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ARTICLE · 09 AUGUST 2019

Spotlight On Hong Kong – Recent Developments

Mayer Brown
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Our Employment & Benefits team in Hong Kong produce the "Asia Employment Law: Quarterly Review", a publication covering 15 jurisdictions in Asia.

Hong KongEmployment and HR
Duncan Abate
Duncan Abate
Hong Tran
Hong Tran
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As mentioned in our earlier posts, we will be featuring contributions from our global Employment & Benefits team on this blog, highlighting particular topics and issues of interest to UK employers with operations overseas.

Here is some recent commentary and guidance from our Employment & Benefits team in Hong Kong:

  • Our Employment & Benefits team in Hong Kong produce the "Asia Employment Law: Quarterly Review", a publication covering 15 jurisdictions in Asia. The twenty-fourth edition flags the anticipated employment law developments during the second quarter of 2019, highlighting some of the major changes to look out for in 2019.
  • Following case law in 2018, in June 2019, the Hong Kong Court of Final Appeal took a further step towards internationally accepted norms by making it unlawful for the Hong Kong government to provide lower benefits to a spouse in a same-sex marriage than to a spouse in a heterosexual marriage. This recent update from Employment & Be

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Mayer Brown is a global legal services organization comprising legal practices that are separate entities (the Mayer Brown Practices). The Mayer Brown Practices are: Mayer Brown LLP, a limited liability partnership established in the United States; Mayer Brown International LLP, a limited liability partnership incorporated in England and Wales; Mayer Brown JSM, a Hong Kong partnership, and its associated entities in Asia; and Tauil & Chequer Advogados, a Brazilian law partnership with which Mayer Brown is associated. "Mayer Brown" and the Mayer Brown logo are the trademarks of the Mayer Brown Practices in their respective jurisdictions.

© Copyright 2020. The Mayer Brown Practices. All rights reserved.

This article provides information and comments on legal issues and developments of interest. The foregoing is not a comprehensive treatment of the subject matter covered and is not intended to provide legal advice. Readers should seek specific legal advice before taking any action with respect to the matters discussed herein. Please also read the JSM legal publications Disclaimer.

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