Overview

Now that the minimum wage ordinance is in force in Hong Kong, employers need to have clear contractual provisions regarding contractual working hours; how employees are paid for additional hours worked; whether rest days, meal breaks and other days off are paid; and which places are considered the “usual place of work”. This may require changes to the contract, which requires the employees’ consent. In light of the significant publicity these topics have received, many employers are reluctant to make such changes. Now that the MWO is in force, however, it is necessary to make any required changes to ensure compliance.

Baker & McKenzie outlines the effects the new law will have on employers.

To read Baker & McKenzie’s breakdown on the effects the new law will have on employers, click View Briefing.