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Tag: DLA Piper
2022 Employment Support Scheme - Points to note for employers in relation to changes in employee headcounts
By DLA Piper Legal Case studies for employers
DLA Piper
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Employment Support Scheme
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employer
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Government policy
According to the Government, pursuant to the 2022 Employment Support Scheme (ESS), 77,000 employers have had their wage subsidies for May 2022 approved, representing total funding of approximately HK$5.2 billion. As a brief reminder, the ESS is a support scheme first implemented in 2020 to provide employers with the financial support needed to retain their employees. The financial support given was in the form of wage subsidies disbursed in 2 tranches, with the first tranche used for employee wages during the period from June to August 2020, and the second tranche used for the period from September to November 2020. Like the ESS implemented in 2020, the 2022 ESS will also provide successful employer applicants with wage subsidies, but the focus of the scheme is to help businesses rebuild as quickly as possible and to encourage employers to increase their employment rates (as opposed to merely keeping businesses afloat).
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#BreakTheBias: Employers’ duty to protect breastfeeding mothers at work
By DLA Piper Legal Case studies for employers
DLA Piper
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Breastfeeding
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Break The Bias
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employer
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Protect employee
A breastfeeding survey conducted by the Department of Health has revealed that the percentage of women breastfeeding their newborn babies in 2018 was 87.5%, which has increased by over 30% since 2004. With the number of breastfeeding mothers increasing, it is important to ask the question – has your organisation done its part to #BreakTheBias and more specifically taken steps to prevent discrimination and harassment against breastfeeding women in the workplace?
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Beware legal minefield lurking in consultant agreements
By Contributor Legal Case studies for employers
employment law
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Legal
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Employment Ordinance
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labour rights
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Consultancy
One question frequently asked of an employment lawyer is: “can we engage an individual we really want to hire as a consultant, not an employee?” In places where employment law is, or is perceived to be, employee-friendly, the question is asked even more often, writes Pattie Walsh.
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Should Big Brother keep an eye on possible staff dangers?
By Contributor Legal Case studies for employers
DLA Piper
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Confidential
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Social Media
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Data Protection
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Workplace Monitoring
As has been mentioned many times before, staff are an organisation’s biggest asset – but they can also be its biggest threat, writes Pattie Walsh.
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The dangers of sugaring the pill when sacking errant staff
By Contributor Legal Case studies for employers
employment law
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Japan
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Mainland
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Employment Contract
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Termination
It is often said that Hong Kong employment law is relatively easy and less complex than other jurisdictions like the mainland and Japan, writes Pattie Walsh.
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Make sure whistleblowing practices aren’t just hot air
By Contributor Legal Case studies for employers
DLA Piper
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Whistleblower
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Compliance
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Ethical
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Corporate Ethics
Hong Kong prides itself on being a haven of corporate compliance and ethical business in a region where corruption and reputational damage are a significant business challenge, writes Pattie Walsh.
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Be wary on minefield of 'discretionary' bonus payments
By Contributor Legal Case studies for employers
Bonus
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Bonuses
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Bonus Expectations
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Reward Incentives
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Employment Ordinance
As we approach the end of the calendar year, many employees will be starting to calculate the value of forthcoming bonuses, writes Pattie Walsh.
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Business hiring strategies need to be watertight
By Contributor Legal Case studies for employers
DLA Piper
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Global Financial Crisis
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Hiring Plans
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Hiring
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Discrimination
The onset of the challenging times experienced during the global financial crisis clearly had an impact on the enthusiasm for recruitment, writes Pattie Walsh.
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Make sure fun times don't become actionable crimes
By Contributor Legal Case studies for employers
DLA Piper
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Holidays
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Discrimination
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Race Discrimination
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Liability
While building close working relationships is clearly to be encouraged, employers need to fully understand their responsibilities and give some thought to avoiding, or at least mitigating, the risks, writes Pattie Walsh.
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