposure to risk. Pending case law<\/strong>, it is prudent to document each decision so that it can be justified later.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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II - The Employer and the Obligation to Test<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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The issue is even more complex when it comes to delineating the limits of a simple test request by the employer.<\/strong><\/p>

According to the Occupational Safety and Health Ordinance<\/strong> (Cap. 509) (\u201cOSHO\u201d), employers<\/strong> are required, in accordance with general common law principles, to take all reasonably available measures to ensure the safety and health of their employees<\/strong> in the workplace. Conversely, employees must cooperate with their employer to this end. However, how this will be interpreted in the context of a pandemic, particularly in the event of employee refusal<\/strong>, remains to be defined by case law.<\/p>

It should be noted that test results may only be retained by the employer with extreme caution, in accordance with the Personal Data (Privacy) Ordinance<\/strong> (Cap. 486).<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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III - Direct Hiring for Remote Work<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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With the pandemic and the widespread adoption of remote work<\/strong>, many employers have engaged<\/strong> in direct hiring through this method. Generally, this is for intellectual tasks<\/strong>, such as web development, but from a legal perspective, this form of employment is no different from a more down-to-earth model: that of drivers based on the so-called \"Uber\" model.<\/p>

What will be the status of these new types of employees? It is still difficult to predict.<\/p>

In Hong Kong,<\/strong> the courts ruled in favour of drivers, recognising their status as employees in the 2007 Court of Final Appeal decision in Poon Chau Nam v Yim Siu Cheung.<\/strong><\/p>

Conversely, in Australia, the Fair Work Commission<\/strong> denied drivers this status in a 2020 decision in Amita Gupta v Portier Pacific & UberAustralia Pty Ltd.<\/p>

The situation of intellectual workers recruited without a required, or even authorized, physical presence<\/strong> at a workplace therefore remains uncertain.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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IV - Medical Examination<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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In Hong Kong, employers may require a pre-employment medical examination<\/strong> and refuse employment if the candidate refuses to undergo it, provided they comply with the conditions set out in the Disability Discrimination Ordinance and the Personal Data (Privacy) Ordinance.<\/strong><\/p>

How this right will adapt to applicants,<\/strong> given their vaccination choice and their infection status, remains to be determined. In the meantime, formal and substantive precautions must be created ex nihilo by the employer<\/strong>, on its own initiative, to protect itself from potential liability claims.<\/strong><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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V - Dismissal during sick leave<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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According to the Employment Ordinance<\/strong> (Cap. 57), except in cases of dismissal for serious misconduct, an employer may not dismiss an employee on sick leave<\/strong>, except during periods of unpaid sick leave where the contractual notice period is sufficient.<\/p>

Will a condition of \"long COVID<\/strong>\" be considered to fall within this latter category, or will the courts<\/strong> develop rules specific to the pandemic?<\/strong><\/p>

This should be considered in light of the general principle in Hong Kong law<\/strong> (unlike other common law jurisdictions in Asia such as Malaysia<\/strong>) that an employer may terminate an employment contract without giving any reason, with compliance with the contractual notice period <\/strong>being sufficient to establish the validity of the dismissal<\/strong>. This principle was reaffirmed again recently in 2021 by the Court of First Instance in its decision in Lam Siu Wai v. Equal Opportunities Commission.<\/strong><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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VI - The Employee's Availability Outside the Workplace and Its Limits<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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The employee's availability to respond to the employer's questions and requests will have to be assessed by adapting legal rules developed before the pandemic or independently of it.<\/p>

For example, in a 2021 decision in Breton Jean v \u9999\u6e2f\u4e3d\u7fd4\u516c\u52a1\u822a\u7a7a\u6709\u9650\u516c\u53f8 (HK Bellawings Jet Limited), the Hong Kong District Court held that an employee could not be dismissed<\/strong> for failing to answer an employer's call during a period of leave.<\/strong><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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VIII - Refusal to Return to Work<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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As stated above, employers must comply with OSHO and take measures of their own volition to ensure the safety and health of employees, including, in this case, the employee's reintegration after a period of absence, taking into account, where appropriate, the employee's impairment. Which may be their intellectual capacities and mental state, with legal doctrine predicting that Hong Kong courts<\/strong> will draw inspiration from the 2004 English case of Barber v. Somerset County Council.<\/strong><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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VIII - Refusal to Return to Work<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Returning to work, and not just in the workplace but to work itself, is being observed among a growing number of people.<\/p>

An increasingly widespread practice is for candidates who have accepted a position to withdraw and wish to resume their freedom after signing all the documentation formalising their new employment. The employer's recourse is then often limited, even if the employment contract<\/strong> or letter of appointment contains a notice clause, which may be considered at common law as a penalty clause<\/strong> that is automatically void.<\/p>

However, in Law Ting Pong Secondary School v. Chen Wai Wah (2021), the Hong Kong Court of Appeal<\/strong> ordered the employee to pay his employer, who had been dismissed before he even started work, the equivalent of three months' salary for the contractual notice period.<\/strong><\/p>

This represents a real turning point in the case law of the Hong Kong courts<\/strong>, which until now considered such a clause void as constituting a penalty if its real purpose was to deter the employee rather than to calculate a compensation amount in advance. With the aforementioned decision, Hong Kong has adopted the UK Supreme Court's \"modern\" doctrine in Cavendish Square Holdings BV v Talal El Makdessi [2016] AC 1172<\/strong>, according to which a clause is a penalty<\/strong> only if it is disproportionate to the interests of the party it is intended to protect.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Hong Kong<\/strong>, like other common law jurisdictions in Asia-Pacific<\/strong>, is seeking legal solutions adapted to the new context, drawing on its general principles<\/strong>, especially that of \"reasonableness<\/strong>.\" Its development should therefore be closely monitored because it will guide or at least reveal the state of the law in the entire geographical area in 2022 and beyond.<\/strong><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Did you enjoy the content<\/strong> of this article? We would be honored<\/strong> to count you among our readers. The subscription page<\/strong><\/a> is available to you.<\/p>

We guarantee the confidentiality of your data<\/strong>. Their use will be strictly limited to sending<\/strong> our Newsletter. You may unsubscribe at any time<\/strong> using the link provided in each of our Newsletters.<\/p>

For further details regarding the topics mentioned, or related matters, please contact us through our contact page<\/a>.<\/strong><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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\n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tAll Newsletters of Philippe Girard-Foley<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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The content above is purely for informational purposes, relating to a selected overview of legislative, regulatory and case law developments in the relevant geographical area, which is not and does not claim to be exhaustive.<\/p>

It does not constitute legal advice in relation to any particular case and should not be regarded as such. A more detailed doctrinal study on any of the topics mentioned may be requested.<\/p>

Philippe Girard-Foley is a Registered Foreign Lawyer accredited by the Supreme Court of Singapore before the Singapore International Commercial Court \u2013 Certificate of Full Registration under Section 36P Legal Profession Act (Chapter 61).<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"

Dernier retour sur 2021 et son impact sur le droit du travail en Asie-Pacifique Dans ces newsletters, nous ne manquons pas de souligner l\u2019importance et m\u00eame la n\u00e9cessit\u00e9 d\u2019une approche globale de la gestion juridique des ressources humaines en Asie-Pacifique, ou Indo-Pacifique. Quel que soit le nom donn\u00e9, une zone coh\u00e9rente s\u2019\u00e9tendant de l\u2019Inde \u00e0 […]<\/p>","protected":false},"author":9,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[7],"tags":[],"class_list":["post-1003","post","type-post","status-publish","format-standard","hentry","category-newsletters"],"yoast_head":"\nDroit du travail Hong Kong - Impact du Covid-19 et jurisprudence<\/title>\n<meta name=\"description\" content=\"Droit du travail \u00e0 Hong Kong : vaccination, tests, t\u00e9l\u00e9travail, licenciements et jurisprudence r\u00e9cente li\u00e9e au Covid-19.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.jurisasia.com\/en\/hong-kong-labor-law\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Droit du travail Hong Kong - 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