Our Beyond Borders podcast series is designed to help you manage your international workforce and navigate the quirks of international employment law.

Asia's legal and human resources advisors are often required to function across multiple jurisdictions. Staying on top of employment-related legal developments is important but can be challenging.

Asia's legal and human resources advisors are often required to function across multiple jurisdictions.

The Secretary for Labour and Welfare of the Government of the Hong Kong Special Administrative Region made a statement on 22 June 2016 that the Labour Advisory Board still required extensive discussion...

Two significant rulings by the Hong Kong courts provide important guidance on the doctrine of constructive dismissal...

It is widely known that parties to an employment contract are entitled to terminate the contract without cause either by giving requisite notice or payment in lieu of notice to the other party.

It is common to find employers imposing post-termination restraints ("PTRs") on employees in order to restrict the post-termination activities of the employees with the aim of protecting the employer's businesses.

Hong Kong's Employment (Amendment) Bill 2016 (the Bill) was gazetted on 12 February 2016.

The Employment (Amendment) Bill 2017 (the "Bill") was gazetted on 5 May 2017.

On 11 November 2009, the High Court in Hong Kong awarded damages to 18 of 49 pilots (known as the "49ers") who were dismissed en masse in 2001 without cause (upon payment of three months' wages in lieu of notice).

Last month, the Legislative Council Panel on Manpower reviewed and discussed a briefing paper submitted by the Labour and Welfare Bureau of the Labour Department.

Asia's legal and human resources advisors are often required to function across multiple jurisdictions.

In Hong Kong, an implied duty of mutual trust and confidence exists between an employer and an employee.

The Hong Kong High Court held that the employer was obliged to apply its disciplinary procedures to an employee even though the employee's performance had already been the subject of a performance improvement plan (PIP).

Before making such an order, both the employer and the employee must be given an opportunity to present each of their cases in respect of the making of an order for reinstatement or reengagement.

In a region where employment law is increasingly scrutinised, the risks of summary dismissal (i.e. a dismissal without notice, and with immediate effect) continue to present a live issue for companies across Asia

Hong Kong's Civil Service Bureau recently issued an internal memo, which was leaked to the press, that said department heads should dismiss employees on probation if they have been charged on suspicion of taking part in ...

Termination of employment contract without notice or payment in lieu of notice under section 9 of the Employment Ordinance (Cap. 57), commonly referred to as "summary dismissal", is a serious disciplinary action.

Summary dismissal cases are usually interesting because of their facts, and even more interesting if one is upheld by the court.

In the recent case of Lo Wai Keung v Hannover Ruck SE, the Hong Kong Court of First Instance addressed a significant point of law regarding the termination...