We use cookies to deliver our online services. Details of the cookies we use and instructions on how to disable them are set out in our Cookies Policy. By using this website you agree to our use of cookies. To close this message click close.

Hong Kong Employment Law Update: 2014 round-up and looking ahead to 2015

29 January 2015

We summarise last year's developments in Hong Kong's employment regime and look ahead at what we expect for 2015.

Developments during 2014

Paternity leave

Three days of paid paternity leave will become a statutory entitlement on 27 February 2015 on commencement of the Employment (Amendment) Ordinance 2014. The employee may take paternity leave at any time during the period from four weeks before the expected date of delivery to ten weeks beginning on the actual delivery date. Payment for paternity leave will be at four-fifths of the employee's average daily wages, which mirrors statutory maternity leave pay.

An employer who fails to comply with the paternity leave provisions without reasonable excuse commits an offence and will be liable to a maximum fine of HK$50,000[1], as for maternity leave.

Employers should update their existing policies to ensure compliance. In particular, employers should consider whether notification procedures should be implemented in the workplace for paternity leave and to update its employment manual to reflect the company's paternity leave policy.

Click here to read full note

The team

Loading data