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香港雇佣条例

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导读：第57章详题本条例旨在就雇员工资的保障订定条文，对雇佣及职业介绍所的一般情况作出规管，并就相关事宜订定条文。(由1970年第5号第2条修订)[1968年9月27日](本为1968年第38号)第57章-雇佣条例-详题-30/06/1997第1条-简称-30/06/1997第2条-释


第57章　详题

　　本条例旨在就雇员工资的保障订定条文，对雇佣及职业介绍所的一般情况作出规管，并就相关事宜订定条文。　　

(由1970年第5号第2条修订)

　　[1968年9月27日]　

(本为1968年第38号)

第 57 章 - 雇佣条例
- 详题 - 30/06/1997
第 1 条 - 简称 - 30/06/1997
第 2 条 - 释义 - 01/12/2006
第 3 条 - 连续性合约的涵义及举证责任 - 30/06/1997
第 4 条 - 本条例的适用范围 - 01/07/1997
第 4A 条 - 对公职人员的授权 - 30/06/1997
第 4B 条 - 行政长官可发出指示 - 01/07/1997
第 5 条 - 雇佣合约的持续期 - 30/06/1997
第 6 条 - 以通知终止合约的情况 - 12/04/2001
第 7 条 - 以代通知金终止合约的情况 - 13/07/2007
第 8 条 - 权利的保留 - 30/06/1997
第 8A 条 - 不当地终止合约的损害赔偿 - 13/07/2007
第 9 条 - 雇主不给予通知而终止合约的情况 - 07/07/2000
第 10 条 - 雇员不给予通知而终止合约的情况 - 01/12/2006
第 10A 条 - 当作根据第7条终止合约的情况 - 30/06/1997
第 11 条 - 在若干情况下的暂停雇用 - 30/06/1997
第 11A 条 - 释义 - 13/07/2007
第 11AA 条 - 推定 - 30/06/1997
第 11B 条 - 第IIA部的适用范围 - 30/06/1997
第 11C 条 - 酬金期 - 30/06/1997
第 11D 条 - 年终酬金款额 - 30/06/1997
第 11E 条 - 年终酬金的支付日期 - 30/06/1997
第 11F 条 - 部分年终酬金 - 12/04/2001
第 12 条 - 产假 - 30/06/1997
第 12A 条 - 释义 - 30/06/1997
第 12AA 条 - 产假的开始日期 - 30/06/1997
第 13 条 - 签发医生证明书的权力 - 01/12/2006
第 14 条 - 产假薪酬 - 13/07/2007
第 15 条 - 对终止雇佣的禁止 - 13/07/2007
第 15A 条 - 罪行 - 30/06/1997
第 15AA 条 - 禁止指派粗重、危险或有害的工作 - 13/07/2007
第 15B 条 - 纪录 - 30/06/1997
第 15C 条 - 付给代产假金的限制 - 30/06/1997
第 16 条 - (废除) - 30/06/1997
第 17 条 - 休息日的给予 - 30/06/1997
第 18 条 - 休息日的指定 - 30/06/1997
第 19 条 - 强制在休息日工作的情况 - 30/06/1997
第 20 条 - 自愿在休息日工作的情况 - 30/06/1997
第 21 条 - 无效条件 - 30/06/1997
第 21A 条 - 第ⅣA 部的适用范围 - 30/06/1997
第 21B 条 - 雇员参加职工会及其活动的权利 - 31/10/1997
第 21C 条 - 以受要约人并非职工会会员作为雇佣要约的条件 - 30/06/1997
第 21D 条 - *(由1997年第135号第3条废除) - 31/10/1997
第 21E 条 - *(由1997年第135号第3条废除) - 31/10/1997
第 21F 条 - *(由1997年第135号第3条废除) - 31/10/1997
第 21G 条 - *(由1997年第135号第3条废除) - 31/10/1997
第 21H 条 - *(由1997年第135号第3条废除) - 31/10/1997
第 21I 条 - *(由1997年第135号第3条废除) - 31/10/1997
第 21J 条 - *(由1997年第135号第3条废除) - 31/10/1997
第 22 条 - 工资期 - 30/06/1997
第 23 条 - 工资的支付日期 - 30/06/1997
第 24 条 - 雇佣合约完成时的工资支付 - 30/06/1997
第 25 条 - 雇佣合约终止时的工资支付 - 12/04/2001
第 25A 条 - 因过期支付工资而须缴付的利息 - 01/07/1997
第 26 条 - 支付工资的方式及地点 - 30/06/1997
第 27 条 - 不得在某些地点支付工资的规定 - 01/09/2006
第 28 条 - 工资以外的报酬 - 01/09/2006
第 29 条 - 禁止就使用工资方式订立协议 - 30/06/1997
第 30 条 - 雇主开设商店等将商品 售卖给雇员的情况 - 30/06/1997
第 31 条 - 雇主在无合理理由自信可付给工资的情况下不得订立雇佣合约 - 30/06/1997
第 31A 条 - (废除) - 30/06/1997
第 31B 条 - 关于领取遣散费权利的一般条文 - 30/06/1997
第 31C 条 - 因解雇而获得遣散费权利的一般免除 - 07/07/2000
第 31D 条 - 遭雇主解雇的情况 - 30/06/1997
第 31E 条 - 停工 - 30/06/1997
第 31F 条 - 各类属例外的雇员 - 30/06/1997
第 31G 条 - 遣散费的款额 - 30/06/1997
第 31H 条 - (由2000年第51号第4条废除) - 07/07/2000
第 31I 条 - 在某些情况下须从遣散费中扣除酬金及利益或权益的款额 - 25/05/2001
第 31IA 条 - 在某些情况下须从酬金或利益或权益中扣除遣散费的款额 - 01/12/2000
第 31J 条 - 业务拥有权的变更 - 30/06/1997
第 31K 条 - 相联公司 - 30/06/1997
第 31L 条 - 合约的隐含终止或法律构定终止 - 30/06/1997
第 31M 条 - 雇主或雇员的死亡 - 30/06/1997
第 31N 条 - 遣散费的申索 - 30/06/1997
第 31O 条 - 遣散费的支付 - 09/06/2000
第 31P 条 - 遣散费详情说明书 - 30/06/1997
第 31Q 条 - 推定 - 30/06/1997
第 31R 条 - 雇员领取长期服务金权利的一般条文 - 01/12/2006
第 31RA 条 - 雇员的死亡 - 27/06/1998
第 31RB 条 - 对家庭佣工的适用范围 - 30/06/1997
第 31S 条 - 因解雇而领取长期服务金权利的一般免除 - 07/07/2000
第 31T 条 - 遭雇主解雇的情况 - 30/06/1997
第 31U 条 - 各类属例外的雇员 - 30/06/1997
第 31V 条 - 长期服务金的款额 - 27/06/1998
第 31W 条 - 雇佣期的计算法 - 30/06/1997
第 31X 条 - (由2000年第51号第4条废除) - 07/07/2000
第 31Y 条 - 在某些情况下须从长期服务金中扣除酬金及利益或权益的款额 - 25/05/2001
第 31YA 条 - 于雇员死亡时从长期服务金及其他款额中作出扣除 - 06/07/2001
第 31YAA 条 - 在某些情况下须从酬金或利益或权益中扣除长期服务金的款额 - 01/12/2000
第 31Z 条 - 业务拥有权的变更 - 30/06/1997
第 31ZA 条 - 相联公司 - 30/06/1997
第 31ZB 条 - 合约的隐含终止或法律构定终止 - 30/06/1997
第 31ZC 条 - 雇主的死亡 - 30/06/1997
第 31ZD 条 - 长期服务金的支付 - 30/06/1997
第 31ZE 条 - 长期服务金详情说明书 - 30/06/1997
第 31ZF 条 - 在指明年龄退休后重新雇用的规定 - 27/06/1998
第 31ZG 条 - 过渡性条文 - 27/06/1998
第 32 条 - 扣除工资的限制 - 03/04/1998
第 32A 条 - 雇员享有雇佣保障的权利 - 30/06/1997
第 32B 条 - 遭雇主解雇 - 30/06/1997
第 32C 条 - 得到补救的权利的一般免除 - 30/06/1997
第 32D 条 - 业务拥有权的变更 - 30/06/1997
第 32E 条 - 相联公司 - 30/06/1997
第 32F 条 - 有关日期 - 30/06/1997
第 32G 条 - 雇主或雇员的死亡 - 30/06/1997
第 32H 条 - (由2000年第51号第4条废除) - 07/07/2000
第 32I 条 - 为要求得到补救而提出的申索 - 30/06/1997
第 32J 条 - 劳资审裁处的司法管辖权 - 01/07/1997
第 32K 条 - 解雇或更改雇佣合约条款的理由 - 30/06/1997
第 32L 条 - 申索的裁定 - 30/06/1997
第 32M 条 - 雇佣保障的补救 - 30/06/1997
第 32N 条 - 复职及再次聘用的命令 - 30/06/1997
第 32O 条 - 终止雇佣金的判给 - 30/06/1997
第 32P 条 - 补偿的判给 - 11/09/1998
第 32Q 条 - 例外情况 - 12/04/2001
第 33 条 - 疾病津贴 - 13/07/2007
第 34 条 - 认可医疗计划 - 01/12/2006
第 35 条 - 疾病津贴额 - 13/07/2007
第 35A 条 - 过渡性条文 - 30/06/1997
第 36 条 - 疾病津贴的支付日期 - 30/06/1997
第 37 条 - 雇主备存病假日纪录的规定 - 30/06/1997
第 38 条 - 向处长出示病假纪录的规定 - 30/06/1997
第 39 条 - 假日的给予 - 12/04/2001
第 40 条 - 假日薪酬的支付 - 30/06/1997
第 40A 条 - 以薪酬代替假日的限制 - 13/07/2007
第 41 条 - 假日薪酬额 - 13/07/2007
第 41A 条 - 定义(第ⅧA 部) - 13/07/2007
第 41AA 条 - 年假 - 12/12/1997
第 41AB 条 - 共同假期年的选择 - 30/06/1997
第 41B 条 - 年假薪酬的支付 - 30/06/1997
第 41C 条 - 年假薪酬额 - 13/07/2007
第 41D 条 - 雇佣停止时年假薪酬的支付 - 30/06/1997
第 41E 条 - 以薪酬代替假期的限制 - 30/06/1997
第 41EA 条 - 禁止将某些条文列入雇佣合约的规定 - 30/06/1997
第 41F 条 - 年假歇业 - 30/06/1997
第 41G 条 - 雇主备存年假纪录的规定 - 30/06/1997
第 42 条 - (由2007年第7号第15条废除) - 13/07/2007
第 43 条 - 在破产等情况下假日薪酬等的支付 - 30/06/1997
第 43A 条 - 释义 - 30/06/1997
第 43B 条 - 适用范围 - 30/06/1997
第 43C 条 - 总承判商与前判次承判商支付次承判商雇员工资的法律责任 - 30/06/1997
第 43D 条 - 雇员向总承判商发出通知的规定 - 30/06/1997
第 43E 条 - 雇主应雇员要求提供资料的规定 - 30/06/1997
第 43F 条 - 总承判商或前判次承判商对已付工资的追讨 - 30/06/1997
第 43G 条 - 前判指定次承判商支付指定次承判商雇员工资的法律责任 - 30/06/1997
第 43H 条 - 雇员向主要指定次承判商发出通知的规定 - 30/06/1997
第 43I 条 - 雇主应雇员要求提供资料的规定 - 30/06/1997
第 43J 条 - 前判指定次承判商对已付工资的追讨 - 30/06/1997
第 43K 条 - 由总承判商、前判次承判商或前判指定次承判商支付工资后雇主的法律责任即告终止的规定 - 30/06/1997
第 43L 条 - 通知书的送达 - 30/06/1997
第 43M 条 - 雇员向雇主追讨工资的权利 不受影响的规定 - 30/06/1997
第 44 条 - 向行将就职雇员提供资料的规定 - 30/06/1997
第 45 条 - 向雇员提供的资料 - 30/06/1997
第 46 条 - 条件细则及工资详情 - 30/06/1997
第 47 条 - 由雇主备存纪录的规定 - 30/06/1997
第 48 条 - 向处长递交申报表的规定 - 30/06/1997
第 49 条 - 通知书、纪录等的格式 - 30/06/1997
第 49A 条 - 须备存工资及雇佣纪录的规定 - 30/06/1997
第 50 条 - 本部的释义及适用范围 - 01/07/2007
第 51 条 - 有关经办职业介绍所的禁制 - 30/06/1997
第 52 条 - 申请牌照及发牌规定 - 30/06/1997
第 53 条 - 拒绝发牌或撤销牌照的情况 - 30/06/1997
第 54 条 - 处长给予豁免的权力 - 30/06/1997
第 55 条 - 豁免的撤回 - 30/06/1997
第 56 条 - 订明的纪录及申报表的保存及提交处长的规定 - 30/06/1997
第 57 条 - 与职业介绍所有关的违禁行为 - 30/06/1997
第 58 条 - 对持牌或获豁免的职业介绍所的营业地点的视察 - 30/06/1997
第 59 条 - 调查怀疑发生的罪行 - 30/06/1997
第 60 条 - 罪行 - 30/06/1997
第 61 条 - 第52(2A)、(2B) 及(2C)、56、57、58及59 条对豁免证明书持有人及获 豁免的职业介绍所的适用范围 - 30/06/1997
第 62 条 - 订立规例的权力 - 01/07/1997
第 63 条 - 罪行及罚则 - 30/06/1997
第 63A 条 - 与第31、72A及72B条有关的罪行及罚则 - 30/06/1997
第 63B 条 - 与第32及72(1)(a)、(b)及(c)条有关的罪行 - 30/06/1997
第 63C 条 - 与时间及支付工资有关的罪行 - 30/03/2006
第 63CA 条 - 关于因过期支付工资而须缴付的利息的罪行 - 30/06/1997
第 63D 条 - 轻微罪行 - 30/06/1997
第 64 条 - 罪行的检控 - 01/07/1997
第 64A 条 - 传票的送达 - 30/06/1997
第 64B 条 - 董事、合伙人等的法律责任 - 30/06/1997
第 65 条 - 清付欠薪的法律责任 - 30/06/1997
第 66 条 - 不得扣押工资的规定 - 01/07/1997
第 67 条 - 拘捕潜逃雇主的申请 - 01/07/1997
第 67A 条 - 对遣散费及长期服务金施加的限制的修订 - 01/07/1997
第 68 条 - 表格的修订 - 01/07/1997
第 69 条 - 有关现行雇用合约的保留条文 - 30/06/1997
第 70 条 - 订立本条例不适用的合约条款 - 30/06/1997
第 71 条 - 有关根据已废除的《工业雇佣(有薪假期与疾病津贴)条例》+而进行的医疗计划的保留条文 - 30/06/1997
第 72 条 - 有关人员的权力 - 12/04/2001
第 72A 条 - 公职人员有责任不披露申诉来源等 - 30/06/1997
第 72B 条 - 不得以雇员曾在根据本条例进行的法律程序中作供等理由而终止雇用及其他情况 - 30/06/1997
第 72C 条 - 推定 - 12/04/2001
第 73 条 - 规例 - 12/04/2001
第 74 条 - 违反规例的罚则 - 30/06/1997
第 75 条 - 关于《2006年为雇员权益作核证(中医药)(杂项修订)条例》的过渡性条文 - 01/12/2006
第 76 条 - 经《2007年雇佣(修订)条例》修订的本条例的适用情况 - 13/07/2007
附表1 - 连续性雇佣 - 01/12/2006
附表2 - 拘捕潜逃雇主的程序 - 09/06/2000
附表3 - 雇主或雇员的死亡 - 30/06/1997
附表4 - 指明条例 - 01/07/1997
附表5 - (由1997年第74号第18条废除) - 27/06/1998
附表6 - 雇主的死亡─长期服务金 - 30/06/1997
附表7 - - 30/06/1997
附表8 - 雇佣保障 - 30/06/1997

第57章 : 雇佣条例 版本日期 30/06/1997


　第57章 第1条　简称

　　

　　第I部

　　导言

本条例可引称为《雇佣条例》。

　第57章 第2条　释义

　　(1)在本条例中，除文意另有所指外─ (由1984年第48号第2条修订)　

“小费及服务费”(tips and service charges)，就工资而言，指雇员在受雇期间及在与其雇佣有关的情况下直接或间接收取的款项，而该款项─

　　(a)乃由雇主以外的其他人士付给，或得自该等人士的付款；及　　

(b)获雇主承认为雇员工资的一部分； (由1984年第48号第2条增补)“小额薪酬索偿仲裁处”(Minor Employment Claims Adjudication Board) 指由《小额薪酬索偿仲裁处条例》(第453章)第3条设立的小额薪酬索偿仲裁处； (由1994年第61号第49条增补)

　　

"工资”(wages)，除第(2)及(3)款另有规定外，指付给雇员作为该雇员根据其雇佣合约所做或将要做的工作而能以金钱形式表示的所有报酬、收入、津贴(包括交通津贴及勤工津贴、勤工花红、佣金及超时工作薪酬)、小费及服务费，不论其名称或计算方式，但不包括─ (由1984年第48号第2条修订；由1985年第76号第2条修订；由1997年第74号第3条修订)

　　

　　(a)由雇主提供的居所、教育、食物、燃料、灯火、医疗或用水的价值；

　　

(b)雇主自行负责为退休计划支付的供款； (由1990年第41号第2条修订)

　　

(c)属赏赠性质或仅由雇主酌情付给的任何佣金； (由1997年第74号第3条代替)

　　

(ca)属赏赠性质或仅由雇主酌情付给的任何勤工津贴或勤工花红； (由1997年第74号第3条增补)

　　

(cb)属非经常出现的性质的任何交通津贴； (由1997年第74号第3条增补)

　　

(cc)支付因该工作的性质而由雇员招致的实际开销而须付给该雇员的任何交通津贴； (由1997年第74号第3条增补)

　　

(cd)任何交通特惠的价值； (由1997年第74号第3条增补)

　　

(d)雇员支付因其工作性质所招致的特别开销而须付给该雇员的款项；

　　

(da)根据第ⅡA部付给的年终酬金或其部分； (由1984年第48号第2条增补)

　　

(e)于雇佣合约完成或终止时付给的酬金；或

　　

(f)属赏赠性质或仅由雇主酌情付给的每年花红或其部分；“工资期”(wage period) 指根据雇佣合约或根据第22条有工资付给的期间；

　　

“分娩”(confinement) 指产下婴儿； (由1970年第5号第3条增补)

　　

“另定假日”(alternative holiday) 指根据第39(2)及(2A)条给予或将给予的假日； (由1973年第39号第2条增补。由1997年第137号第2条修订)

　　

“外发工”(outworker) 指由他人发给物品或物料而在自己家中或在其他不受该人控制或管理的处所进行工序以获得付款或报酬的人，而工序是将该物品或物料装配、清理、洗涤、改换、装饰、精加工或修理或为出售而改装； (由1985年第76号第2条增补)

　　

“代替假日”(substituted holiday) 指根据第39(3)条给予或将给予的假日； (由1973年第39号第2条增补。由1997年第137号第2条修订)

　　

“休息日”(rest day) 指雇员根据第IV部有权无须为雇主工作的一段不少于24小时的连续期间； (由1970年第23号第2条增补。由1976年第71号第2条修订)

　　

“年假”(annual leave) 指第VIIIA部所规定的年假； (由1977年第53号第2条增补)

　　

“年假薪酬”(annual leave pay) 指由本条例规定就一段年假而付给的年假薪酬，以及根据第41D条的规定而付给的任何款项； (由1977年第53号第2条增补)

　　

“危险药物”(dangerous drug) 具有《危险药物条例》(第134章)给予该词的涵义；

　　

“有薪病假日”(paid sickness day) 指雇员有权获付给疾病津贴的病假日； (由1973年第39号第2条增补)

　　

“有关日期”(relevant date) 就终止雇用雇员而言─

　　

　　(a)凡雇员的雇佣合约是按照第6条发出通知而终止的，则指通知期届满的日期；

　　

(b)凡雇员的雇佣合约是按照第7条付给代通知金而终止的，则指有关工资计至该日为止的日期；

　　

(c)凡雇员按照第10条不给予通知或代通知金而终止其雇佣合约，则指合约终止生效的日期；

　　

(d)凡雇员根据合约受雇一段固定时期，则指该时期届满的日期；

　　

(e)凡连续性雇佣合约内指明退休年龄，而雇员于该年龄退休，则指退休的日期；

　　

(f)凡雇员死亡，则指死亡的日期；及

　　

(g)凡雇员的雇佣合约并非按照本条例的条文而终止的，则指合约终止的日期； (由1988年第52号第2条代替)“有关强制性公积金计划权益”(relevant mandatory provident fund scheme benefit)，就任何雇员而言，指由强制性公积金计划的核准受托人就该雇员而持有的该雇员的累算权益，但不包括该权益中可归因于该雇员支付予该计划的供款的任何部分； (由1998年第4号第5条增补)

　　

“有关职业退休计划利益”(relevant occupational retirement scheme benefit), 就任何雇员而言，指在该雇员退休、去世、丧失行为能力或终止服务时根据某职业退休计划须支付的利益，但不包括该利益中可归因于该雇员支付予该计划的供款的任何部分； (由1998年第4号第5条增补)

　　

“青年”(young person) 指年满15岁但未满18岁的人； (由1990年第41号第2条代替)

　　

“法定假日”(statutory holiday) 指第39(1)条指明为法定假日的假日； (由1973年第39号第2条增补。由1976年第71号第2条修订；由1997年第137号第2条修订)

　　

“儿童”(child) 指不足15岁的人； (由1990年第41号第2条代替)

　　

“长期服务金”(long service payment) 指雇主根据第31R条须向雇员支付或根据第31RA条须向有权领取长期服务金的人支付的长期服务金； (由1985年第76号第2条增补。由1990年第41号第2条修订)

　　

“星期”(week)，就第11条及第VA及VB部而言，指由星期六晚午夜起至下一个星期六晚午夜止的一段期间； (由1985年第76号第2条增补。由1990年第41号第2条修订)

　　

“后嗣”(issue) 指已故雇员的子女，不论该子女是否未足成年岁数，并且─

　　

　　(a)包括继子女；

　　

(b)包括由该雇员领养的子女，但不包括该雇员由他人领养的子女；

　　

(c)不包括非婚生子女；及

　　

(d)凡一夫多妻婚姻合法存续，不包括非经该雇员领养的子女，除非在该子女出生时其母亲因以下情况属该雇员的正妻─

　　

(i)如有关婚姻或于适当情况下每宗有关婚姻，就《婚姻制度改革条例》(第178章)而言，构成旧式婚姻，则其母亲按照中国法律与习俗是该雇员的正妻；或

　　

(ii)如属其他情况，则在有关婚姻或每宗有关婚姻上，其母亲按照该雇员本身所受约束的法律是该雇员的正妻； (由1988年第52号第2条增补)“疾病津贴”(sickness allowance) 指由第33条规定的疾病津贴； (由1973年第39号第2条增补)

　　

“家庭佣工”(domestic servant) 包括园丁、司机及船工，以及类似的私人佣工； (由1985年第76号第2条增补)

　　

“配偶”(spouse)，就已婚雇员而言，指与该雇员合法结婚的人； (由1988年第52号第2条增补)

　　

“流产”(miscarriage) 指在怀孕28个星期内排出不能于产后存活的成孕物体； (由1981年第22号第2条增补)

　　

“病假日”(sickness day) 指雇员因受伤或患病而不适宜工作，并以此理由缺勤的日子； (由1973年第39号第2条增补)

　　

“假日”(holiday) 指─

　　

　　(a)法定假日；

　　

(b)另定假日；

　　

(c)代替假日；或

　　

(d)由第39(4)条规定给予雇员的假日； (由1973年第39号第2条增补。由1997年第137号第2条修订)“假日薪酬”(holiday pay) 指由第 40 条规定的假日薪酬； (由 1973年第39号第2条增补)

　　

“停止”(cease)，与第VA部、VB部、附表3及附表6有关时，指由于任何因由而永久或暂时停止；“缩减”(diminish) 亦有相应的涵义； (由1985年第76号第2条增补)

　　

“处长”(Commissioner) 指劳工处处长，并包括劳工处副处长及劳工处助理处长； (由1974年第142号法律公告修订；由1993年第61号第2条修订)

　　

“强制性公积金计划”(mandatory provident fund scheme) 指根据《强制性公积金计划条例》(第485章)注册的公积金计划； (由1998年第4号第5条增补)

　　

“产假”(maternity leave) 指女性雇员因怀孕或分娩而按照第III部的条文缺勤的期间； (由1970年第5号第3条增补)

　　

“产假薪酬”(maternity leave pay) 指根据第14条就产假而付给女性雇员的薪酬； (由1981年第22号第2条增补)

　　

“闭厂”(lock-out) 具有《职工会条例》(第332章)第2条给予该词的涵义； (由1985年第76号第2条增补)

　　

“注册牙医”(registered dentist) 的涵义与《牙医注册条例》(第156章)第2(1)条中该词的涵义相同； (由1995年第5号第2条增补)

　　

“注册医生”(registered medical practitioner) 的涵义，与《医生注册条例》(第161章)第2条中该词的涵义相同； (由1993年第61号第2条增补)

　　

“劳资审裁处”(Labour Tribunal) 指由《劳资审裁处条例》(第25章)第3条设立的劳资审裁处； (由1985年第76号第2条增补)

　　

“业务”(business) 包括任何人所从事的行业或专业，以及任何同类的活动； (由1985年第76号第2条增补)

　　

“雇主”(employer) 指已订立雇佣合约雇用他人为雇员的人，以及获其妥为授权的代理人、经理人或代办人；

　　

“雇员”(employee) 指凭借第4条而本条例适用的雇员；

　　

“雇佣合约”(contract of employment) 指书面或口头、明订或隐含的协议，由协议一方同意雇用另一方，而该另一方则同意以雇员身分为其雇主服务；亦指学徒训练合约；

　　

“认可医疗计划”(recognized scheme of medical treatment) 指由雇主经办并获署长为本条例的施行而根据第34(1)条批准的医疗计划； (由1973年第39号第2条增补)

　　

“署长”(Director) 指生署署长； (由1973年第39号第2条增补。由1989年第76号法律公告修订)

　　

“遣散费”(severance payment) 指雇主根据第31B(1)条须付给雇员的遣散费； (由 1985年第76号第2条增补)

　　

“罢工”(strike) 具有《职工会条例》(第332章)第2条给予该词的涵义； (由1985年第76号第2条增补)

　　

“职业退休计划”(occupational retirement scheme) 指一项计划或安排，而根据该项计划或安排，在雇员退休、去世、丧失行为能力或终止服务时，须就雇员支付按服务年资支付的利益，但不包括强制性公积金计划； (由1998年第4号第5条增补)

　　

“续订”(renewal) 包括延长，而凡提述续订合约之处，亦须据此解释。 (由1985年第76号第2条增补)

　　

(由1998年第4号第5条修订)(2)凡因以下项目而计算雇员的工资时，超时工作工资无须计算在内─

　　

　　(a)根据第IIA部付给的年终酬金；

　　

(b)根据第III部付给的产假薪酬；

　　

(c)根据第VA部付给的遣散费；

　　

(ca)根据第VB部付给的长期服务金； (由1985年第76号第2条增补)

　　

(d)根据第VII部付给的疾病津贴；

　　

(e)根据第VIII部付给的假日薪酬；或

　　

(f)根据第VIIIA部付给的任何年假薪酬，除非超时工作薪酬是属固定性质的，或在紧接第(2A)及(2B)款所分别指明的日期前12个月(如不适用的话，则以较短的雇佣期间为准)期间内的超时工作薪酬的每月平均款额相等于或超过该雇员在同一段期间内的每月平均工资的20%。 (由1997年第74号第3条代替)

　　

(2A) 在根据第(2)款计算超时工作薪酬的每月平均款额时，为施行该款而指明的日期─

　　

　　(a)就根据第IIA部付给的任何年终酬金而言，是酬金期的届满日期；

　　

(b)就根据第III部付给的任何产假薪酬而言，是产假的开始日期；

　　

(c)就根据第VA部付给的任何遣散费及根据第VB部付给的任何长期服务金而言─

　　

(i)除第(ii)节另有规定外，是有关日期；

　　

(ii)如雇员的雇佣合约是按照第7条以代通知金终止的，是该终止的生效日期；(d)就根据第VII部付给的任何疾病津贴而言，是首个病假日；

　　

(e)就根据第VIII部付给的任何假日薪酬而言，是假日首天；及

　　

(f)就根据第VIIIA部付给的年假薪酬而言，是年假首天。 (由1997年第74号第3条增补)(2B) 即使第(2A)款另有规定，就任何雇佣终止而言，为施行第(2)款而指明的日期─

　　

　　(a)除(b)段另有规定外，是有关日期；

　　

(b)如雇员的雇佣合约是按照第7条以代通知金终止的，是该终止的生效日期。 (由1997年第74号第3条增补)(3)凡根据连续性合约受雇的雇员─

　　

　　(a)遭解雇；或

　　

(b)被停工(第31E条所指的停工)；或

　　

(c)在第10(aa)或31R(1)(b)条所指明情况下终止其雇佣合约；或

　　

(d)在第31RA(1)条所指明情况下死亡，而在该合约的任何期间内，该雇员由于按照本条例或《雇员补偿条例》(第282章)的条文或在雇主同意下而放取任何假期，或由于在任何正常工作日不获其雇主提供工作，而未获付给工资或全部工资，则就第VA及VB部而言，即使本条例其他条文另有规定，该雇员须当作已就该段期间根据该合约规定的次数获付给合约规定的全部工资，犹如他已继续如常按该合约受雇一样；根据第31G或31V条所作的计算，亦须据此处理。 (由1992年第62号第2条代替)

　　

　第57章 第3条　连续性合约的涵义及举证责任

　　

　　(1)在本条例中，“连续性合约”(continuous contract) 指凭借附表1的条文，雇员须当作连续受雇的雇佣合约。

　　

(2)在雇佣合约是否连续性合约的争议中，雇主须承担证明该合约并非连续性合约的举证责任。

　　

(由1970年第5号第4条增补。由1970年第71号第2条修订)

　　

　第57章 第4条　本条例的适用范围

　　

　　附注：

　　

具追溯力的适应化修订─见2000年第56号第3条

　　

　　(1)除第(2)款及第69条另有规定外，本条例适用于所有根据雇佣合约受聘的雇员及该等雇员的雇主，以及该等雇主与雇员之间的雇佣合约。

　　

(2)除第IVA部另有规定外，本条例不适用于─ (由1974年第51号第2条修订)

　　

　　(a) (由1990年第41号第3条废除)

　　

(b)属受雇所从事业务的东主的家庭成员及与该东主在同一住宅居住的人；

　　

(c)《往香港以外地方就业合约条例》(第78章)所界定的雇员； (由1992年第33号第15条修订；由2000年第56号第3条修订)

　　

(d)根据《商船(海员)条例》(第478章)所指的船员协议而服务的人，或在不是于香港注册的船舶上服务的人。 (由1995年第44号第143条代替)

　　

(e)(由1976年第8号第49条废除)(2A)本条例不适用于根据《学徒制度条例》(第47章)注册的学徒训练合约，但该条例另有规定者，则属例外。 (由1976年第8号第49条增补)

　　

(3)为免生疑问，特此声明∶第5(3)条不适用于任何在1965年4月1日前订立的雇佣合约。

　　

　第57章 第4A条　对公职人员的授权

　　

　　处长可以书面授权任何公职人员或任何一类公职人员，行使或执行本条例授予或委予处长的任何或全部权力、职能或职责。

　　

(由1980年第10号第2条增补)

　　

　第57章 第4B条　行政长官可发出指示

　　

　　附注：

　　

具追溯力的适应化修订─见2000年第56号第3条

　　

　　(1)行政长官可因应一般情况或任何个别情况，就公职人员根据本条例行使或执行任何权力、职能或职责的事宜，发出其认为适当的指示。

　　

(2)公职人员在根据本条例行使或执行权力、职能或职责时，必须遵从行政长官根据第(1)款发出的任何指示。

　　

(由1980年第10号第2条增补。由2000年第56号第3条修订)

　　

　第57章 第5条　雇佣合约的持续期

　　

　　第II部

　　

　　雇佣合约

　　

(1)每份属连续性的雇佣合约，如无任何相反的明订协议，均须当作是为期1个月并可按月续期的合约。

　　

(2)即使已证明雇佣合约为期超过1个月，但除非该合约以书面为证，并由立约各方签署，否则该合约仍须当作是为期1个月并可按月续期的合约。

　　

(3)即使本条另有规定，由体力劳动工人所订立为期6个月或以上的雇佣合约，或所订立工作日数相等于6个月或以上的雇佣合约，仍须当作是为期1个月并可按月续期的合约。

　　

(4)凡为期超过1个月的雇佣合约凭借第(2)或(3)款的条文当作是可按月续期者，则每月工资在根据该合约议定的工资总额中所占比例，须按1个月的期间在该合约的议定持续期中所占比例计算。

　　

　第57章 第6条　以通知终止合约的情况

　　

　　(1)除第(2)、(2A)、(2B)、(3)及(3A)款、第15及33条另有规定外，雇佣合约的任何一方均可随时以口头或书面通知对方其终止合约的意向而终止该合约。 (由1970年第5号第5条修订；由1983年第57号第2条修订；由1984年第48号第4条修订；由1987年第55号第2条修订；由1995年103号第2条修订；由2001年第7号第2条修订)

　　

(2)终止雇佣合约所需的通知期如下─

　　

　　(a)如该合约是凭借第5条当作为期1个月并可按月续期的合约，又无订明终止合约所需的通知期，则通知期不得少于1个月； (由1971年第44号第2条修订)

　　

(b)如该合约是凭借第5条当作为期1个月并可按月续期的合约，而其中订明终止合约所需的通知期，则通知期为议定的期限，但不得少于7天； (由1971年第44号第2条增补)

　　

(c)如属其他情况，则通知期为议定的期限，但如属连续性合约者，则不得少于7天。(2A) 在不损害第41D条的规定下，雇员根据第41AA条有权享有的年假，不得计算在第(2)款所订终止雇佣合约所需的通知期内。 (由1984年第48号第4条增补。由1990年第53号第5条修订)

　　

(2B) 女性雇员根据第12条有权享有的产假，不得计算在第(2)款所订终止雇佣合约所需的通知期内。 (由1987年第55号第2条增补)

　　

(3)凡在书面或口头雇佣合约内明示议定该雇佣属试用性质，合约又无订明终止合约所需的通知期，则合约可按以下方式终止─ (由1971年第44号第2条修订)

　　

　　(a)任何一方可在该雇佣的首个月内随时终止该合约，无须给予通知或代通知金；

　　

(b)任何一方可在该雇佣的首个月之后，随时给予对方不少于7天的通知而终止该合约。 (由1984年第48号第4条修订)(3A) 凡在书面或口头雇佣合约内明示议定该雇佣属试用性质，合约并订明终止合约所需的通知期，则合约可按以下方式终止─

　　

　　(a)即使合约已订明通知期，任何一方仍可在该雇佣的首个月内随时终止该合约，无须给予通知或代通知金；

　　

(b)任何一方可在该雇佣的首个月之后，随时按议定的通知期给予对方通知而终止该合约，但通知期不得少于7天。 (由1984年第48号第4条增补)(4)就本条而言，“月”(month) 指由发出终止雇佣合约通知之日起计，或由雇佣开始之日起计(视属何情况而定)，至下个月份同一日的前一日终结时的一段期间，如下个月份并无同一日，或如发出通知或雇佣开始之日为一个月的最后一日，则至下个月份最后一日终结时的一段期间。

　　

　第57章 第7条　以代通知金终止合约的情况

　　

　　(1)除第15及33条另有规定外，雇佣合约的任何一方如同意付给对方一笔款项，而款额相等于雇员在第6条所规定的通知期内本应累算的工资额，则可无须给予通知而随时终止合约。 (由1971年第44号第3条修订；由1983年第57号第3条修订；由1995年第103号第2条修订；由2001年第7号第3条修订)

　　

(2)雇佣合约的任何一方，在按照第6条给予适当通知后，如同意付给对方第(1)款所提述款项的一部分，而该部分的款额是就合约终止时至通知期应届满的期间按比例计算的，则可随时终止该合约。 (由1971年第44号第3条修订)

　　

(3)如雇员属按件计酬或按工计酬者，则第(1)款所指该雇员在通知期内本应累算的工资额，须当作相等于在紧接发出通知前一段相等期间内他所赚取的工资额；如因任何理由以此方式计算该款额并不切实可行，则可参考在同一地区的同一行业或职业从事同样工作的人于相等期间内所赚取的款额而计算。

　　

(4)就本条而言，即使本条例其他条文另有规定，“工资”(wages) 一词─

　　

　　(a)包括属固定性质的超时工作薪酬或在紧接终止雇佣生效前12个月(如不适用的话，则以较短的雇佣期间为准)期间内每月平均款额相等于或超过该雇员在同一段期间内的每月平均工资的20%的超时工作薪酬；

　　

(b)除按(a)段规定外，须当作不包括超时工作薪酬。 (由1997年第74号第4条代替)

　　

　第57章 第8条　权利的保留

　　

　　第6或7条的任何规定，不得用于─

　　

　　(a)阻止雇佣合约的任何一方，在因第6(2)、(3)或(3A)条的规定须给予通知时，放弃获给予通知或代通知金的权利；(由1984年第48号第5条修订)

　　

(b)影响雇佣合约的任何一方根据第9、10或11(2)条不给予通知或代通知金而终止合约的权利。

　　

　第57章 第8A条　不当地终止合约的损害赔偿

　　

　　(1)在不损害第9、10或11(2)条的规定下，凡雇佣合约并非按照第6或7条终止者，终止合约的一方须付给对方一笔款项，款额相等于雇员在第6条规定的通知期内本应累算的工资额。

　　

(2)在不损害第9、10或11(2)条的规定下，凡雇佣合约的任何一方按照第6条给予适当通知后，在通知期届满前并非按照第7条而终止该合约，则终止合约的一方须付给对方一笔款项，款额相等于雇员在通知期内本应累算的工资额的一部分，而该部分是就合约终止时至通知期限应届满的期间按比例计算。

　　

(由1975年第14号第2条增补)

　　

　第57章 第9条　雇主不给予通知而终止合约的情况

　　

　　(1)如有以下情况，雇主可无须给予通知或代通知金而终止雇佣合约─ (由2000年第51号第2条修订)

　　

　　(a)雇员在与其雇佣有关的事宜上─

　　

(i)故意不服从合法而又合理的命令；

　　

(ii)行为不当，与正当及忠诚履行职责的原则不相符；

　　

(iii)犯有欺诈或不忠实行为；或

　　

(iv)惯常疏忽职责；或(b)雇主因任何其他理由而有权根据普通法无须给予通知而终止合约。(2)雇主无权以雇员参加罢工而根据第(1)款终止其雇佣合约。 (由2000年第51号第2条增补)

　　

　第57章 第10条　雇员不给予通知而终止合约的情况

　　

　　如有以下情况，雇员可无须给予通知或代通知金而终止雇佣合约─

　　

　　(a)雇员合理地恐惧身体会遭受暴力或疾病危害，而在其雇佣合约并无明示或根据必然含意预料会有此种情形；

　　

(aa)雇员─

　　

(i)根据合约受雇的年数不少于5年；及 (由1990年第41号第4条修订；由1992年第62号第3条修订)

　　

(ii)获注册医生按照处长根据第49条指明的格式发出证明书，证明其因证明书内述明的一项或多项理由，永久不适宜担任证明书内指明的某种工作；及 (由1990年第68号第24条修订；由1993年第61号第3条修订)

　　

(iii)根据合约是从事该种工作的； (由1988年第52号第4条增补)(b)雇员受雇主苛待；或

　　

(c)雇员因任何其他理由而有权根据普通法无须给予通知而终止合约。

　　

　第57章 第10A条　当作根据第7条终止合约的情况

　　

　　(1)如任何工资由其根据第23条变为到期支付予雇员当日起计的1个月内仍未获支付，则在不损害有关雇员在普通法下的权利的原则下，该雇员可终止其雇佣合约而无须给予通知或代通知金。

　　

(2)凡根据第(1)款终止任何雇佣合约，则该合约须当作由雇主按照第7条终止，而该雇主须当作已同意支付予该雇员第7条所指明的款项。

　　

(由1997年第74号第5条增补)

　　

　第57章 第11条　在若干情况下的暂停雇用

　　

　　(1)即使本条例或任何其他法律另有规定，如有以下情况，雇主可无须给予通知或代通知金而暂停雇用任何雇员一段为期不超过14天的期间─

　　

　　(a)雇主可因某项理由根据第9条终止雇佣合约，而以暂停雇用作为纪律处分；

　　

(b)雇主对是否根据第9条行使权利终止雇佣合约尚未作出决定；或

　　

(c)雇员因其雇佣引起或与其雇佣有关的事宜遭刑事检控，而该刑事法律程序尚未有结果∶

　　

但如该刑事法律程序在14天内仍未完结，则暂停雇用期可予延长，直至该刑事法律程序完结为止。(2)尽管有第6及7条的规定，根据第(1)款被暂停雇用的雇员可于暂停雇用期间内，无须给予通知或代通知金而随时终止其雇佣合约。

　　

(3)在不损害第(1)款的规定下，雇主可在雇佣合约内明示议定的期间或隐含的期间将雇员停工。

　　

(4)尽管有第(3)款的规定，停工期在任何情况下不得超过─

　　

　　(a)在任何连续4个星期的期间内正常工作日总数的一半；或

　　

(b)在任何连续26个星期的期间内正常工作日总数的三分之一。 (由1990年第41号第5条增补)

　　

　第57章 第11A条　释义

　　

　　第IIA部

　　

　　年终酬金

　　

在本部中，除文意另有所指外─

　　

“全月工资”(full month's wages)─

　　

　　(a)如雇员的工资按月计算，指其每月薪酬；及

　　

(b)如属其他情况，则指一笔款额相等于雇员所赚取的平均每日工资乘以26所得之数；就本段而言，平均每日工资即雇员在紧接以下日期前或截至以下日期为止为期不少于28天及不多于31天的每段完整工资期内每日工作平均所赚取的每日工资─

　　

(i)根据第11E(1)或(2)条年终酬金到期支付之日；或

　　

(ii)根据第11F(3)或(4)条部分年终酬金到期支付之日；“年终酬金”(end of year payment) 指属合约性质的任何每年酬金(不论称为“第十三个月酬金”、“第十四个月酬金”、“双薪”、“年终花红”或其他名称)或每年花红，但不包括任何属赏赠性质或仅由雇主酌情付给的每年酬金或每年花红或其部分； (由1997年第74号第6条修订)

　　

“部分年终酬金”(proportion of the end of year payment) 指按照第11F条计算的部分年终酬金；

　　

“酬金期”(payment period) 具有第11C条给予该词的涵义；

　　

“农历年”(lunar year) 指紧接农历年初一之前终结的一个中国农历年度。

　　

　第57章 第11AA条　推定

　　

　　(1)除非雇佣合约中有相反的书面条款或条件，否则须推定每年酬金或每年花红不属赏赠性质和不是仅由雇主酌情付给的。

　　

(2)为免生疑问，现声明：第(1)款不适用于在本条的生效日期前订立的任何雇佣合约。

　　

(由1997年第74号第7条增补)

　　

　第57章 第11B条　第IIA部的适用范围

　　

　　(1)除有任何相反的协议及除第(2)款另有规定外，根据连续性合约受雇的雇员，如凭借雇佣合约的条款或条件(不论是书面或口头、明订或隐含的)可获雇主付给年终酬金，则本部适用于该雇员。

　　

(2)凡本部所适用的雇员，如其雇佣合约订有任何条款或条件看来是阻止根据第11F条支付部分年终酬金的，该条款或条件须属无效。

　　

　第57章 第11C条　酬金期

　　

　　根据本部须支付年终酬金的酬金期─

　　

　　(a)是雇佣合约就此而指明的酬金期；或

　　

(b)如合约并无指明，则以一个农历年为酬金期。

　　

　第57章 第11D条　年终酬金款额

　　

　　本部所适用且于整段酬金期由同一雇主雇用的雇员，其年终酬金─

　　

　　(a)是雇佣合约就此而指明的年终酬金；或

　　

(b)如合约并无指明，则为一笔相等于该雇员全月工资的款项。

　　

　第57章 第11E条　年终酬金的支付日期

　　

　　(1)本部所适用的雇员按酬金期获付的年终酬金，须于以下日期到期付给该雇员─

　　

　　(a)除第(2)款另有规定外，雇佣合约就此而指明的日期；或

　　

(b)如合约并无指明，则为酬金期的最后一天，该年终酬金须于到期后在切实可行范围内尽快支付，但在任何情况下不得迟于到期后7天支付；但本条不得解释为阻止年终酬金于上述日期之前任何时间支付。

　　

(2)凡本部所适用且于整段酬金期内受雇的雇员，其雇佣合约于酬金期届满后终止，但当时仍未届合约所指明的年终酬金支付日期，则即使合约已指明日期，年终酬金仍须于以下日期到期付给该雇员─

　　

　　(a)在雇佣合约终止之日；或

　　

(b)如年终酬金参考雇主的利润计算，在雇主利润确定之日，该年终酬金须于到期后在切实可行范围内尽快支付，但在任何情况下不得迟于到期后7天支付。

　　

　第57章 第11F条　部分年终酬金

　　

　　(1)在符合第(1A)款的规定下及除第(1B)款另有规定外，凡本部所适用的雇员并非于整段酬金期由同一雇主雇用，但于该期间内由同一雇主雇用不少于3个月，而─ (由1997年第74号第8条修订；由2001年第7号第4条修订)

　　

　　(a)其雇佣合约于以下时间终止─

　　

(i)酬金期内任何时间；或

　　

(ii)酬金期届满时；或 (由2001年第7号第4条修订)(b)于酬金期届满后，仍继续由该雇主雇用，则该雇员须获付假若他于整段酬金期受雇于同一雇主则根据本部本应获付的年终酬金的一部分，该部分的款额按照第(2)款计算。

　　

(1A)如雇佣合约中有一项条款或条件为雇员属试用性质，则在根据第(1)款计算3个月期间时，该试用的期间或一段3个月的期间(以较短者为准)不得包括在内。 (由1997年第74号第8条增补)

　　

(1B)凡雇佣合约─

　　

　　(a)由有关雇员终止(按照第10条终止者除外)；或

　　

(b)按照第9条终止，第(1)(a)款不适用。 (由2001年第7号第4条增补)

　　

(2)根据第(1)款须支付的部分年终酬金─

　　

　　(a)是雇佣合约就此而指明的部分；或

　　

(b)如合约并无指明，则为该雇员全月工资的一部分，而该部分在其全月工资中所占比例，相等于该雇员在酬金期内根据雇佣合约服务的期间在该酬金期所占的比例。(3)根据第(1)款须支付的部分年终酬金，须于以下日期到期付给该雇员─

　　

　　(a)如根据该款(a)段支付者─

　　

(i)在雇佣合约终止之日；或

　　

(ii)如部分年终酬金参考雇主的利润计算，在雇主利润确定之日；或(b)如根据该款(b)段支付者─

　　

(i)除第(4)款另有规定外，在雇佣合约指明为年终酬金到期支付之日；或

　　

(ii)如合约并无指明，则为酬金期的最后一天，该部分年终酬金须于到期后在切实可行范围内尽快支付，但在任何情况下不得迟于到期后7天支付；但本款不得解释为阻止部分年终酬金于上述日期之前任何时间支付。

　　

(4)凡第(1)(b)款所适用的雇员，其雇佣合约于酬金期届满后终止，但当时仍未届合约所指明的年终酬金支付日期，则即使合约已指明日期，根据第(1)款须付给的部分年终酬金仍须于以下日期到期付给该雇员─

　　

　　(a)在雇佣合约终止之日；或

　　

(b)如部分年终酬金参考雇主的利润计算，在雇主利润确定之日，该部分年终酬金须于到期后在切实可行范围内尽快支付，但在任何情况下不得迟于到期后7天支付。

　　

(第IIA部由1984年第48号第6条增补)

　　

　第57章 第12条　产假

　　

　　(1)在紧接根据本部放取任何假期前根据连续性合约受雇的女性雇员，根据本部有权享有产假。 (由1997年第73号第3条代替)

　　

(2)产假是以下期间的合计日数─

　　

　　(a)自以下日期开始计算的一段10个星期的连续期间(该日期亦包括在内)─

　　

(i)根据第12AA条决定的产假开始日期；或

　　

(ii)确实分娩日期(如在第(i)节所述的开始日期前分娩)；(b)相等于由预计分娩日期翌日起至确实分娩日期止(该翌日及该确实分娩日期亦包括在内)的日数(如有的话)的另一期间；而此段产假须在紧接根据(a)段享有的产假后放取；及

　　

(c)因怀孕或分娩引致疾病或无工作能力的另一期间，以不超过4个星期为限。 (由1997年第73号第3条代替)(3)根据第(2)(c)款享有的产假，可─

　　

　　(a)在紧接第(2)(a)款所述期间之前全部放取或放取其中部分；

　　

(b)在紧接第(2)(a)或(b)款所述期间(视属何情况而定)之后全部放取或放取其中部分。 (由1997年第73号第3条代替)(4)拟根据第(2)款放任何产假的女性雇员在放假前，须于藉医生证明书证实为怀孕之后，将怀孕一事通知其雇主，并说明其拟放产假；而由女性雇员向其雇主出示证实其怀孕的医生证明书，即属一项本款所指的通知。 (由1997年第73号第3条代替)

　　

(4A) 已根据第(4)款给予通知的女性雇员，如其怀孕并非因分娩而告终止，须于合理的切实可行范围内尽快将怀孕终止一事通知其雇主。 (由1987年第55号第3条增补)

　　

(5)女性雇员如─

　　

　　(a)在根据第(4)款发出通知之前分娩；或

　　

(b)在根据第(4)款发出通知之后，但在根据第(2)(a)(i)款享有的该段产假的开始日期之前分娩，则须在分娩后7天内，将该分娩日期通知其雇主，并说明其拟根据第(2)(a)款放产假。 (由1997年第73号第3条代替)

　　

(6)如雇主有此要求，根据第(4)款发出通知的女性雇员须交出指明其预计分娩日期的医生证明书。 (由1997年第73号第3条代替)

　　

(7)如雇主有此要求，根据第(5)款发出通知的女性雇员须交出指明其分娩日期的医生证明书。 (由1997年第73号第3条代替)

　　

(7A)如雇主有此要求，可根据第(2)(b)款放产假的女性雇员须交出指明其分娩日期的医生证明书。 (由1997年第73号第3条增补)

　　

(8)拟根据第(2)(c)款放产假的女性雇员，须给予雇主表明此意的通知；如雇主有此要求，亦须交出医生证明书，证明其疾病或无工作能力的情况。 (由1997年第73号第3条修订)

　　

(9)(由1997年第73号第3条废除)

　　

(10)女性雇员受雇期的连续性，不得因放产假而视为中断。 (由1981年第22号第3条增补)

　　

(11)为免生疑问，特此声明∶产假是女性雇员在根据本条例有权享有的年假以外另须获给予的假期；在产假期间的任何休息日或假日皆作产假的一部分计算，雇员无权要求另给额外或其他休息日或假日；女性雇员如已就该假日获付给产假薪酬，则无权要求付给假日薪酬；如并无就该假日获付给产假薪酬，则须就该假日获付给假日薪酬。 (由1981年第22号第3条增补。由1984年第48号第7条修订)

　　

　第57章 第12A条　释义

　　

　　第III部

　　

　　生育保障

　　

　　在本部中，除文意另有所指外─

　　

“怀孕雇员”(pregnant employee) 指已藉医生证明书证实为怀孕的女性雇员。

　　

(由1997年第73号第2条增补)

　　

　第57章 第12AA条　产假的开始日期

　　

　　(1)在雇主同意下，怀孕雇员可决定其享有的10个星期产假的开始日期，但该日期须在预计分娩日期前不少于2个星期及不超过4个星期的期间内。

　　

(2)怀孕雇员如不行使其决定第(1)款所指的开始日期的选择权，或未能获得其雇主对其建议中的放假时间表的同意，则产假开始日期须为紧接预计分娩日期前的4个星期的首日。

　　

(由1997年第73号第4条增补)

　　

　第57章 第13条　签发医生证明书的权力

　　

　　(1)就第12(4)、(6)、(7)或(7A)或12AA条交出的医生证明书，须由以下人士签发─

　　

　　(a)注册医生；或

　　

(b)根据《助产士注册条例》(第162章)第8条注册的助产士，或根据该条例第25条当作已注册的助产士(尽管有该条例第16条的规定)。(2)就第12(8)或15AA条交出的医生证明书须由注册医生签发。

　　

(由1997年第73号第5条修订)

　　

　第57章 第14条　产假薪酬

　　

　　(1)除非按本条所规定，或如雇佣合约所规定的有薪产假条款较本条所订的为优厚，则除非按该合约所规定，否则女性雇员无权获得产假期间的工资。

　　

(2)雇主须就女性雇员根据第12(2)(a)条有权放的产假而付给该雇员产假薪酬，但她须─ (由1997年第73号第6条修订)

　　

　　(a)在紧接根据第12AA条决定的产假开始日期前，已根据连续性合约由该雇主雇用不少于40个星期； (由1995年第5号第4条修订；由1997年第73号第6条修订)

　　

(b)已根据第12(4)或(5)条给予通知；

　　

(c)已根据第12(6)或(7)条遵从雇主提出的要求；及

　　

(d)(由1997年第73号第6条废除)(3)根据本条须付给的产假薪酬，须按以下方法计算 ─

　　

　　(a)如该女性雇员的工资按月计算，以其月薪的五分之四计算；及 (由1995年第66号第2条修订)

　　

(b)如属其他情况，以其赚取的平均每日工资的五分之四计算；就本段而言，平均每日工资即该女性雇员在紧接产假开始前或截至产假开始时为止为期不少于28天及不多于31天的每段完整工资期内该雇员每日工作平均所赚取的每日工资∶ (由1995年第66号第2条修订)

　　

但在引用本段于某一个案时，假若女性雇员在某一日即使不放产假亦无须工作，则不获付给该日的产假薪酬。 (由1984年第48号第8条代替。)(4)本条规定的产假薪酬，须犹如该女性雇员未有放产假而仍继续受雇一样，由雇主在本应付给工资的同一日，以同一方式付给该雇员。

　　

(5)任何女性雇员，如事先未得雇主准许而在根据第12(2)(a)条放产假期间，为另一雇主工作，即丧失获得该段期间产假薪酬的权利。 (由1997年第73号第6条修订)

　　

(6)(由1997年第73号第6条废除)

　　

(由1981年第22号第4条代替)

　　

　第57章 第15条　对终止雇佣的禁止

　　

　　(1)除第(1A)款另有规定外，且在第(1B)款的规限下─

　　

　　(a)如怀孕雇员已向其雇主送达怀孕通知，则在由该雇员藉医生证明书证实为怀孕之日起至产假结束而应复工之日为止的一段期间(或至非因分娩而终止怀孕之日为止的一段期间)内，该雇主不得终止该雇员的连续性雇佣合约，但按照第9条终止该合约则不在此限；

　　

(b)在雇主并非按照第9条终止其怀孕雇员的雇佣合约的情况下，如该雇员在获悉该合约被终止后立即向该雇主送达怀孕通知，则该雇主在接获该通知后须立即撤销该项终止或撤回终止该合约的通知，而在此情况下，该项终止或终止该合约的通知须视为犹如从未作出一样。 (由2001年第7号第5条代替)(1A)凡在怀孕雇员的书面或口头雇佣合约内明示议定该项雇佣属试用性质，则试用期如不超过12个星期，第(1)款不得阻止雇主因怀孕以外的理由而在该试用期内终止该合约；试用期如超过12个星期，则第(1)款不得阻止雇主因怀孕以外的理由而在该试用期的首12个星期内终止该合约。 (由1997年第73号第7条代替)

　　

(1B)凡雇主终止怀孕雇员的连续性雇佣合约，则─

　　

　　(a)除非相反证明成立；或

　　

(b)除第(1C)款另有规定外，除非雇主证明─

　　

(i)他的本意是按照第9条终止该合约；而且

　　

(ii)在终止该合约时，他合理地相信他有理由如此终止该合约，否则就第(1)(a)或(b)款而言，须视雇主为并非按照第9条终止该合约。 (由2001年第7号第5条增补)

　　

(1C)就民事法律程序而言，第(1B)(b)款不适用。 (由2001年第7号第5条增补)

　　

(2)任何雇主违反第(1)(a)或(b)款，即有责任付给该女性雇员以下款项─ (由1995年第103号第26条修订；由2001年第7号第5条修订)

　　

　　(a)假若雇主根据第7条终止雇佣合约本应付给的款项，但该雇员并没有根据第7条收取任何该等款项； (由1997年第73号第7条修订)

　　

(b)另加一笔相等于该雇员在1个月期间本应累算的工资额的款项；及 (由1997年第73号第7条修订)

　　

(c)如该雇员有权或本应有权获得产假薪酬，再加10个星期的产假薪酬。 (由1981年第22号第5条增补)(3)如女性雇员属按件计酬或按工计酬者，则第(2)(b)款所指该雇员在1个月期间本应累算的工资额须当作是以下款额─ (由1997年第73号第7条修订)

　　

　　(a)如违反第(1)款的事件在产假开始前发生，则当作是在紧接违约事件前该雇员在相等期间内所赚取的工资额；或

　　

(b)如违反第(1)款的事件在产假开始后发生，或如因任何理由根据(a)段计算该工资额并不切实可行，则当作是在同一地区的同一行业或职业从事同样工作的女性雇员于相等期间内所赚取的工资额。 (由1984年第48号第9条修订)(4)任何雇主违反第(1)(a)或(b)款，即属犯罪，一经定罪，可处第6级罚款。 (由2001年第7号第5条代替)

　　

　第57章 第15A条　罪行

　　

　　(1)任何雇主如─

　　

　　(a)不给予产假；

　　

(b)不按照第14条付给产假薪酬；或 (由1995年第5号第5条修订)

　　

(c)不根据第33(3C)条付给疾病津贴，均属犯罪，一经定罪，可处第5级罚款。 (由1988年第24号第2条修订；由1995年第103号第4条修订)

　　

(2)任何雇主如无合理辩解而不遵从─

　　

　　(a)第15AA(2)条的规定；或

　　

(b)处长根据第15AA(6)条作出的决定，即属犯罪，一经定罪，可处第5级罚款。 (由1997年第73号第9条代替)

　　

(由1981年第22号第6条增补)

　　

　第57章 第15AA条　禁止指派粗重、危险或有害的工作

　　

　　(1)怀孕雇员在交出载有关于其不适宜处理重物、在有损害怀孕的气体产生的地方工作或担任其他损害怀孕的工作的意见的医生证明书后，可请求其雇主在其怀孕期间不将该等工作派给她。

　　

(2)即使以下的结果或决定悬而未决─

　　

　　(a)第(3)款所提述的身体检查的结果；或

　　

(b)第(6)款所指的处长的决定，雇主在收到根据第(1)款提出的请求后，不得将医生证明书所指明的工作分配给怀孕雇员，或如雇员已正从事该等工作，则雇主须在切实可行范围内尽快(但在任何情况下不得迟于自收到根据第(1)款提出的请求的日期翌日起计的14天)将该雇员调离该等工作。

　　

(3)雇主可自费安排雇员接受由注册医生进行的另一次身体检查，以获得关于该怀孕雇员的身体健康状况是否适宜从事受争议的工作的另一意见。

　　

(4)雇主须给予雇员关于第(3)款所指的检查的不少于48小时通知，而该检查须在自收到该雇员根据第(1)款提出请求的日期翌日起计的14天期间内进行。

　　

(5)如上述另一医学意见认为雇员适宜从事第(1)款所提述的指明工作，或如该雇员没有应雇主根据第(3)款作出的安排而拒绝接受身体检查，则雇主可将该雇员根据第(1)款提出的请求转介处长；处长须采取适当的行动(包括寻求进一步的医学意见)，以协助他作出决定。

　　

(6)当处长接获根据第(5)款作出的雇主的转介，他可作出决定，以─

　　

　　(a)维持雇员的要求；

　　

(b)裁定雇员的要求是没有理据的；

　　

(c)作出他认为合理的裁定。(7)与上述转介有关的雇主及雇员须遵从由处长作出的任何决定。

　　

(8)雇员因按照本条规定调离粗重、危险或有害的工作而对其收入所造成的任何改变，不影响计算因根据第15(2)条终止雇佣而须支付的款项或计算根据本部享有的产假薪酬的基准，而任何该等款项须按该雇员紧接在按照本条规定调离粗重、危险或有害的工作之前所赚取的工资计算；第14(3)条亦须据此解释。

　　

(由1997年第73号第8条增补)

　　

　第57章 第15B条　纪录

　　

　　凡雇用女性雇员的雇主，均须按处长指明的格式保存一份纪录，记载其女性雇员所放产假及获付给产假薪酬的资料。

　　

(由1981年第22号第6条增补)

　　

　第57章 第15C条　付给代产假金的限制

　　

　　除按第15(2)条的规定外，不得以付给产假薪酬或其他款项代替给予产假。

　　

(由1981年第22号第6条增补)

　　

(第III部由1970年第5号第7条增补)

　　

　第57章 第16条　(废除)

　　

　　第IV部

　　

　　休息日

　　

(由1980年第10号第3条废除)

　　

　第57章 第17条　休息日的给予

　　

　　(1)除本部条文另有规定外，凡根据连续性合约由同一雇主雇用的雇员，每7天期间须获给予不少于1个休息日。 (由1976年第71号第3条修订)

　　

(2)雇员除根据第39条有权享有法定假日、另定假日或代替假日外，尚有权享有休息日。 (由1973年第39号第3条代替)

　　

　第57章 第18条　休息日的指定

　　

　　(1)休息日由雇主指定，而雇主可为不同雇员指定不同的休息日。 (由1976年第71号第4条修订)

　　

(2)除第(4)款另有规定外，雇主须在每一个月开始之前以口头或书面通知各雇员在该月份的休息日。

　　

(3)如雇主将各雇员该月份指定休息日的轮值表，在适用期间张贴于雇佣地点的显眼处，即第(2)款的条文须当作已获遵从。

　　

(4)凡休息日有规律地固定在每7天期间的某一天，则第(2)款不适用。 (由1976年第71号第4条修订)

　　

(5)雇主如获得雇员同意，可用另一休息日代替已根据本条指定的休息日，该另一休息日须定于─

　　

　　(a)同一月份内，且在原本指定的休息日之前；或

　　

(b)原本指定的休息日之后30天内。

　　

　第57章 第19条　强制在休息日工作的情况

　　

　　(1)除第(2)款另有规定外，雇主不得要求雇员在休息日工作。

　　

(2)如因机器或工厂设备故障，或因其他不能预见的任何紧急事故而有此需要，雇主可要求雇员在休息日工作。

　　

(3)雇主若根据第(2)款要求雇员在休息日工作，须

　　

在该日之后48小时内通知该雇员作为代替该休息日的另一休息日的日期，该另一休息日须定于原本指定的休息日之后30天内。

　　

　第57章 第20条　自愿在休息日工作的情况

　　

　　(1)雇员可自行提出请求并在其雇主同意下，在休息日为该雇主工作。

　　

(2)雇员可应其雇主的请求，在休息日为该雇主工作。

　　

　第57章 第21条　无效条件

　　

　　如雇佣合约订有任何条件，使雇员必须在根据本部给予的休息日工作方可获付给每年花红或年终酬金或部分年终酬金者，该条件须属无效。

　　

(由1984年第48号第10条修订)

　　

(第IV部由1970年第23号第3条增补)

　　

　第57章 第21A条　第ⅣA 部的适用范围

　　

　　第IVA部

　　

　　职工会不受歧视的保障

　　

　第21C条适用于所有获得或行将获得雇主提出雇佣要约，或以其他方式成为准雇员的人。

　　

(由1990年第41号第7条代替)

　　

　第57章 第21B条　雇员参加职工会及其活动的权利

　　

　　(1)任何雇员，在其本人与雇主之间，享有以下权利─

　　

　　(a)作为或成为根据《职工会条例》(第332章)登记的职工会会员或职员的权利；

　　

(b)凡为职工会会员或职员，享有在适当时间参加该职工会活动的权利；

　　

(c)联同他人按照《职工会条例》(第332章)的条文，组织职工会或申请将职工会登记的权利； (由1997年第101号第26条修订)*(d)(由1997年第135号第4(1)及14(1)条废除) (2)任何雇主，或任何代表雇主的人，如─

　　

　　(a)阻止或阻吓，或作出任何作为以刻意阻止或阻吓雇员行使第(1)款所授予的任何权利；或

　　

(b)因雇员行使任何该等权利而终止其雇佣合约、惩罚或以其他方式歧视该雇员，即属犯罪，一经定罪，可处第6级罚款。 (由1988年第24号第2条修订；由1995年第103号第5条修订)

　　

(3)在本条中─

　　

“工作时间”(working hours)，就雇员而言，指其按照与雇主订立的合约所须工作的任何时间；

　　

“适当时间”(appropriate time)，就雇员参加职工会任何活动而言，指─

　　

　　(a)其工作时间以外的时间；或

　　

(b)其工作时间以内的时间，而按照与其雇主或任何代表其雇主的人所议定的安排，或得到其雇主或任何代表其雇主的人给予的同意，容许在该时间内参加该等活动。

　　

[比照 1971 c. 72 s. 5(1)、(2) & (5) U.K.]___________________________________________________________________________

　　

注：

　　

* 本段由1997年第101号增补。关于1997年第101号的暂时终止实施，请参阅第538章第4(1)及(2)条。在1997年10月31日，该第4(1)及(2)条在其于紧接1997年10月31日前有效的范围内，终止有效。请参阅1997年第135号第14(2)条。

　　

　第57章 第21C条　以受要约人并非职工会会员作为雇佣要约的条件

　　

　　任何人，不论其本人或代表他人聘用雇员时，在雇佣要约中包括以下条件或规定─

　　

　　(a)如受要约人是职工会会员或职员，他须承诺放弃其会籍或职位；

　　

(b)受要约人须承诺不成为职工会会员或职员；或

　　

(c)受要约人须承诺不联同他人按照《职工会条例》(第332章)的条文组织职工会或申请将职工会登记，即属犯罪，一经定罪，可处第6级罚款。 (由1988年第24号第2条修订；由1995年第103号第6条修订)

　　

　第57章 第21D条　*(由1997年第135号第3条废除)

　　

　　*第21D至21J条由1997年第98号增补。关于1997年第98号的暂时终止实施，请参阅第538章第5(1)及(2)条。在1997年10月31日，该第5(1)及(2)条在其于紧接1997年10月31日前有效的范围内，终止有效(请参阅1997年第135号第4(2)条)。关于与1997年第135号第3条有关的过渡性条文，请参阅1997年第135号第4(1)(b)条及附表2第I部。

　　

　第57章 第21E条　*(由1997年第135号第3条废除)

　　

　　*第21D至21J条由1997年第98号增补。关于1997年第98号的暂时终止实施，请参阅第538章第5(1)及(2)条。在1997年10月31日，该第5(1)及(2)条在其于紧接1997年10月31日前有效的范围内，终止有效(请参阅1997年第135号第4(2)条)。关于与1997年第135号第3条有关的过渡性条文，请参阅1997年第135号第4(1)(b)条及附表2第I部。

　　

　第57章 第21F条　*(由1997年第135号第3条废除)

　　

　　*第21D至21J条由1997年第98号增补。关于1997年第98号的暂时终止实施，请参阅第538章第5(1)及(2)条。在1997年10月31日，该第5(1)及(2)条在其于紧接1997年10月31日前有效的范围内，终止有效(请参阅1997年第135号第4(2)条)。关于与1997年第135号第3条有关的过渡性条文，请参阅1997年第135号第4(1)(b)条及附表2第I部。

　　

　第57章 第21G条　*(由1997年第135号第3条废除)

　　

　　*第21D至21J条由1997年第98号增补。关于1997年第98号的暂时终止实施，请参阅第538章第5(1)及(2)条。在1997年10月31日，该第5(1)及(2)条在其于紧接1997年10月31日前有效的范围内，终止有效(请参阅1997年第135号第4(2)条)。关于与1997年第135号第3条有关的过渡性条文，请参阅1997年第135号第4(1)(b)条及附表2第I部。

　　

　第57章 第21H条　*(由1997年第135号第3条废除)

　　

　　*第21D至21J条由1997年第98号增补。关于1997年第98号的暂时终止实施，请参阅第538章第5(1)及(2)条。在1997年10月31日，该第5(1)及(2)条在其于紧接1997年10月31日前有效的范围内，终止有效(请参阅1997年第135号第4(2)条)。关于与1997年第135号第3条有关的过渡性条文，请参阅1997年第135号第4(1)(b)条及附表2第I部。

　　

　第57章 第21I条　*(由1997年第135号第3条废除)

　　

　　*第21D至21J条由1997年第98号增补。关于1997年第98号的暂时终止实施，请参阅第538章第5(1)及(2)条。在1997年10月31日，该第5(1)及(2)条在其于紧接1997年10月31日前有效的范围内，终止有效(请参阅1997年第135号第4(2)条)。关于与1997年第135号第3条有关的过渡性条文，请参阅1997年第135号第4(1)(b)条及附表2第I部。

　　

　第57章 第21J条　*(由1997年第135号第3条废除)

　　

　　*第21D至21J条由1997年第98号增补。关于1997年第98号的暂时终止实施，请参阅第538章第5(1)及(2)条。在1997年10月31日，该第5(1)及(2)条在其于紧接1997年10月31日前有效的范围内，终止有效(请参阅1997年第135号第4(2)条)。关于与1997年第135号第3条有关的过渡性条文，请参阅1997年第135号第4(1)(b)条及附表2第I部。

　　

(第IVA部由1974年第51号第3条增补)

　　

　第57章 第22条　工资期

　　

　　第V部

　　

　　工资的支付

　　

根据雇佣合约须支付工资的工资期须当作为1个月，直至相反证明成立为止。

　　

　第57章 第23条　工资的支付日期

　　

　　工资在工资期最后一天完结时即到期支付，须在切实可行范围内尽快支付，但在任何情况下不得迟于工资期届满后7天支付。

　　

　第57章 第24条　雇佣合约完成时的工资支付

　　

　　雇员在其雇佣合约完成时的工资及与该合约有关的任何其他须付款项，在该雇佣合约完成之日即到期支付，须在切实可行范围内尽快支付，但在任何情况下不得迟于雇佣合约完成后7天支付。

　　

　第57章 第25条　雇佣合约终止时的工资支付

　　

　　(1)除第31O条另有规定外，凡雇佣合约终止，到期付给雇员的任何款项须在切实可行范围内尽快支付，但在任何情况下不得迟于雇佣合约终止后7天支付。 (由1971年第44号第4条修订；由1974年第67号第4条修订)

　　

(2)第(1)款所指的款项为─

　　

　　(a)相等于雇佣合约终止前对上一个工资期届满时起，至合约终止之日止，雇员工作所赚取的款额；

　　

(b)根据第7、15(2)及33(4BA)条所须支付的款项(如有的话)； (由1983年第57号第4条修订；由1985年第76号第3条修订；由1995年第103号第7条修订；由2001年第7号第6条修订)

　　

(ba)到期付给雇员的任何长期服务金；及 (由1985年第76号第3条增补)

　　

(c)与雇佣合约有关而到期付给雇员的任何其他款项。(3)除根据第32条可予扣除的款项外，以及在法庭作出的任何命令的规限下，雇主对于并非根据第6、7或10条终止雇佣的雇员，可从该雇员根据第(1)款获付给的款项中，扣除该雇员假若根据第7条终止雇佣即有责任付给的款项。 (由1971年第44号第4条代替。由1975年第14号第3条修订；由1984年第48号第12条修订)

　　

　第57章 第25A条　因过期支付工资而须缴付的利息

　　

　　附注：

　　

具追溯力的修订─见1998年第25号第2条

　　

　　(1)除第(3)款另有规定外，如任何工资或第25(2)(a)条所提述的任何款项由其根据第23、24及25条变为到期支付当日起计的7天内仍未获支付，则雇主须按第(2)款所指明的利率就尚未清付的工资款额或款项支付利息，利息自该等工资或款项变为到期支付的日期起计算，直至实际支付工资或款项的日期为止。

　　

(2)为第(1)款而指明的利率为终审法院首席法官根据《区域法院条例》(第336章)第50条以宪报公告厘定的利率。 (由1998年第25号第2条修订)

　　

(3)不须就本条的生效日期之前的任何期间支付利息。

　　

(由1997年第74号第9条增补)

　　

　第57章 第26条　支付工资的方式及地点

　　

　　(1)除本条例另有规定外，雇主须在工作日于雇员雇佣地点，或雇主习惯用作发薪的办事处或其他地点，或在双方议定的任何其他地点，用法定货币直接将工资付给雇员。

　　

(2)在雇员同意下，工资可按以下方式付给─

　　

　　(a)用支票、汇票或邮政汇票付给；

　　

(b)存入该雇员名下的银行户口，而该银行是《银行业条例》(第155章)第2条所指的银行；或 (由1995年第49号第53条修订)

　　

(c)付给该雇员妥为指定的代理人。

　　

　第57章 第27条　不得在某些地点支付工资的规定

　　

　　凡工资或任何在雇佣合约完成或终止时与该雇佣合约有关而到期付给雇员的款项，不得在以下地点付给─

　　

　　(a)任何娱乐场所；

　　

(b)根据《博彩税条例》(第108章)获批准举办电算机投注或彩池投注或现金彩票活动的任何地点；

　　

(c)任何售卖令人醺醉的酒类或危险药物的地点；或

　　

(d)任何零售商品的店铺，但如该雇员受雇在此等地点或店铺工作，则不在此限。

　　

　第57章 第28条　工资以外的报酬

　　

　　(1)雇佣合约可规定雇员除工资外，并可获得食物、居所或其他津贴或优惠，作为其服务的报酬。

　　

(2)雇主不得以任何令人醺醉的酒类、危险药物或根据《博彩税条例》(第108章)获批准的任何现金彩票活动、电算机或彩池的任何彩票或其他彩票代替物，作为雇员服务的报酬。

　　

　第57章 第29条　禁止就使用工资方式订立协议

　　

　　雇主不得在任何雇佣合约或以雇佣合约为代价的协议内，订定有关雇员在何处、以何种方式或与何人使用其获付给的工资的任何条文。

　　

　第57章 第30条　雇主开设商店等将商品 售卖给雇员的情况

　　

　　雇主可开设店铺或场所，将商品售卖给雇员，惟不得以合约、协议或其他义务形式 (不论是书面或口头、明订或隐含的)，限定雇员在该等店铺或场所购买商品。

　　

　第57章 第31条　雇主在无合理理由自信可付给工资的情况下不得订立雇佣合约

　　

　　(1)任何人，除非有合理理由自信会有能力在到期支付时付给所有根据雇佣合约须到期支付的工资，否则不得以雇主身分订立、续订或继续任何雇佣合约。

　　

(2)雇主如不再有合理理由自信会有能力在到期支付时付给所有根据雇佣合约须到期支付的工资，须随即采取一切必需步骤，按照雇佣合约的条款终止合约。

　　

(由1970年第71号第3条增补)

　　

　第57章 第31A条　(废除)

　　

　　第VA部

　　

　　遣散费

　　

(由1985年第76号第4条废除)

　　

　第57章 第31B条　关于领取遣散费权利的一般条文

　　

　　(1)凡雇员在有关日期前，根据连续性合约受雇一段不少于24个月的期间─ (由1985年第76号第5条修订)

　　

　　(a)因裁员而遭雇主解雇；或

　　

(b)被停工(第31E条所指的停工)，除本部及第VC部另有规定外，雇主有责任付给该雇员一笔遣散费，款额按照第31G条计算。 (由1988年第52号第5条修订)

　　

(2)就本部而言，雇员如完全或主要归因于以下情况而遭解雇，须视为因裁员而遭解雇─

　　

　　(a)雇主已停止或拟停止经营─

　　

(i)雇用该雇员所从事的业务；或

　　

(ii)在雇员受雇工作地点从事的业务；或(b)该业务对雇用雇员从事某类工作的需求，或该业务对雇用雇员在其受雇工作地点从事某类工作的需求，已告停止或缩减，或预期会停止或缩减。 (由1992年第62号第4条代替)(3)为使本部适用于受雇为家庭佣工，在私人住户工作或其受雇的工作是与私人住户有关的雇员，在引用本部(第31J条除外)时，须犹如该住户是一种业务，而维持住户即雇主经营该业务一样。

　　

〔比照 1965 c. 62 ss.1 & 19(1) U.K.〕

　　

　第57章 第31C条　因解雇而获得遣散费权利的一般免除

　　

　　(1)凡雇主因雇员的行为，按照第9条有权不给予通知或代通知金而终止其雇佣合约，则该雇员无权因遭解雇而获得遣散费。 (由2000年第51号第3条修订)

　　

(2)如雇主在有关日期前的7天开始之时或之前，向雇员要约续订雇佣合约，或以新合约再次聘用，而─ (由1997年第414号法律公告修订)

　　

　　(a)该续订或新订合约(视属何情况而定)的条文，不论是有关该雇员将受雇的身分及受雇地点，以及其他雇佣条款及条件，均与紧接该雇员遭解雇前的有效合约的相应条文无异；及

　　

(b)续约或再次聘用将于有关日期或该日期前生效，而该雇员不合理地拒绝该项要约，则该雇员无权因遭解雇而获得遣散费。

　　

(3)如雇主在有关日期前的7天开始之时或之前，以书面向雇员要约续订雇佣合约，或以新合约再次聘用，而按照要约所指明详情，续订或新订合约(视属何情况而定)的条文，不论是有关该雇员将受雇的身分及受雇地点，以及其他雇佣条款及条件，均与紧接该雇员遭解雇前的有效合约的相应条文全部或部分有所不同，但─ (由1997年第414号法律公告修订)

　　

　　(a)该项要约对该雇员而言构成适合雇佣的要约；

　　

(b)该项要约对该雇员而言构成并不较前为逊的雇佣要约；及

　　

(c)续约或再次聘用将于有关日期或该日期前生效，而该雇员不合理地拒绝该项要约，则该雇员无权因遭解雇而获得遣散费。

　　

(4)凡有关日期适逢休息日或假日，则第(2)(b)款与第(3)(c)款内所提述的有关日期，须解释为该休息日或假日的翌日。 (由1997年第75号第2条修订)

　　

(5)凡雇员在雇主按照第6条给予该雇员终止其雇佣合约的通知后在该通知的期限届满前离职，则除非─

　　

　　(a)该雇员的离职是经雇主事先同意的；或

　　

(b)该雇员在离职前已按照第7条付给雇主一笔代通知金，否则该雇员无权因遭解雇而获得遗散费。 (由1997年第75号第2条代替)

　　

[比照 1965 c. 62 s. 2 U.K.]

　　

　第57章 第31D条　遭雇主解雇的情况

　　

　　(1)就本部而言，及除本部另有规定外，雇员只有在以下情况才可视为遭雇主解雇─

　　

　　(a)不论是否有给予通知或代通知金，雇主并非按照第9条终止该雇员的雇佣合约；

　　

(b)如雇员根据合约受雇一段固定时期，而在该时期届满后未有以同一合约续约；或

　　

(c)雇员在因雇主的行为而有权按照第10条不给予通知或代通知金而终止合约的情况下，给予或不给予通知或代通知金而终止合约。　(由1992年第62号第5条代替)(2)就本部而言，雇员在以下情况不得视为遭雇主解雇─

　　

　　(a)雇员的雇佣合约已予续订，或已以新雇佣合约获同一雇主再次聘用；及

　　

(b)续约或再次聘用是在紧接前一合约所订的雇佣终结时生效。(3)为使第(2)款适用于在休息日或假日终结雇佣的合约，如续约或再次聘用是在休息日或假日翌日生效或该翌日之前生效，则续约或再次聘用须视为是在紧接前一合约所订的雇佣终结时生效。

　　

〔比照 1965 c. 62 s. 3 U.K.〕

　　

　第57章 第31E条　停工

　　

　　(1)凡雇佣合约的条款及条件，订明雇员的报酬须视乎他获雇主提供其所受雇的该种工作而定，则就第31B(1)条而言，根据该雇佣合约受雇的雇员在以下情况须视为被停工：凡雇主未有向雇员提供该等工作的日子总数超过─

　　

　　(a)在任何连续4个星期的期间内正常工作日总数的一半；或

　　

(b)在任何连续26个星期的期间内正常工作日总数的三分之一，而该雇员并未获付一笔款额相等于该雇员在未获提供工作的日子中假若获提供工作本可赚取的工资的款项。 (由1990年第41号第8条修订)

　　

(1A) 尽管有第(1)款的规定，如雇员在任何期间，因雇主闭厂或由于休息日、法定假日或年假，以致未获提供工作，则在决定该雇员是否被停工时，该段时间不得考虑为正常工作日。 (由1990年第41号第8条增补。由1993年第61号第4条修订)

　　

(2)雇员的雇佣合约的连续性不得因停工而视为中断，并因此而未有付予遣散费。

　　

(3)就本部而言，关于雇员因被停工而引致享有遣散费权利的“有关日期” (relevant date)，指第(1)款所指连续4个星期或连续26个星期(视属何情况而定)的期间届满日期。 (由1990年第41号第8条修订)

　　

[比照 1965 c. 62 s. 5(1) U.K.]

　　

　第57章 第31F条　各类属例外的雇员

　　

　第31B条不适用于以下的人─

　　

　　(a)任何雇员，而该雇员的雇主是其丈夫或妻子；

　　

(b)任何外发工；

　　

(c)(由1985年第76号第6条废除)

　　

(d)任何受雇于香港政府以外其他政府，且是该政府所属国家的国民或公民的人；或

　　

(e)在不损害(a)段的规定下，任何受雇为家庭佣工，在私人住户工作或其受雇的工作是与私人住户有关的人，而雇主是其父母、祖父母、继父母、子女、孙儿、孙女、继子女、兄弟姊妹、或同父异母的兄弟姊妹或同母异父的兄弟姊妹。

　　

[比照1965 c.62 s.16 U.K.]

　　

　第57章 第31G条　遣散费的款额

　　

　　(1)除本部另有规定外，雇员在任何情况下有权获得的遣散费款额，须按以下方法计算─

　　

　　(a)如属按月计薪的雇员，则根据连续性合约为雇主工作每满一年(不足一年者按比例计算)，可获其最后一个月全月工资的三分之二，或$22500的三分之二，两者以较小款额为准；及

　　

(b)如属其他情况的雇员，则根据连续性合约为该雇主工作每满一年(不足一年者按比例计算)，可获从其最后工作的30个正常工作日中由雇员选任何18天为依据的18天工资，或$22500的三分之二，两者以较小款额为准，惟如有关日期在附表7表A第1栏所指明的期间内，则遣散费最高限额在任何情况下不得超过该表内与该期间相对列于第2栏内的款额。 (由1995年第5号第6条修订；由1995年第264号法律公告修订)

　　

(1A) 尽管有第(1)款的规定，如─

　　

　　(a)有关日期在附表7表B第1栏指明的期间内；及

　　

(b)该雇员在紧接有关日期前，已根据连续性合约由其雇主雇用一段期间(“雇佣期”)，而该段雇佣期较该表内与有关日期所在的期间相对列于第2栏内的期间为长，则在计算该雇员根据第(1)款有权获得的遣散费时，该段雇佣期超过该表第2栏所指明期间的部分，须缩减一 半。 (由1995年第5号第6条增补。 由1996年第139号法律公告修订)

　　

(2)尽管有第(1)款的规定，雇员亦可选择按紧接有关日期前12个月期间的工资平均数计算，但如作此选择，则─

　　

　　(a)如属按月计薪的雇员，每月平均款额不得超过$22500；及

　　

(b)如属其他情况的雇员，就计算每日平均款额而言，该12个月期间的工资总额不得超过$22500的12倍。 (由1995年第264号法律公告修订)(3)就本条而言，如雇员是根据连续性合约受雇于非体力劳动工作的，且在紧接《1990年雇佣(修订)条例》(1990年第41号)生效日期前12个月期间内每月平均工资超过$15000，则在提述根据连续性合约的雇佣期时，不包括提述任何以下的雇佣─

　　

　　(a)凡有关日期在1990年内的，指1990年1月1日以前超过3年的雇佣；

　　

(b)凡有关日期在1991年内的，指1990年1月1日以前超过4年的雇佣；

　　

(c)凡有关日期在1992年内的，指1990年1月1日以前超过5年的雇佣；

　　

(d)凡有关日期在1993年内的，指1990年1月1日以前超过6年的雇佣；

　　

(e)凡有关日期在1994年内的，指1990年1月1日以前超过7年的雇佣；

　　

(f)凡有关日期在1995年内的，指1990年1月1日以前超过8年的雇佣；

　　

(g)凡有关日期在1996年内的，指1990年1月1日以前超过9年的雇佣；

　　

(h)凡有关日期在1997年或其后任何一年内的，指1990年1月1日以前超过10年的雇佣。

　　

(由1990年第41号第9条代替)

　　

　第57章 第31H条　(由2000年第51号第4条废除)

　　

　第57章 第31I条　在某些情况下须从遣散费中扣除酬金及利益或权益的款额

　　

　　附注：

　　

与《2001年雇佣(修订)(第2号)条例》(2001年第18号)对本条作出的修订相关的过渡性及保留条文，见载于该条例第5条。

　　

　　如任何雇员根据本部有权就其服务年数获付一笔遣散费，而─

　　

　　(a)因为该雇员的雇佣合约的施行，一笔或多于一笔按服务年资支付的酬金或一笔或多于一笔有关职业退休计划利益已支付予该雇员；或

　　

(b)在某强制性公积金计划中有有关强制性公积金计划权益就该雇员而被持有，或有关强制性公积金计划权益已支付予该雇员或就该雇员而支付，则须从该笔遣散费中扣除就该雇员而被持有、已向该雇员支付或就该雇员而支付的所有该等酬金及利益或权益的总款额，但以该等酬金及利益或权益是与上述服务年数有关的款额为限。

　　

(由1998年第4号第5条代替。由2001年第18号第2条修订)

　　

　第57章 第31IA条　在某些情况下须从酬金或利益或权益中扣除遣散费的款额

　　

　　(1)如─

　　

　　(a)因为某雇员的雇佣合约的施行，该雇员有权获付按服务年资支付并且可归因于其服务年数的酬金，或获付可归因于其服务年数的有关职业退休计划利益；或

　　

(b)在某强制性公积金计划中有有关强制性公积金计划权益就该雇员而被持有，而该雇员已根据本部获付一笔遣散费，则须从该等酬金或利益或权益中扣除该笔遣散费的总款额，但以该笔遣散费或利益或权益中可归因于上述服务年数的部分的款额为限。

　　

(2)即使有关酬金或利益或权益可归因于某服务年数，而所支付的遣散费所基于的服务年数超逾该服务年数，第(1)款仍然有效。

　　

(3)《职业退休计划条例》(第426章)第70A条及《强制性公积金计划条例》(第485章)第12A条就本条而具有效力。

　　

(由1998年第4号第5条代替)

　　

　第57章 第31J条　业务拥有权的变更

　　

　　(1)本条对以下情况具有效力─

　　

　　(a)任何人所受雇从事的全部或部分业务的拥有权有所变更(不论是凭借出售、其他形式的产权处置或法律的实施所致)；及

　　

(b)由于该项变更，在紧接该项变更前雇用该雇员的人(本条内称为“前拥有人”)按照第6或7条终止该雇员的合约。(2)在紧接该项变更后成为该有关业务或部分业务(视属何情况而定)拥有人的人(本条内称为“新拥有人”)，如与雇员达成协议，(以新拥有人代替前拥有人)续订该雇员的雇佣合约，或以新雇佣合约再次聘用，则第31D(2)条对此具有效力，犹如该项续约或再次聘用是由前拥有人(并非以新拥有人代替前拥有人)作出的一样。

　　

(3)如新拥有人(以新拥有人代替前拥有人)向雇员要约续订雇佣合约，或以新雇佣合约再次聘用，但该雇员拒绝该项要约，则除第(4)款另有规定外，第31C(2)或(3)条(视属何情况而定)对与该项要约及拒绝有关的事宜具有效力，犹如对与前拥有人作出相同的要约及该雇员拒绝该项要约有关的事宜具有效力一样。

　　

(4)为按照第(3)款的规定，就与新拥有人所作要约有关事宜而实施第31C(2)或(3)条时─

　　

　　(a)该项要约，不得仅因新拥有人取代前拥有人成为雇主，而将续订的合约或新合约(视属何情况而定)的条文，视为与紧接解雇前的有效合约的相应条文有所不同；及

　　

(b)在决定拒绝该项要约是否不合理时，对上述取代不加考虑。(5)本条在作出必要的变通后对与以下情况有关的事宜具有效力─

　　

　　(a)紧接业务拥有权变更前拥有该业务或部分业务的人，是紧接该项变更后拥有该业务或该 部分业务的其中一人(不论是以合伙人、受托人或其他身分拥有)；或

　　

(b)紧接业务拥有权变更前拥有该业务或部分业务的各人(不论是以合伙人、受托人或其他身分拥有)，包括紧接该项变更后拥有该业务或该部分业务的人，或其中一人或多人，一如对前拥有人与新拥有人是两个完全不同的人的情况具有效力一样。

　　

(6)本条不得解释为规定将在双方协议下对雇佣合约的任何更改视为构成合约的终止。

　　

[比照1965c.62s.13U.K.]

　　

　第57章 第31K条　相联公司

　　

　　(1)如雇主是一间公司，凡本部提述由雇主再次聘用雇员，须解释为提述该公司或其任何相联公司再次聘用 该雇员；凡本部提述由雇主作出的要约，须解释为包括提述由其相联公司作出的要约。

　　

(2)凡由第31J条所界定的前拥有人及新拥有人俱是

　　

相联公司，则第(1)款不影响第31J条的实施；凡属第31J条适用之处，第(1)款则不适用。

　　

(3)凡雇员遭雇主解雇，而雇主是一间公司(即本款所称“雇用公司”)，有一间或多间相联公司，倘若─

　　

　　(a)其解雇并不符合第31B(2)条所指明的任何一种情况；

　　

(b)雇用公司的业务与相联公司(如超过一间相联公司，则每间相联公司) 的业务如被视为共同构成一个业务，其解雇即符合第31B(2)条所指明的其中一种情况，则就本部而言，有关雇员的解雇，须视为已符合该种情况。

　　

(4)凡一间公司的雇员由另一间公司雇用，而后述公司雇用该雇员时是前述公司的相联公司，则该雇员当时的雇佣期须算作在该相联公司的雇佣期，而雇佣期的连续性，不得因雇主的变更而告中断。

　　

(5)就本条而言，如两间公司的其中一间是另一间的附属公司，或该两间公司俱是第三间公司的附属公司，则该两间公司须视为相联公司，而“相联公司”(associated company) 一词亦须据此解释。

　　

(6)在本条中，“公司”(company) 及“附属公司”(subsidiary) 两词具有《公司条例》(第32章)第2条分别给予该两词的涵义。 (由1985年第76号第7条修订)

　　

[比照 1965 c. 62 s. 48 U.K.]

　　

　第57章 第31L条　合约的隐含终止或法律构定终止

　　

　　(1)凡按照任何成文法则或法律规则─

　　

　　(a)雇主方面的任何作为；或

　　

(b)影响雇主的任何事情(如雇主是个人，则包括他的死亡)，导致所雇用雇员的合约终止，而上述作为或事情，假若无本款的规定便不构成由雇主终止合约，则就本部而言须视为由雇主终止合约。

　　

(2)在第(1)款适用的情况下，凡未有如第31D(2)条所述般将雇员的雇佣合约续订，亦未有以新合约再次聘用，而未有如第31D(2)条所述般续约及再次聘用的情形，完全或主要归因于第31B(2)条所指明的其中一种情况所致，则就本部而言，该雇员须视为因裁员而遭解雇。

　　

(3)就第(2)款而言，第31B(2)(a)条在与雇主停止或拟停止经营业务有关时，须解释作犹如提述雇主，即包括提述因有关作为或所发生事情而获转移业务处置权的人。

　　

(4)在本条中，凡提述第31D(2)条时，亦包括提述第31J(2)条所引用的第31D(2)条的情况。

　　

〔比照1965c.62s.22U.K.〕

　　

　第57章 第31M条　雇主或雇员的死亡

　　

　　附表3第I部对与雇主死亡有关的情况具有效力，而该附表的第II部则对与雇员死亡有关的情况具有效力。

　　

〔比照1965c.62s.23U.K.〕

　　

　第57章 第31N条　遣散费的申索

　　

　　即使本部另有规定，除非在由有关日期起计的3个月届满前或在处长可能同意延长的期间内，有以下情况，否则雇员无权获得遣散费─ (由1984年第19号第3条修订)

　　

　　(a)遣散费经议定并已付给；

　　

(b)雇员已以书面向雇主发出申索遣散费的通知；或

　　

(c)有关雇员获得遣散费的权利或遣散费款额问题，已成为一项申索之标的，而该项申索已─

　　

(i)按照《小额薪酬索偿仲裁处条例》(第453章)第IV部提交小额薪酬索偿仲裁处案务主任；或

　　

(ii)按照《劳资审裁处条例》(第25章)第IV部提交劳资审裁处司法常务主任。 (由1994年第61号第50条修订)

　　

〔比照1965c.62s.21U.K.〕

　　

　第57章 第31O条　遣散费的支付

　　

　　(1)凡雇员根据本部有权获得遣散费，其雇主须于接获按照第31N(b)条所发通知后两个月内，付给雇员遣散费，除非雇主或雇员在上述期限届满前，已将遣散费作为申索标的，而该项申索已─ (由2000年第32号第48条修订)

　　

　　(a)按照《小额薪酬索偿仲裁处条例》(第453章)第IV部提交小额薪酬索偿仲裁处案务主任；或

　　

(b)按照《劳资审裁处条例》(第25章)第IV部提交劳资审裁处司法常务主任。 (由1994年第61号第51条修订)(1A) 凡小额薪酬索偿仲裁处或劳资审裁处已就雇主须付给的遣散费款项作出命令，亦须就付给该款项的期限作出命令，但如并未就付给该款项的期限作出任何命令，则该款项须于该缴费令的日期起计14天内支付。 (由1992年第62号第8条增补。由1994年第61号第51条修订)

　　

(2)遣散费须以法定货币付给，但在雇员同意下，亦可按以下方式付给─

　　

　　(a)用支票、汇票或邮政汇票付给；

　　

(b)存入该雇员名下的银行户口，而该银行是《银行业条例》(第155章)第2条所指的银行；或 (由1995年第49号第53条修订)

　　

(c)付给该雇员妥为指定的代理人。(3)(a)任何雇主如无合理辩解而不遵从第(1)或(1A)款的规定，即属犯罪，一经定罪，可处第5级罚款。

　　

　　(b)任何雇主如无合理辩解而不遵从第(2)款的规定，即属犯罪，一经定罪，可处第3级罚款。 (由1995年第103号第8条代替)

　　

　第57章 第31P条　遣散费详情说明书

　　

　　(1)雇主付给遣散费时，须给予雇员一份书面陈述，述明遣散费的款额如何计算；但如遣散费是依据小额薪酬索偿仲裁处或劳资审裁处所作决定而付给的，该项决定并指明须付的遣散费款额，则不在此限。　 (由1994年第61号第52条修订)

　　

(2)(a)任何雇主如无合理辩解而不遵从第(1)款的规定，即属犯罪，一经定罪，可处第3级罚款。

　　

　　(b)任何雇主如在根据第(1)款给予的书面陈述内，列入任何明知在要项上属虚假的资料，或罔顾后果地列入任何在要项上属虚假的资料，即属犯罪，一经定罪，可处第5级罚款。 (由1995年第103号第9条代替)(3)在不损害就第(2)(a)款所订罪行而进行的任何法律程序的情况下，如雇主不遵从第(1)款的规定，雇员可给予雇主书面通知，要求雇主在该通知指明的期间内 (由给予通知之日起计不少于一个星期)，遵从第(1)款的规定给予他书面陈述。

　　

(4)雇主如无合理辩解而不遵从根据第(3)款发出的通知，即属犯罪，可处罚款如下 ─

　　

　　(a)如属首次定罪，可处第3级罚款；或

　　

(b)如属第二次或其后再次定罪，可处第5级罚款。 (由1988年第24号第2条修订；由1995年第103号第9条修订)

　　

〔比照1965c.62s.18U.K.〕

　　

　第57章 第31Q条　推定

　　

　　就本部而言，雇员如遭雇主解雇，除非相反证明成立，否则须推定该雇员是因裁员而遭解雇。

　　

[比照 1965 c. 62 s. 9(2) U.K.]

　　

(第VA部由1974年第67号第5条增补)

　　

　第57章 第31R条　雇员领取长期服务金权利的一般条文

　　

　　第VB部

　　

　　长期服务金

　　

(1)凡根据连续性合约受雇的雇员─

　　

　　(a)在有关日期，其服务年数不少于5年─ (由1997年第74号第10条修订)

　　

(i)遭解雇而其雇主无须因解雇他而付给遣散费；或

　　

(ii)在符合第(3)至(5)款的规定下，是在第10(aa)条所指明的情况下终止其合约；或 (由1993年第61号第5条修订)(b)终止合约，以及他在有关日期已不少于65岁，并已根据该合约受雇不少于5年者，则除本部及第VC部另有规定外，雇主须付给该雇员长期服务金，款额按照第31V(1)条计算。 (由1991年第105号第2条修订；由1995年第65号第2条修订)

　　

(2)(由1997年第74号第10条废除)

　　

(3)凡雇员已在第10(aa)条所指明的情况下终止其合约，雇主可要求雇员接受由雇主指定的注册医生为他进行的身体检查，费用由雇主支付，以获得另一意见，该意见是关乎该雇员是否永久不适宜担任由雇员获得的证明书内所指明的某种工作。 (由1993年第61号第5条增补)

　　

(4)雇主须遵从以下规定，否则丧失根据第(3)款作出选择的权利─

　　

　　(a)雇主安排在收取根据第10(aa)条所发出的证明书的副本后不超过14天，进行身体检查；及

　　

(b)雇主在该次身体检查的进行不少于48小时前，以书面通知雇员有关该次身体检查预约的详情。 (由1993年第61号第5条增补)(5)第(3)款所提述的雇员，如无合理辩解而拒绝接受身体检查，即丧失根据本部领取长期服务金的权利。 (由1993年第61号第5条增补)

　　

(6)凡雇主根据第(3)款所获得的另一意见，与根据第10(aa)条所发出的证明书有相反结论，雇主须向处长呈交该证明书及另一意见，而处长在谘询其认为所需的医学专家之后，须决定该雇员是否有权根据本部获得长期服务金。 (由1993年第61号第5条增补)

　　

(由1988年第52号第6条代替。由1990年第41号第11条修订)

　　

　第57章 第31RA条　雇员的死亡

　　

　　(1)凡雇员死亡，在其死亡时根据连续性合约受雇服务年数，在其死亡当日不少于5年，则除本部及第VC部另有规定外，雇主须将按照第31V(1)条计算的长期服务金付给─ (由1991年第105号第3条修订；由1997年第74号第11条修订)

　　

　　(a)雇员的配偶(如雇员遗下配偶)；或

　　

(b)雇员的后嗣(如雇员无遗下配偶但遗下后嗣)；或

　　

(c)雇员的父母(如雇员并无遗下配偶或后嗣)；或

　　

(d)雇员的遗产代理人(如雇员并无遗下配偶、后嗣或父母)。(1A) (由1997年第74号第11条废除)

　　

(2)第(1)款(a)、(b)、(c)或(d)段所指的人，须遵从以下规定，否则无权领取长期服务金─

　　

　　(a)该人以处长根据第49条指明的格式，在雇员死亡后翌日起计30天内，或在处长准予延长的期间内，向有关雇主送达申请书；及

　　

(b)有证明申请人与已故雇员的关系(即第(1)款(a)、(b)、(c)或(d)段所述的关系)的书面证据作为佐证。(3)即使延期申请是在雇员死亡后30天期满后才提出，处长仍可延长根据第(2)款送达申请书的期限。

　　

(4)凡第(1)款(a)或(b)段所指的人为未成年人，则第(2)款的申请须由其监护人提出。

　　

(5)凡有人根据本条有权领取长期服务金，其雇主须在以下时限付给该人其有权领取的长期服务金 ─

　　

　　(a)如有权领取长期服务金的人是雇员的配偶，不得迟于收到申请书后7天；或

　　

(b)如有权领取长期服务金的人不是雇员的配偶，则不得早于该期间届满后的翌日(以下本段内称为“该日”) 付给(该期间在该个别情况下是指根据第(2)(a)款可送达申请书的期间)，但亦不得迟于该日后7天。(6)凡雇主无合理辩解而不在第(5)款所规定的最后付款日或之前支付长期服务金，即属犯罪，一经定罪，可处第5级罚款。 (由1995年第103号第10条修订)

　　

(7)凡有2人或以上有权根据本条领取长期服务金，则该笔长期服务金须平均分配予该等人士。

　　

(8)雇主须在雇员死亡时，不论其死因，按照本部付给长期服务金，而长期服务金是雇主除根据《雇员补偿条例》(第282章)付给的补偿外另须付给的款项。

　　

(由1988年第52号第6条增补)

　　

　第57章 第31RB条　对家庭佣工的适用范围

　　

　　本部 (第31Z条除外) 适用于受雇为家庭佣工，在私人住户工作或其受雇的工作是与私人住户有关的雇员，犹如该住户是一种业务，而维持住户即雇主经营该业务一样。

　　

(由1988年第52号第6条增补)

　　

　第57章 第31S条　因解雇而领取长期服务金权利的一般免除

　　

　　(1)凡雇主因雇员的行为，按照第9条有权不给予通知或代通知金而终止其雇佣合约，则该雇员无权因遭解雇而领取长期服务金。 (由2000年第51号第5条修订)

　　

(2)凡雇员在雇主按照第6条给予该雇员终止其雇佣合约的通知后在该通知的期限届满前离职，则除非─

　　

　　(a)该雇员的离职是经雇主事先同意的；或

　　

(b)该雇员在离职前已按照第7条付给雇主一笔代通知金，否则该雇员无权因遭解雇而领取长期服务金。 (由1997年第75号第3条代替)

　　

(3)除第(6)款另有规定外，根据合约受雇一段固定时期的雇员如根据第31T(1)(b)条被视为遭雇主解雇，而雇主在有关日期前的7天开始之时或之前，已向该雇员要约续订其雇佣合约，或要约以新合约再次聘用该雇员，而─

　　

　　(a)该续订或新订合约(视属何情况而定)的条文，不论是关于该雇员将会受雇的身分及受雇地点，以及其他雇佣条款及条件，均与在紧接该雇员遭解雇前的有效合约的相应条文无异；及

　　

(b)续约或再次聘用将会于有关日期或有关日期前生效，则该雇员如不合理地拒绝该项要约，该雇员即无权领取长期服务金。 (由1997年第75号第3条增补)

　　

(4)除第(6)款另有规定外，根据合约受雇一段固定时期的雇员如根据第31T(1)(b)条被视为遭雇主解雇，而雇主在有关日期前的7天开始之时或之前，已以书面向雇员要约续订其雇佣合约，或以新合约再次聘用该雇员，而按照要约所指明详情，续订或新订合约(视属何情况而定)的条文，不论是关于该雇员将会受雇的身分及受雇地点，以及其他雇佣条款及条件，与在紧接该雇员遭解雇前的有效合约的相应条文完全不同或有部分不同，但─

　　

　　(a)该项要约对该雇员而言构成适合雇佣的要约；

　　

(b)该项要约对该雇员而言构成并不逊于较前的雇佣要约；及

　　

(c)续约或再次聘用将会于有关日期或有关日期前生效，则该雇员如不合理地拒绝该项要约，该雇员即无权领取长期服务金。 (由1997年第75号第3条增补)

　　

(5)凡有关日期适逢休息日或假日，则第(3)(b)及(4)(c)款内所提述的有关日期，须解释为该休息日或假日的翌日。 (由1997年第75号第3条增补)

　　

(6)在不影响第31R(1)(a)(ii)及(b)及(2)(b)条的适用下，凡根据合约受雇一段固定时期的雇员在该固定时期的合约届满当日或该日之前，拒绝第(3)或(4)款所述的任何种类的要约，则─

　　

　　(a)该雇员有权根据第31R(1)(a)(ii)或(2)(b)条(视乎何者适用而定)终止该合约，而就本部的适用而言，该合约届满须视为该雇员根据第31R(1)(a)(ii)或(2)(b)条终止该合约；或

　　

(b)该雇员有权根据第31R(1)(b)条终止该合约，而就本部的适用而言，该合约届满须视为该雇员根据第31R(1)(b)条终止该合约。 (由1997年第75号第3条增补)

　　

　第57章 第31T条　遭雇主解雇的情况

　　

　　(1)就本部而言，及除本部另有规定外，雇员只有在以下情况才可视为遭雇主解雇─

　　

　　(a)不论是否有给予通知或代通知金，雇主并非按照第9条终止该雇员的雇佣合约；

　　

(b)如雇员根据合约受雇一段固定时期，而在该时期届满后未有以同一合约续约；或

　　

(c)雇员在因雇主的行为而有权按照第10条不给予通知或代通知金而终止合约的情况下，给予或不给予通知或代通知金而终止合约。 (由1992年第62号第9条代替)(2)就本部而言，雇员在以下情况不得视为遭雇主解雇─

　　

　　(a)雇员的雇佣合约已予续订，或已以新雇佣合约获同一雇主再次聘用；及

　　

(b)续约或再次聘用是在紧接前一合约所订的雇佣终结时生效。(3)为使第(2)款适用于在休息日或假日终结雇佣的合约，如续约或再次聘用是在休息日或假日翌日生效或该翌日之前生效，则续约或再次聘用须视为是在紧接前一合约所订的雇佣终结时生效。

　　

　第57章 第31U条　各类属例外的雇员

　　

　　第31R及31RA条不适用于以下的人─ (由1988年第52号第7条修订)

　　

　　(a)任何雇员，而该雇员的雇主是其丈夫或妻子；

　　

(b)任何外发工；

　　

(c)任何受雇于香港政府以外其他政府，且是该政府所属国家的国民或公民的人；或

　　

(d)在不损害(a)段的规定下，任何受雇为家庭佣工，在私人住户工作或其受雇的工作是与私人住户有关的人，而雇主是其父母、祖父母、继父母、子女、孙儿、孙女、继子女、兄弟姊妹、或同父异母的兄弟姊妹或同母异父的兄弟姊妹。

　　

　第57章 第31V条　长期服务金的款额

　　

　　(1)除本部另有规定外，根据第31R(1)或31RA(1)条付给的长期服务金款额，须按以下方法计算─ (由1991年第105号第4条修订)

　　

　　(a)如属按月计薪的雇员，则根据连续性合约为雇主工作每满一年(不足一年者按比例计算)，可获其最后一个月全月工资的三分之二，或$22500的三分之二，两者以较小款额为准；及

　　

(b)如属其他情况的雇员，则根据连续性合约为该雇主工作每满一年(不足一年者按比例计算)，可获从其最后工作的30个正常工作日中由雇员选任何18天为依据的18天工资，或$22500的三分之二，两者以较小款额为准，惟如有关日期在附表7表A第1栏所指明的期间内，则长期服务金最高限额在任何情况下不得超过该表内与该期间相对列于第2栏内的款额。 (由1990年第41号第12条代替由1995年第5号第7条修订；由1995年第264号法律公告修订)

　　

(1AA) 尽管有第(1)款的规定，如─

　　

　　(a)有关日期在附表7表B第1栏指明的期间内；及

　　

(b)该雇员在紧接有关日期前，已根据连续性合约由其雇主雇用一段期间(“雇佣期”)，而该段雇佣期较该表内与有关日期所在的期间相对列于第2栏内的期间为长，则在计算该雇员根据第(1)款有权获得的长期服务金时，该段雇佣期超过该表第2栏所指明期间的部分，须缩减一半。 (由1995年第5号第7条增补)

　　

(1A) 尽管有第(1)款的规定，雇员亦可选择按紧接有关日期前12个月期间的工资平均数计算，但如作此选择，则─

　　

　　(a)如属按月计薪的雇员，每月平均款额不得超过$22500；及

　　

(b)如属其他情况的雇员，就计算每日平均款额而言，该12个月期间的工资总额不得超过$22500的12倍。 (由1990年第41号第12条增补。由1995年第264号法律公告修订)(2)除本部另有规定外，根据第31R(2)或31RA(1A)条须付给的长期服务金款额如下─

　　

　　(a)-(c)(由1997年第74号第12条废除)

　　

(d)-(e)(由1997年第74号第13条废除)(3)(由1990年第41号第12条废除)

　　

　第57章 第31W条　雇佣期的计算法

　　

　　(1)就本部而言，在提述根据连续性合约的雇佣期时，不包括提述任何以下的雇佣─ (由1990年第41号第13条修订)

　　

　　(a)凡有关日期在1986年内的，指1986年1月1日以前超过6年的雇佣；

　　

(b)凡有关日期在1987年内的，指1986年1月1日以前超过7年的雇佣；

　　

(c)凡有关日期在1988年内的，指1986年1月1日以前超过8年的雇佣；及

　　

(d)凡有关日期在1989年或其后任何一年内的，指1986年1月1日以前超过9年的雇佣。(1A)第(1)款于《1995年雇佣(修订)条例》*(1995年第5号)的生效日期停止生效。　 (由1995年第5号第8条增补)

　　

(2)尽管有第(1)款的规定，就本部而言，如雇员是根据连续性合约受雇于非体力劳动工作的，且在紧接《1990年雇佣(修订)条例》+(1990年第41号)生效日期前12个月期间内每月平均工资超过$15000，则在提述根据连续性合约的雇佣期时，不包括提述任何以下的雇佣─

　　

　　(a)凡有关日期在1990年内的，指1990年1月1日以前超过3年的雇佣；

　　

(b)凡有关日期在1991年内的，指1990年1月1日以前超过4年的雇佣；

　　

(c)凡有关日期在1992年内的，指1990年1月1日以前超过5年的雇佣；

　　

(d)凡有关日期在1993年内的，指1990年1月1日以前超过6年的雇佣；

　　

(e)凡有关日期在1994年内的，指1990年1月1日以前超过7年的雇佣；

　　

(f)凡有关日期在1995年内的，指1990年1月1日以前超过8年的雇佣；

　　

(g)凡有关日期在1996年内的，指1990年1月1日以前超过9年的雇佣；

　　

(h)凡有关日期在1997年或其后任何一年内的，指1990年1月1日以前超过10年的雇佣。 (由1990年第41号第13条增补)___________________________________________________________________________

　　

注：

　　

*“《1995年雇佣(修订)条例》”乃“Employment (Amendment) Ordinance 1995”之译名。

　　

+“《1990年雇佣(修订)条例》”乃“Employment (Amendment) Ordinance 1990”之译名。

　　

　第57章 第31X条　(由2000年第51号第4条废除)

　　

　第57章 第31Y条　在某些情况下须从长期服务金中扣除酬金及利益或权益的款额

　　

　　附注：

　　

与《2001年雇佣(修订)(第2号)条例》(2001年第18号)对本条作出的修订相关的过渡性及保留条文，见载于该条例第5条。

　　

　　如任何雇员根据本部有权就其服务年数获付一笔长期服务金，而─

　　

　　(a)因为该雇员的雇佣合约的施行，一笔或多于一笔按服务年资支付的酬金或一笔或多于一笔有关职业退休计划利益已支付予该雇员；或

　　

(b)在某强制性公积金计划中有有关强制性公积金计划权益就该雇员而被持有，或有关强制性公积金计划权益已支付予该雇员或就该雇员而支付，则须从该笔长期服务金中扣除就该雇员而被持有、已向该雇员支付或就该雇员而支付的所有该等酬金及利益或权益的总款额，但以该等酬金及利益或权益是与上述服务年数有关的款额为限。

　　

(由1998年第4号第5条代替。由2001年第18号第3条修订)

　　

　第57章 第31YA条　于雇员死亡时从长期服务金及其他款额中作出扣除

　　

　　(1)如─

　　

　　(a)某一雇员已死亡；及

　　

(b)由于该雇员的死亡，某人有权就该雇员的服务年数获付一笔长期服务金，而─

　　

(i)因为该雇员的雇佣合约的施行，一笔或多于一笔按服务年资支付的酬金或一笔或多于一笔有关职业退休计划利益已就该雇员而支付予该人；或

　　

(ii)在某强制性公积金计划中有有关强制性公积金计划权益就该雇员而被持有，或有关强制性公积金计划权益已支付予该雇员或就该雇员而支付，则须从该笔长期服务金中扣除就该雇员而被持有、已向该雇员支付或就该雇员而支付的所有该等酬金及利益或权益的总款额，但以该等酬金及利益或权益是与上述服务年数有关的款额为限。 (由2001年第18号第4条修订)

　　

(2)如─

　　

　　(a)某一雇员已死亡；及

　　

(b)由于该雇员的死亡，某人─

　　

(i)因为该雇员的雇佣合约的施行而有权获付一笔按服务年资支付并且可归因于该雇员服务年数的酬金，或获付可归因于该雇员服务年数的有关职业退休计划利益；或

　　

(ii)有权获付可归因于该雇员服务年数的有关强制性公积金计划权益；及(c)一笔本部所指的长期服务金已就该雇员而支付予该人，则须从该等酬金或利益或权益中扣除该笔长期服务金的总款额，但以上述服务年数是与支付该笔长期服务金所基于的服务年数是相同的部分的款额为限。

　　

(3)即使有关酬金或利益或权益可归因于某服务年数而所支付的长期服务金所基于的服务年数超逾该服务年数，第(2)款仍然有效。

　　

(4)如─

　　

　　(a)任何已死亡雇员的雇主，由于该雇员的死亡而须根据第31RA条向某人支付一笔长期服务金；及

　　

(b)由于该雇员的死亡，另一人有权领取一笔或多于一笔的酬金、有关职业退休计划利益或有关强制性公积金计划权益，则该另一人有权获付该等与该雇员的服务年数有关的酬金、有关职业退休计划利益及有关强制性公积金计划权益，但只以该等酬金及利益或权益的总款额超逾该笔长期服务金款额的部分为限。

　　

(5)如─

　　

　　(a)任何已死亡雇员的雇主，由于该雇员的死亡而已根据第31RA条向某人支付一笔长期服务金；及

　　

(b)由于该雇员的死亡，某职业退休计划的管理人已向另一人支付有关职业退休计划利益，或某强制性公积金计划的核准受托人已向另一人支付有关强制性公积金计划权益，则该另一人必须将该等利益或权益付还该管理人或受托人，但第(4)款所提述的超逾之数除外。

　　

(6)该等利益或权益一经付还，该管理人或受托人必须将该等利益或权益支付予有关雇主。

　　

(7)《职业退休计划条例》(第426章)第70A条及《强制性公积金计划条例》(第485章)第12A条就本条而具有效力。

　　

(由1998年第4号第5条代替)

　　

　第57章 第31YAA条　在某些情况下须从酬金或利益或权益中扣除长期服务金的款额

　　

　　(1)如─

　　

　　(a)因为某雇员的雇佣合约的施行，该雇员有权获付按服务年资支付并且可归因于其服务年数的酬金或获付可归因于其服务年数的有关职业退休计划利益；或

　　

(b)在某强制性公积金计划中有可归因于某服务年数的有关强制性公积金计划权益就该雇员而被持有，而该雇员已根据本部获付一笔长期服务金，则须从该等酬金或利益或权益中扣除该笔长期服务金的总款额，但以上述服务年数是与支付该笔长期服务金所基于的服务年数是相同的部分的款额为限。

　　

(2)即使有关酬金或利益或权益可归因于某服务年数，而所支付的长期服务金所基于的服务年数超逾该服务年数，第(1)款仍然有效。

　　

(3)《职业退休计划条例》(第426章)第70A条及《强制性公积金计划条例》(第485章)第12A条就本条而具有效力。

　　

(由1998年第4号第5条代替)

　　

　第57章 第31Z条　业务拥有权的变更

　　

　　(1)本条对以下情况具有效力─

　　

　　(a)任何人所受雇从事的全部或部分业务的拥有权有所变更(不论是凭借出售、其他形式的产权处置或法律的实施所致)；及

　　

(b)由于该项变更，在紧接该项变更前雇用该雇员的人(本条内称为“前拥有人”)按照第6或7条终止该雇员的合约。(2)在紧接该项变更后成为该有关业务或部分业务(视属何情况而定)拥有人的人(本条内称为“新拥有人”)，如与雇员达成协议，(以新拥有人代替前拥有人)续订该雇员的雇佣合约，或以新雇佣合约再次聘用，则第31T(2)条对此具有效力，犹如该项续约或再次聘用是由前拥有人(并非以新拥有人代替前拥有人)作出的一样。

　　

(3)本条在作出必要的变通后对与以下情况有关的事宜具有效力─

　　

　　(a)紧接业务拥有权变更前拥有该业务或部分业务的人，是紧接该项变更后拥有该业务或该部分业务的其中一人(不论是以合伙人、受托人或其他身分拥有)；或

　　

(b)紧接业务拥有权变更前拥有该业务或部分业务的各人(不论是以合伙人、受托人或其他身分拥有)，包括紧接该项变更后拥有该业务或该部分业务的人，或其中一人或多人，一如对前拥有人与新拥有人是两个完全不同的人的情况具有效力一样。

　　

(4)本条不得解释为规定将在双方协议下对雇佣合约的任何更改视为构成合约的终止。

　　

　第57章 第31ZA条　相联公司

　　

　　(1)如雇主是一间公司，凡本部提述由雇主再次聘用雇员，须解释为提述该公司或其任何相联公司再次聘用该雇员。

　　

(2)凡由第31Z条所界定的前拥有人及新拥有人俱是相联公司，则第(1)款不影响第31Z条的实施；凡属第31Z条适用之处，第(1)款则不适用。

　　

(3)凡一间公司的雇员由另一间公司雇用，而后述公司雇用该雇员时是前述公司的相联公司，则该雇员当时的雇佣期须算作在该相联公司的雇佣期，而雇佣期的连续性，不得因雇主的变更而告中断。

　　

(4)就本条而言，如两间公司的其中一间是另一间的附属公司，或该两间公司俱是第三间公司的附属公司，则该两间公司须视为相联公司，而“相联公司”(associated company) 一词亦须据此解释。

　　

(5)在本条中，“公司”(company) 及“附属公司”(subsidiary) 两词具有《公司条例》(第32章)第2条分别给予该两词的涵义。

　　

　第57章 第31ZB条　合约的隐含终止或法律构定终止

　　

　　凡按照任何成文法则或法律规则─

　　

　　(a)雇主方面的任何作为；或

　　

(b)影响雇主的任何事情 (如雇主是个人，则包括他的死亡)，导致所雇用雇员的合约终止，而上述作为或事情，假若无本条的规定便不构成由雇主终止合约，则就本部而言须视为由雇主终止合约。

　　

　第57章 第31ZC条　雇主的死亡

　　

　　附表6对与雇主死亡有关的情况具有效力。

　　

(由1988年第52号第11条代替)

　　

　第57章 第31ZD条　长期服务金的支付

　　

　　(1)长期服务金须以法定货币付给，但在有权领取长期服务金的人同意下，亦可按以下方式付给─ (由1988年第52号第12条修订)

　　

　　(a)用支票、汇票或邮政汇票付给；

　　

(b)存入该人名下的银行户口，而该银行是《银行业条例》(第155章)第2条所指的银行；或 (由1995年第49号第53条修订)

　　

(c)付给该人妥为指定的代理人。(2)雇主如无合理辩解而不遵从第(1)款的规定，即属犯罪，可处第3级罚款。 (由1988年第24号第2条修订；由1995年第103号第11条修订)

　　

　第57章 第31ZE条　长期服务金详情说明书

　　

　　(1)雇主付给长期服务金时，须给予有权领取该服务金的人一份书面陈述，述明长期服务金的款额如何计算。 (由1988年第52号第13条修订)

　　

(2)(a)任何雇主如无合理辩解而不遵从第(1)款的规定，即属犯罪，可处第3级罚款。

　　

　　(b)任何雇主如在根据第(1)款给予的书面陈述内，列入任何明知在要项上属虚假的资料，或罔顾后果地列入任何在要项上属虚假的资料，即属犯罪，可处第5级罚款。 (由1995年第103号第12条代替)(3)在不损害就第(2)(a)款所订罪行而进行的任何法律程序的情况下，如雇主不遵从第(1)款的规定，有权领取该服务金的人可给予雇主书面通知，要求雇主在该通知指明的期间内(由给予通知当日起计不少于一个星期)，遵从第(1)款的规定给予他书面陈述。 (由1988年第52号第13条修订)

　　

(4)雇主如无合理辩解而不遵从根据第(3)款发出的通知，即属犯罪，可处罚款如下─

　　

　　(a)如属首次定罪，可处第3级罚款；或

　　

(b)如属第二次或其后再次定罪，可处第5级罚款。 (由1988年第24号第2条修订；由1995年第103号第12条修订)

　　

(第VB部由1985年第76号第8条增补)

　　

　第57章 第31ZF条　在指明年龄退休后重新雇用的规定

　　

　　第VC部

　　

　　第VA及VB部的补充条文

　　

　　(1)在符合第(2)款的规定下，凡连续性合约有指明退休年龄，而─

　　

　　(a)雇员在该年龄退休；及

　　

(b)雇员如根据该合约受雇，所服务年数在有关日期终止时不少于5年；及 (由1997年第74号第14条修订)

　　

(c)假若雇员在有关日期遭解雇可按服务年数领取长期服务金，且他─

　　

(i)凭借其雇佣合约条款，已按服务年资收取酬金；或

　　

(ii)凭借一项退休计划，已收取该计划的款项；及(d)雇员根据(c)段所收取的总款额，不少于假若他在有关日期遭解雇本会有权领取的长期服务金；及

　　

(e)雇员在紧接其退休后即再受雇于紧接其退休前雇用他的人，则就本条例第VA及VB部而言，退休后的雇佣须视为新的雇佣。

　　

(2)就第(1)款而言，凡其内提述退休计划款项之处，不包括归还雇员本身供款的部分(如有供款)，及该供款所应得的利息。

　　

(第VC部由1998年第52号第14条增补。由1990年第41号第16条修订)___________________________________________________________________________

　　

注：

　　

本条的实施受载于第31ZG条的过渡性条文影响。

　　

　第57章 第31ZG条　过渡性条文

　　

　　《1997年雇佣(修订)(第2号)条例》(1997年第74号)第14条对《雇佣条例》(第57章)第31ZF条作出的修订不影响在该项修订的生效日期前退休的雇员；而第31ZF条的条文须按其在紧接该项修订的生效日期前的状况继续适用于该等雇员，犹如该条从未经过如此修订一样。

　　

(由1997年第74号第15条增补)___________________________________________________________________________

　　

注：

　　

1997年第74号第14条修订第31ZF(1)(b)条，并自1998年6月27日起实施。紧接1998年6月27日前的第31ZF(1)(b)条转录如下─

　　

　　“(b)雇员如根据该合约受雇，所服务年数在有关日期终止时不少于所指明者，即附表5对照表内与第1栏内该雇员在该有关日期的年龄相对列于第2栏内的年数；”

　　

　第57章 第32条　扣除工资的限制

　　

　　第VI部

　　

　　工资的扣除

　　

(1)除按照本条例所规定外，雇主不得从雇员的工资或到期付给雇员的任何其他款项中扣除任何款项。

　　

(2)雇主可在以下情况扣除雇员工资─

　　

　　(a)因雇员缺勤而扣除工资∶

　　

　　但─

　　

(i)如根据雇佣合约的工资是按时计酬者，则因缺勤而扣除的工资，不得超过与该雇员缺勤时间成比例的款额；

　　

(ii)雇主不得扣除雇员工资以抵销或部分抵销已付给或可能付给或可能有责任付给该雇员的假日薪酬或疾病津贴； (由1973年第39号第4条代替)(b)因雇员损坏或遗失属于雇主或由雇主管有或控制，或明订委托雇员保管的货品、设备或财产，或因雇员遗失应由他负责交代的金钱，而该等损坏或遗失直接归因于该雇员的疏忽或失职∶

　　

　　但─

　　

(i)雇主在每一事件中藉扣除雇员工资而可收回的总额，不得超过因该雇员损坏或遗失而令雇主所蒙受损失的相等价值或$300，两者以较小款额为准；及

　　

(ii)雇员在任何一个工资期内被扣除的款项，不得超过他就该工资期须获付给的工资的 四分之一；(c)应雇员要求供应膳食而可扣除工资，款额不得超过雇主为此等膳食所需付的成本，包括加工及服务费在内；

　　

(d)雇主为雇员或雇员家属提供住所而该雇员或雇员家属占用该住所的期间的费用，可从该雇员的工资中扣除；

　　

(e)雇主曾预支或超额支付给雇员的工资，可从该雇员的工资中扣回∶

　　

　　但─

　　

(i)除非获得处长书面批准，否则不得以折扣、利息或任何类似收费作为该等预支或超额支付工资的代价而将之扣除；及

　　

(ii)雇员在任何一个工资期内被扣除的款项，不得超过他就该工资期须获付给的工资的四分之一；(f)在雇员书面同意下，可从该雇员的工资中扣回已借给他的贷款；

　　

(g)就雇员经由雇主缴交为使该雇员或其受养人得益而合法设立的医疗福利计划、离职金计划、退休计划或储蓄计划的供款，而应雇员书面要求从该雇员的工资中扣除； (由1990年第41号第17条修订)

　　

(h)可根据任何成文法则的规定或授权而扣除雇员工资；

　　

(i)可应雇员的书面要求并在获得处长批准下，从该雇员的工资中作出其他扣除；如属个别情形，可书面示明处长的批准，如属一般情则在宪报公告该项批准。(3)根据本条在任何一个工资期所扣除的工资总额(因缺勤而扣除者或依据根据《未成年人监护条例》(第13章)第20(1)条、《分居令及赡养令条例》(第16章)第9A(1)条或《婚姻法律程序与财产条例》(第192章)第28(1)条作出扣押令而扣除者除外)，不得超过就该工资期须付给雇员的工资的半数，但获得处长书面批准者不在此限。 (由1997年第69号第34条修订)

　　

(4)本条不得解释为阻止雇主在到期支付日期之前的任何时间，就雇员已完成的工作而按比例付给雇员工资和其他报酬，并在工资期终结时因应已付款额而调整须付工资总额。

　　

　第57章 第32A条　雇员享有雇佣保障的权利

　　

　　第VIA部

　　

　　雇佣保障

　　

(1)雇员在以下情况下可根据本部获针对其雇主而授予补救─

　　

　　(a)雇员在有关日期终结时根据连续性合约受雇一段不少于24个月的期间，而该雇员是因为雇主拟使由本条例赋予该雇员或将由本条例赋予该雇员的任何权利、利益或保障终绝或减少而遭雇主解雇的；

　　

(b)雇员根据连续性合约受雇，而雇主是因为他拟使由本条例赋予该雇员或将由本条例赋予该雇员的任何权利、利益或保障终绝或减少而在未经该雇员同意下并在该雇员的雇佣合约中没有准许更改雇佣合约条款的明订条款的情况下，更改其雇佣合约的条款的；或

　　

(c)雇员是在并非基于第32K条所指的正当理由的情况下遭雇主在违反以下条文的情况下解雇的─

　　

(i)第15(1)、21B(2)(b)、33(4B)或72B(1)条；

　　

(ii)《工厂及工业经营条例》(第59章)第6条；或

　　

(iii)《雇员补偿条例》(第282章)第48条，

　　

不论该雇主是否已就该项解雇而被定罪。(2)就第(1)(a)款而言，如雇员已遭其雇主解雇，则除非该项解雇获证明是基于第32K条所指的正当理由，否则该雇员须视为是因该雇主拟使由本条例赋予该雇员或将由本条例赋予该雇员的任何权利、利益或保障终绝或减少而如此遭解雇。

　　

(3)就第(1)(b)款而言，除非在该款中所提述的由雇主更改雇佣合约的条款获证明是基于第32K条所指的正当理由，否则该项更改须视为是因该雇主拟使由本条例赋予该雇员或将由本条例赋予该雇员的任何权利、利益或保障终绝或减少而由该雇主更改雇佣合约条款。

　　

(4)就第(1)(c)款而言─

　　

　　(a)雇员─

　　

(i)不需要就第(1)(c)(i)款证明其雇佣合约是因他行使任何由第21B(1)条或凭借第21B(1)条归属任何雇员的权利而遭终止的，或因他作出第72B(1)条所述的任何事情此一事实而遭终止的；

　　

(ii)不需要就第(1)(c)(ii)款证明其雇佣合约是因他作出《工厂及工业经营条例》(第59章)第6条所述的任何事情此一事实而遭终止的；及(b)如雇员已遭其雇主解雇，则除非该项解雇获证明是基于第32K条所指的正当理由，否则该雇员须视为在没有正当理由的情况下遭解雇。(5)就第(1)(c)款而言，雇员在以下情况下有权根据本部得到补救，并只有在以下情况下才有权根据本部得到补救─

　　

　　(a)就在违反第21B(2)(b)条的情况下作出的解雇而言，该雇员在紧接他遭雇主解雇前的12个月的期间内已行使第21B(1)条所述的任何权利；

　　

(b)就在违反第72B(1)条的情况下作出的解雇而言，该雇员在紧接他遭雇主解雇前的12个月的期间内已作出该条所述的任何事情；

　　

(c)就在违反《工厂及工业经营条例》(第59章)第6条的情况下作出的解雇而言，该雇员在紧接他遭雇主解雇前的12个月的期间内已作出该条所述的任何事情。

　　

(由1997年第75号第4条增补)

　　

　第57章 第32B条　遭雇主解雇

　　

　　(1)就第32A(1)(a)条而言，以及在符合本部规定下，如雇员是因其雇主拟使其获得遣散费或领取长期服务金的权利终绝或减少而遭解雇的，则雇员在以下情况下可视为遭雇主解雇，并只有在以下情况下才可视为遭雇主解雇─

　　

　　(a)雇主并非按照第9条终止该雇员的雇佣合约，不论是否有给予通知或代通知金；

　　

(b)如雇员根据该合约受雇一段固定时期，而该时期在届满后没有以同一合约续期；或

　　

(c)雇员在因雇主的行为而有权按照第10条不给予通知或代通知金而终止合约的情况下，给予或不给予通知或代通知金而终止该合约。(2)除第(1)款另有规定外，当雇员的雇主并非按照第9条终止该雇员的雇佣合约时(不论是否有给予通知或代通知金)，该雇员就第32A(1)(a)及(c)条而言须视为遭该雇主解雇。

　　

(3)雇员在以下情况下不得视为就第32A(1)(a)条而言属遭其雇主解雇─

　　

　　(a)雇员的雇佣合约已予续订，或已以新雇佣合约获同一雇主再次聘用；及

　　

(b)续约或再次聘用是在紧接前一合约所订的雇佣终结时生效。(4)为使第(3)款适用于在休息日或假日终结雇佣的合约，如续约或再次聘用是在休息日或假日翌日生效或该翌日之前生效，则续约或再次聘用须视为是在紧接前一合约所订的雇佣终结时生效。

　　

(由1997年第75号第4条增补)

　　

　第57章 第32C条　得到补救的权利的一般免除

　　

　　(1)如雇主在有关日期前的7天开始之时或之前，已向雇员要约续订雇佣合约，或要约以新合约再次聘用该雇员，而─

　　

　　(a)该经续订或新订合约(视属何情况而定)的条文，将与在紧接该雇员遭解雇前的有效合约的相应条文无异；及

　　

(b)续订合约或再次聘用将会于有关日期或有关日期前生效，则该雇员如不合理地拒绝该项要约，该雇员无权根据本部得到补救。

　　

(2)如雇主在有关日期前的7天开始之时或之前，已以书面向雇员要约续订雇佣合约，或要约以新合约再次聘用他，而按照要约所指明详情，续订的合约或新订合约(视属何情况而定)的条文，将会与在紧接该雇员遭解雇前的有效合约的相应条文完全不同或有部分不同，但─

　　

　　(a)该项要约对该雇员而言构成适合雇佣的要约；

　　

(b)该项要约对该雇员而言构成并不逊于较前的雇佣要约；及

　　

(c)续约或再次聘用将会于有关日期或有关日期前生效，则该雇员如不合理地拒绝该项要约，该雇员即无权根据本部得到补救。

　　

(3)凡有关日期适逢休息日或假日，则在第(1)(b)及(2)(c)款内提述有关日期，须解释为提述该休息日或假日的翌日。

　　

(4)凡雇员在雇主按照第6条给予该雇员终止其雇佣合约的通知后在该通知的期限届满前离职，则除非─

　　

　　(a)该雇员的离职是经雇主事先同意的；或

　　

(b)该雇员在离职前已按照第7条付给雇主一笔代通知金，否则该雇员无权因遭解雇而根据本部得到补救。

　　

(5)凡雇员在第32A(1)(c)条所述的任何情况下遭解雇，则第(1)至(3)款均不适用。

　　

(由1997年第75号第4条增补)

　　

　第57章 第32D条　业务拥有权的变更

　　

　　(1)本条对以下情况具有效力─

　　

　　(a)任何人所受雇从事的全部或部分业务的拥有权有所变更(不论是凭借出售、其他形式的产权处置或法律的实施所致)；及

　　

(b)由于该项变更，在紧接该项变更前雇用该雇员的人(本条内称为“前拥有人”)按照第6或7条终止该雇员的合约。(2)在紧接该项变更后成为该有关业务或部分业务(视属何情况而定)拥有人的人(本条内称为“新拥有人”)，如与雇员达成协议，(以新拥有人代替前拥有人)续订该雇员的雇佣合约，或以新雇佣合约再次聘用该雇员，则第32B(3)条对此具有效力，犹如该项续约或再次聘用是由前拥有人(并非以新拥有人代替前拥有人)作出的一样。

　　

(3)如新拥有人(以新拥有人代替前拥有人)向雇员要约续订该雇员的雇佣合约，或以新雇佣合约再次聘用该雇员，但该雇员拒绝该项要约，则除第(4)款另有规定外，第32C(1)或(2)条(视属何情况而定)就该项要约及拒绝而言具有效力，犹如就前拥有人作出相同的要约及该雇员拒绝该项要约而言具有效力一样。

　　

(4)为按照第(3)款的规定，就新拥有人所作要约而实施第32C(1)或(2)条时─

　　

　　(a)该项要约，不得仅因新拥有人取代前拥有人成为雇主，而将续订的合约或新合约(视属何情况而定)的条文，视为与紧接解雇前的有效合约的相应条文有所不同；及

　　

(b)在决定拒绝该项要约是否不合理时，对上述取代不加考虑。(5)本条在作出必要的变通后对以下情况具有效力─

　　

　　(a)在紧接业务拥有权变更前拥有该业务或部分业务的人，是在紧接该项变更后拥有该业务或该部分业务的其中一人(不论是以合伙人、受托人或其他身分拥有)；或

　　

(b)在紧接业务拥有权变更前拥有该业务或部分业务的各人(不论是以合伙人、受托人或其他身分拥有)，包括在紧接该项变更后拥有该业务或该部分业务的人，或其中一人或多于一人，一如对前拥有人与新拥有人是两个完全不同的人的情况具有效力一样。

　　

(6)本条不得解释为规定将在双方协议下对雇佣合约的任何更改视为构成合约的终止。

　　

(由1997年第75号第4条增补)

　　

　第57章 第32E条　相联公司

　　

　　(1)如雇主是一间公司，则在第32B、32C或32D条中提述由雇主续订合约或再次聘用，须解释为提述由该公司或其任何相联公司续订合约或再次聘用；凡在第32B、32C或32D条中提述由雇主作出的要约，须解释为包括提述由其相联公司作出的要约。

　　

(2)凡前拥有人及新拥有人是相联公司，则第(1)款不影响第32D条的实施；凡第32D条适用，第(1)款不适用。

　　

(3)就本条而言，如2间公司的其中一间是另一间的附属公司，或该2间公司俱是第三间公司的附属公司，则该两间公司须视为相联公司，而“相联公司”一词亦须据此解释。

　　

(4)在本条中，“公司”(company) 及“附属公司”(subsidiary) 两词具有《公司条例》(第32章)第2条分别给予该两词的涵义。

　　

(由1997年第75号第4条增补)

　　

　第57章 第32F条　有关日期

　　

　　就本部而言，以及除本部另有规定外，“有关日期”(relevant date)─

　　

　　(a)就终止雇用雇员而言，其涵义与第2(1)条中该词的涵义相同；及

　　

(b)就雇主更改雇员的雇佣合约条款而言，指该项更改生效的日期。

　　

(由1997年第75号第4条增补)

　　

　第57章 第32G条　雇主或雇员的死亡

　　

　　就本部而言，附表8第I部就雇主的死亡具有效力，而该附表的第II部则就雇员的死亡具有效力。

　　

(由1997年第75号第4条增补)

　　

　第57章 第32H条　(由2000年第51号第4条废除)

　　

　第57章 第32I条　为要求得到补救而提出的申索

　　

　　尽管有本部条文的规定，除非─

　　

　　(a)在由有关日期开始的3个月的期间结束前或在处长所准许的不超逾6个月的延展期间内，雇员已藉向雇主发出的书面通知为要求得到补救而提出申索；或

　　

(b)在由有关日期开始的9个月的期间结束前，关于该雇员得到补救的权利的问题已成为按照《劳资审裁处条例》(第25章)第IV部向劳资审裁处的司法常务主任提交的申索书的标的，否则该雇员无权根据本部得到补救。

　　

(由1997年第75号第4条增补)

　　

　第57章 第32J条　劳资审裁处的司法管辖权

　　

　　附注：

　　

具追溯力的修订─见1998年第25号第2条

　　

　　(1)除本条另有规定外，根据《劳资审裁处条例》(第25章)设立的劳资审裁处具有司法管辖权按照本部及该条例查讯、聆讯和裁定由雇员根据本部提出的申索。

　　

(2)尽管有《劳资审裁处条例》(第25章)第9条的规定，如有关某项申索的有关日期是在早于向劳资审裁处的司法常务主任提交申索书日期前的9个月的，除非该项申索的各方已藉一份由他们签署并向司法常务主任提交的备忘录同意审裁处具有司法管辖权根据本部查讯、聆讯和裁定该项申索或其部分，否则劳资审裁处并无该项司法管辖权。

　　

(3)凡劳资审裁处凭借第(2)款而具有司法管辖权，则劳资审裁处可根据《劳资审裁处条例》(第25章)第10条将有关申索移交原讼法庭或区域法院，而该法院随即可作出32N至32P条所规定的所有或任何命令或所有或任何判给。但除在上述移交的情况下外，原讼法庭或区域法院均无司法管辖权，而《劳资审裁处条例》(第25章)第9(3)条亦不适用。 (由1998年第25号第2条修订)

　　

(由1997年第75号第4条增补)

　　

　第57章 第32K条　解雇或更改雇佣合约条款的理由

　　

　　就本部而言，雇主如证明因以下理由而将雇员解雇或更改其雇佣合约条款，即属具有正当理由─

　　

　　(a)该雇员的行为；

　　

(b)该雇员执行他受该雇主雇用从事的种类的工作的能力或资格；

　　

(c)该雇员属裁员对象或雇主其他真正的业务运作需要；

　　

(d)如该雇员继续受雇于该雇主，或在其雇佣合约条款没有作出该项更改的情况下继续如此受雇，则该雇员或雇主或他们两人均会就有关雇佣违反法律的事实；或

　　

(e)法院或劳资审裁处认为足以成为解雇该雇员或更改该雇佣合约条款的充分因由的任何其他实质理由。

　　

(由1997年第75号第4条增补)

　　

　第57章 第32L条　申索的裁定

　　

　　(1)在有人根据本部为要求得到补救而提出申索时，法院或劳资审裁处在裁定雇主就解雇雇员或更改该雇员的雇佣合约条款是否已证明他具有第32K条所指的正当理由时，须考虑有关申索的情况。

　　

(2)在不影响第(1)款的一般性的原则下，申索的情况包括就对比由本条例赋予雇员或将由本条例赋予该雇员的权利、利益或保障所需的可享利益服务年资的长度而言，雇员根据该雇佣合约受雇于雇主的时间的长度，而该权利、利益或保障是能够透过解雇或更改雇佣合约条款而被终绝或减少的。

　　

(由1997年第75号第4条增补)

　　

　第57章 第32M条　雇佣保障的补救

　　

　　(1)在有人根据本部为要求得到补救而提出申索时，如法院或劳资审裁处裁断雇主并未能证明有根据第32K条指明的正当理由，该雇主即当作拟使由本条例赋予雇员或将由本条例赋予该雇员的任何权利、利益或保障终绝或减少，有关的解雇或雇佣合约条款的更改则当作为不合理，而该法院或劳资审裁处则可根据第32N条作出命令或根据第32O条判给终止雇佣金。

　　

(2)在有人根据本部为要求得到补救而提出申索时，就在第32A(1)(c)条所述的任何情况下解雇雇员而言，如法院或劳资审裁处裁断雇主并未能证明该项解雇是出于第32K条所指的正当理由，而在作出该项裁断后，该雇主在获给予证明的机会后，拒绝或没有证明该项解雇并不是违反以下条文的─

　　

　　(a)第15(1)、21B(2)(b)、33(4B)或72B(1)条；

　　

(b)《工厂及工业经营条例》(第59章)第6条；或

　　

(c)《雇员补偿条例》(第282章)第48条，则该法院或劳资审裁处可根据第32N条作出命令或根据第32O条判给终止雇佣金，而凡该法院或劳资审裁处并无根据第32N条作出命令，则该法院或劳资审裁处可根据并按照第32P条判给其认为在有关情况下属公正和恰当的并且须由雇主向雇员支付的补偿，不论其是否已根据第32O条判给终止雇佣金。

　　

(3)根据本部作出的命令或判给并不影响雇主就该项解雇或雇佣合约条款的更改而根据本部以外规定所负上的民事或刑事法律责任。

　　

(由1997年第75号第4条增补)

　　

　第57章 第32N条　复职及再次聘用的命令

　　

　　(1)除本条及第32M条另有规定外，根据本条作出的命令可以是由法院或劳资审裁处决定并按其认为在有关情况下属公正和恰当的条款而(按照第(4)及(5)款)作出的复职的命令或(按照第(6)及(7)款作出的)再次聘用的命令。

　　

(2)法院或劳资审裁处须首先考虑是否作出复职的命令，如决定不作出复职的命令，则须考虑是否作出再次聘用的命令。

　　

(3)法院或劳资审裁处如裁断作出复职或再次聘用的命令(视属何情况而定)属恰当，则须向雇主和雇员解释可就复职或再次聘用作出什么命令，并须向雇主和雇员问明是否同意法院或劳资审裁处作出该命令。如雇主和雇员均表示同意，则法院或劳资审裁处须按照该项同意作出复职或再次聘用的命令。

　　

(4)复职的命令属饬令雇主在所有方面均视雇员为从未遭解雇或犹如雇佣合约条款从未被更改一样的命令。法院或劳资审裁处作出该项命令时须指明复职的条款，包括─

　　

　　(a)必须归还该雇员的任何权利及特权，包括年资及退休金权利；

　　

(b)为计算根据本条例及该雇员的雇佣合约可享有的现有及将来的权利，该雇员的雇佣期的连续性不得因他在有关日期或(如雇主已藉代通知金终止合约的话)该雇员向雇主提供服务的最后日期与复职日期之间的任何缺勤而视为中断；

　　

(c)遵从该命令的最后日期；及

　　

(d)(如该雇主在(c)段所指明的日期或该日期之前不遵从该命令)根据第32O条须支付的终止雇佣金的款额及根据第32P条须支付的补偿的款额(如适合的话)。(5)法院或劳资审裁处作出复职的命令时，如认为在有关情况下属公正和恰当，可指明─

　　

　　(a)若非因解雇或雇佣合约条款的更改，雇员本可合理地预期由雇主就有关日期与复职日期之间的期间向他支付的任何欠付薪酬及就根据本条例可享有的任何法定权利而须支付的任何款额；或

　　

(b)雇主已根据本条例就任何法定权利付予雇员但雇员在复职时不应享有而须由雇员归还雇主的任何款额。(6)再次聘用的命令属饬令雇员由雇主或该雇主的继承人或相联公司以可与该雇员的原来雇佣条款相比的条款聘用工作或聘用担任其他适合的工作的命令。法院或劳资审裁处作出该等命令时须指明作出再次聘用的条款，包括─

　　

　　(a)雇主的身分；

　　

(b)工作的性质；

　　

(c)工作的报酬；

　　

(d)必须归还该雇员的任何权利及特权，包括年资及退休金权利；

　　

(e)为计算根据本条例及该雇员的雇佣合约可享有的现有及将来的权利，该雇员的雇佣期的连续性不得因他在有关日期或(如雇主已藉代通知金终止合约的话)该雇员向雇主提供服务的最后日期与再次聘用日期之间的任何缺勤而视为中断；

　　

(f)遵从该命令的最后日期；及

　　

(g)(如该雇主在(f)段所指明的日期或该日期之前不遵从该命令)根据第32O条须支付的终止雇佣金的款额及根据第32P条须支付的补偿的款额(如适合的话)。(7)法院或劳资审裁处作出再次聘用的命令时，如认为在有关情况下属公正和恰当，可指明─

　　

　　(a)若非因解雇或雇佣合约条款的更改，雇员本可合理地预期由雇主就有关日期与再次聘用日期之间的期间向他支付的任何欠付薪酬及就根据本条例可享有的任何法定权利而须支付的任何款额；或

　　

(b)雇主已根据本条例就任何法定权利付予雇员但雇员在再次受聘时不应享有而须由雇员归还雇主的任何款额。(8)就第(6)款而言─

　　

　　(a)“继承人”(successor) 就某雇员的雇主而言，指(除(b)段另有规定外)任何在该雇员所受雇从事的企业或企业的一部分的拥有权有所变更(不论是凭借出售、其他形式的产权处置或法律的实施所致)后已成为该企业或该部分的拥有人的人；

　　

(b)(a)段中的定义在作出必要的变通后对以下情况具有效力─

　　

(i)在紧接企业拥有权变更前拥有该企业或该企业的一部分的人，是在紧接该项变更后拥有该企业或该部分的其中一人(不论是以合伙人、受托人或其他身分拥有)；或

　　

(ii)在紧接企业拥有权变更前拥有该企业或该企业的一部分的各人(不论是以合伙人、受托人或其他身分拥有)，包括在紧接该项变更后拥有该企业或该部分的人，或其中一人或多于一人，一如对前拥有人与新拥有人是两个完全不同的人的情况具有效力一样；(c)“相联公司”须按照第32E条解释。

　　

(由1997年第75号第4条增补)

　　

　第57章 第32O条　终止雇佣金的判给

　　

　　(1)除第32M条另有规定外，如没有根据第32N条作出复职的命令或再次聘用的命令，法院或劳资审裁处可作出按其认为在有关情况下属公正和恰当的并由雇主支付予雇员的终止雇佣金的判给。

　　

(2)本条所指的终止雇佣金是指雇员在雇佣合约终止时有权享有而未获支付的根据本条例可享有的法定权利，或假若他获准许继续其原有雇佣工作或以雇佣合约的原有条款受雇以达致根据本条例就有关享有权而规定的最短可享利益服务年资，则他在雇佣合约终止时可合理地预期有权享有的本条例下的法定权利。

　　

(3)在符合第(4)款的规定下，终止雇佣金包括─

　　

　　(a)根据雇员的雇佣合约应付予雇员的任何工资及其他款项；

　　

(b)在没有给予妥当通知而解雇的情况下，根据第II部须支付的任何代通知金；

　　

(c)根据第IIA部须支付的任何年终酬金；

　　

(d)根据第III部须支付的任何产假薪酬或款项；

　　

(e)根据第VA部须支付的任何遣散费或根据第VB部须支付的任何长期服务金；

　　

(f)根据第VII部须支付的任何疾病津贴或款项；

　　

(g)根据第VIII部须支付的任何假日薪酬；

　　

(h)根据第VIIIA部须支付的任何年假薪酬；及

　　

(i)根据本条例和根据雇员的雇佣合约应付的该雇员的任何其他款项。(4)尽管雇员并未达致根据本条例就有关享有权而规定的可享利益服务年资，法院或劳资审裁处仍可根据第(1)或(5)款判给按照该雇员根据雇佣合约受雇于该雇主的实际时间计算的终止雇佣金。

　　

(5)为施行本条，如法院或劳资审裁处没有就雇佣合约条款的不合理更改而作出复职的命令或再次聘用的命令，则该法院或劳资审裁处可将该项雇佣合约条款的不合理更改视为由雇主作出的不合理解雇，并可判给终止雇佣金，而该等终止雇佣金须计算至该雇员向雇主提供服务的最后日期或该法院或劳资审裁处根据本条判给终止雇佣金的日期为止，以较早者为准。

　　

(6)管限法定享有权的计算方法的各项条文适用于终止雇佣金的计算方法；而在符合第(4)款的规定下，如在有关日期年龄不足45岁的雇员，在该日期已为其雇主服务不足5年者，则凭借第(3)(e)款须支付的任何长期服务金的计算方法，与根据第VB部须向在有关日期年龄不足45岁的雇员在该日期已为其雇主服务5年者支付的任何长期服务金的计算方法相同。

　　

(7)第31I及31IA条适用于根据本条支付的任何遣散费。

　　

(8)第31Y、31YAA及31YA条适用于根据本条支付的任何长期服务金。

　　

(由1997年第75号第4条增补)

　　

　第57章 第32P条　补偿的判给

　　

　　(1)除第32M条另有规定外，如有以下情况─

　　

　　(a)既无根据第32N条作出复职的命令，亦无根据该条作出再次聘用的命令；及

　　

(b)雇员遭雇主在违反第15(1)、21B(2)(b)、33(4B)或72B(1)条、《工厂及工业经营条例》(第59章)第6条或《雇员补偿条例》(第282章)第48条的情况下解雇，不论雇主是否已就该项解雇而被定罪，则法院或劳资审裁处可判给其认为在有关情况下属公正和恰当的并且须由雇主向雇员支付的补偿，不论其是否已根据第32O条判给终止雇佣金。 (由1998年第312号法律公告修订)

　　

(2)法院或劳资审裁处裁定在本条下的补偿判给及该补偿判给的款额时，须顾及申索的情况。

　　

(3)在不影响第(2)款的一般性的原则下，申索的情况包括─

　　

　　(a)雇主和雇员的情况；

　　

(b)雇员根据雇佣合约受雇于雇主的时间；

　　

(c)作出解雇的方式；

　　

(d)雇员所蒙受的可归因于遭解雇的任何损失；

　　

(e)雇员获受雇于新职的可能性；

　　

(f)由雇员承担的任何分担过失；及

　　

(g)雇员根据本条例有权就该项解雇而收取的任何款项，包括根据第32O条作出的任何终止雇佣金的判给。(4)在本条下判给补偿的款额须为法院或劳资审裁处认为公正和恰当的款额，但任何该等判给的款额不得超过$150000。

　　

(5)劳工处处长可藉宪报公告修订第(4)款所指明的款额。

　　

(由1997年第75号第4条增补)

　　

　第57章 第32Q条　例外情况

　　

　　本部不适用于─

　　

　　(a)属《性别歧视条例》(第480章)所指的性别歧视的作为；

　　

(b)属《残疾歧视条例》(第487章)所指的基于任何人或其有联系人士的残疾而歧视他们的作为； (由2001年第7号第7条修订)

　　

(c)属《家庭岗位歧视条例》(第527章)所指的基于任何人的家庭岗位而歧视他们的作为。 (由2001年第7号第7条增补)

　　

(第VIA部由1997年第75号第4条增补)

　　

　第57章 第33条　疾病津贴

　　

　　第VII部

　　

　　疾病津贴

　　

(1)如雇员在紧接病假日之前已根据连续性合约受其雇主雇用1个月或以上，须由其雇主按照本条及第35条付给疾病津贴。 (由1977年第1号第2条修订；由1984年第48号第14条修订)

　　

(2)除第(2A)款另有规定外，有权获得疾病津贴的日数须按以下计算率累算─

　　

　　(a)凡雇员根据连续性合约受雇者，在最初受雇的12个月内，每受雇满1个月即可享有有薪病假日2天；及

　　

(b)其后每受雇满1个月可享有有薪病假日4天，有薪病假日可不时予以累积，最多可累积至120天。 (由1983年第57号第5条代替)(2A) 如雇员在紧接《1983年雇佣(修订)条例》+(1983年第57号)生效日期*前已根据连续性合约受其雇主雇用1个月或以上，则由上述条例生效日期起，并在不损害该雇员获得在该生效日期已累算的疾病津贴的权利下，可获得的疾病津贴得按经上述条例修订后的本条第(2)款订明的计算率累算；而在上述条例生效日期，该雇员如有不足1个月的雇佣(如有的话)，在根据该第(2)款的规定并按该款订明的计算率计算他有权获得的疾病津贴时，亦须将该不足1个月的雇佣计算在内。 (由1983年第57号第5条增补)

　　

(3)除第(3C)款另有规定外，雇员放病假日数不足连续4天者，无权就该等病假日获得疾病津贴。 (由1981年第22号第7条修订)

　　

(3A) 凡在怀孕中或分娩后的女性雇员，须接受产前检查或产后治疗者，其因接受该项检查或治疗而缺勤的日子，均属病假日。 (由1981年第22号第7条增补)

　　

(3B) 凡女性雇员流产，因流产而缺勤的日子，均属病假日。 (由1981年第22号第7条增补)

　　

(3C) 尽管有第(3)款的规定，凡根据本条规定有权获得疾病津贴的女性雇员，在第(3A)或(3B)款所指的每一病假日，均须获付给疾病津贴；而第(4)、(4A)、(5)、(5A)及(7)款的规定，亦适用于该等病假日及有关的疾病津贴。 (由1981年第22号第7条增补。由1983年第57号第5条修订)

　　

(4)除第(5)及(5A)款另有规定外，任何雇员如连续放病假日4天或超过4天者，有权获得病假日总数的疾病津贴，惟该等病假日总数不得超过紧接开始放该等病假日前该雇员根据第(2)及(2A)款累积的有薪病假日数。 (由1983年第57号第5条代替)

　　

(4A) 根据第(4)款获付给疾病津贴的病假日数，须按照第37(1B)条的规定从雇员所累积的有薪病假日总数中扣除。 (由1983年第57号第5条增补)

　　

(4B) 在第(4BAA)款的规限下，如雇主根据本条须就任何雇员所放的病假日付给疾病津贴，则雇主不得在该病假日终止该雇员的雇佣合约，但按照第9条终止该合约则不在此限。 (由2001年第7号第8条代替)

　　

(4BA) 任何雇主如违反第(4B)款的规定，须付给被解雇的雇员─

　　

　　(a)一笔款项，款额为假若雇主根据第7条终止该合约本须付给的款额；及

　　

(b)另加一笔款项，款额相等于雇员在7天期间本应累算的工资额。 (由1995年第103号第13条增补)(4BAA) 凡雇主在雇员所放的病假日终止其连续性雇佣合约，而根据本条雇主须就该病假日付给疾病津贴，则─

　　

　　(a)除非相反证明成立；或

　　

(b)除第(4BAB)款另有规定外，除非雇主证明─

　　

(i)他的本意是按照第9条终止该合约；而且

　　

(ii)在终止该合约时，他合理地相信他有理由如此终止该合约，否则就第(4B)款而言，须视雇主为并非按照第9条终止该合约。 (由2001年第7号第8条增补)

　　

(4BAB) 就民事法律程序而言，第(4BAA)(b)款不适用。 (由2001年第7号第8条增补)

　　

(4BB) 任何雇主违反第(4B)款，即属犯罪，一经定罪，可处第6级罚款。 (由2001年第7号第8条代替)

　　

(4C) 如雇主在雇员放病假日期间终止其雇佣合约，则即使雇佣合约已告终止，雇主仍须按雇员根据第(4)款有权获得疾病津贴的病假日总数，将疾病津贴付给该雇员，而第(5)、(5A)及(7)款的规定仍适用于任何该等病假日及有关的疾病津贴，犹如该雇佣合约未予终止一样。 (由1983年第57号第5条增补)

　　

(5)在下述情况下，雇主无须就任何病假日付给雇员疾病津贴─

　　

　　(a)除第(5A)款另有规定外，没有适当的医生证明书指明某日是病假日，而签发该证明书的医生或注册牙医认为雇员在该日因疾病或损伤 而过去、目前或将来(视属何情况而定)不适宜工作； (由1983年第57号第5条修订；由1995年第5号第9条修订)

　　

(b)凡雇主办有认可医疗计划，雇员在疾病或损伤期内任何时间，除非是留院病人，否则无合理辩解而拒绝接受雇主为该医疗计划所雇用的医生或注册牙医诊治； (由1983年第57号第5条修订；由1995年第5号第9条修订)

　　

(c)凡雇主办有认可医疗计划，雇员接受雇主为该医疗计划所雇用的医生或注册牙医诊治，或身为留院病人，但在疾病或损伤期内任何时间，无合理辩解而不理会雇主所雇用的医生或注册牙医或在医院为其诊治的医生或注册牙医的意见； (由1983年第57号第5条修订；由1995年第5号第9条修订)

　　

(d)如雇员不适宜工作是因其严重和故意的不当行为所导致；

　　

(e)如雇员不适宜工作是因损伤或职业病所导致，而其损伤或职业病按照《雇员补偿条例》(第282章)须获补偿；

　　

(f)如雇员已就该病假日收取假日薪酬。(5A) 凡雇员所放的有薪病假日记入雇主根据第37(1A)条为其备存的纪录内的第2类，则如雇主有此要求，雇员须向雇主出示他在医院门诊部或留院时为他诊治的医生或注册牙医就每一病假日所签发的医生证明书。 (由1983年第57号第5条增补。由1995年第5号第9条修订)

　　

(6)就本条而言─

　　

　　(a)“医院 (hospital) 一词指由官办的医院或专科诊疗所、《医院管理局条例》(第113章)所指的公营医院或由某人根据《医院、疗养院及留产院登记条例》(第165章)注册的医院；(由1991年第81号第2条修订)

　　

(b)第(5)(a)款内“适当的医生证明书”(appropriate medical certificate) 一词指─

　　

(i)在签发该证明书当日，如雇主办有认可医疗计划，由雇主为此计划所雇用的医生或注册牙医所签发的证明书；

　　

(ii)在签发该证明书当日，如雇员是留院病人，由医院内为他诊治的医生或注册牙医签发的证明书；

　　

(iii)在其他情况下由任何医生或注册牙医所签发的证明书。 (由1983年第57号第5条代替。由1995年第5号第9条修订)(7)每份医生证明书，除指明签发证明书的医生或注册牙医认为雇员过去、目前或将来(视属何情况而定)不适宜工作的日数外，更须指明该医生或注册牙医认为导致该雇员过去、目前或将来(视属何情况而定)不适宜工作的疾病或损伤性质；如该医生证明书是雇员就第(5A)款的规定向雇主出示者，则如其雇主有此要求，该医生证明书须载有或附有一份医生或注册牙医所作过的诊断及治疗的简略纪录。 (由1983年第57号第5条修订；由1995年第5号第9条修订)

　　

___________________________________________________________________________

　　

注：

　　

*1983年11月1日─1983年第349号法律公告。

　　

+“《1983年雇佣(修订)条例》”乃“Employment (Amendment) Ordinance 1983”之译名。

　　

　第57章 第34条　认可医疗计划

　　

　　(1)署长如信纳雇主所经办的医疗计划，可使每名有资格由经办该医疗计划的雇主付给疾病津贴的雇员，免费获得医生或注册牙医为其提供署长认为合理的门诊治疗，则署长为本条例的施行，可认可该雇主所经办的医疗计划。 (由1995年第5号第10条修订)

　　

(2)署长可撤销其对任何医疗计划的认可，但在撤销前须向经办该计划的雇主给予不少于1个月的有关该项意向的通知。

　　

(3)署长对任何医疗计划予以认可或撤销其认可时，须在宪报刊登有关此事的公告。

　　

　第57章 第35条　疾病津贴额

　　

　　(1)除第(3)款另有规定外，每日疾病津贴额须相等于雇员在病假日假若工作本应赚取的工资的五分之四。 (由1984年第48号第15条修订；由1996年第60号第2条修订)

　　

(2)尽管有第(1)款的规定，及除第(3)款另有规定外，凡雇员受雇属按件计酬，或其日薪每日不同，则其疾病津贴须为一笔相等于他赚取的平均每日工资的五分之四的款项∶就本款而言，平均每日工资即雇员在紧接病假日首天前或截至该日为止为期不少于28天及不多于31天的完整工资期内每日工作平均所赚取的工资。 (由1984年第48号第15条代替。由1996年第60号第2条修订)

　　

(3)凡雇员的雇佣合约遭终止，根据第33(4C)条须付的疾病津贴，须按照第(1)或(2)款的规定(视乎在该雇佣合约终止时何者适用于该雇员而定)计算。 (由1984年第48号第15条增补)

　　

(由1977年第1号第3条修订)

　　

　第57章 第35A条　过渡性条文

　　

　　在紧接《1996年雇佣(修订)条例》(1996年第60号)生效日期*前有效的第35条，须继续适用于计算根据第33条须就雇员在该生效日期前所放的病假日而付给雇员的病假津贴。 (*生效日期：1996年11月1日)

　　

(由1996年第60号第3条增补)

　　

　第57章 第36条　疾病津贴的支付日期

　　

　　(1)除非雇员通常是按日获付给工资的，否则雇主最迟须在雇员下次获付给工资之日按第26条所指明的方式及地点，将疾病津贴付给该雇员或其妥为指定的代理人。

　　

(2)如雇员通常是按日获付给工资的，则雇主须按第26条所指明的方式及地点，每7天最少须付给该雇员或其妥为指定的代理人1次疾病津贴。

　　

(3)凡雇员的雇佣合约遭终止，根据第33(4C)条须支付的疾病津贴，须按照第(1)或(2)款的规定(视乎何者适用于该雇员而定)付给雇员，犹如雇佣合约未予终止一样。 (由1984年第48号第16条增补)

　　

　第57章 第37条　雇主备存病假日纪录的规定

　　

　　(1)每名雇主须备存一份载有以下资料的纪录─

　　

　　(a)每名雇员雇佣的开始及终止日期；

　　

(b)每名雇员根据第33条所累积的全部有薪病假日数，记录形式须按照第(1A)款所规定者；

　　

(c)每名雇员所放根据第33条是可获发给疾病津贴的全部有薪病假日数，而该等日数须按照第(1B)款予以扣除；及

　　

(d)每名雇员所获付给的全部疾病津贴，及已获付给疾病津贴的病假日。 (由1983年第57号第6条代替)(1A) 为施行第(1)(b)款而备存的纪录，须载有以下项目及细则─

　　

第1类∶记入雇员在以下情况所累积的有薪病假日数─

　　

　　(a)根据第33(2A)条所累积者；及

　　

(b)根据第33(2)条按月所累积者，

　　

但在记入时，本类的有薪病假日总数不得超过36天；及第2类∶记入超过36天而未能记入第1类的有薪病假日数，但在记入时，本类的有薪病假日总数不得超过84天，而凡在本条内提述第1类及第2类，须分别解释为在本款内提述第1类及第2类。 (由1983年第57号第6条增补)

　　

(1B) 雇员连续放的有薪病假日数须从该雇员在紧接该等病假日开始前所累积的第1类有薪病假日总数中扣除；凡所放的有薪病假日数超过第1类有薪病假日总数，则超出的有薪病假日数须从该雇员在紧接该等病假日开始前所累积的第2类有薪病假日总数中扣除。 (由1983年第57号第6条增补)

　　

(2)如雇主有根据第(1)款保存病假纪录─

　　

　　(a)则病假日过后复工的雇员，须在切实可行范围内尽快(但不得迟于他复工后7天)在纪录内指明其曾经缺勤日子的记项上签署；

　　

(b)雇员有权在工作时间内的任何合理时间，查阅病假纪录中与他有关的部分；凡雇员被其雇主停止雇用，则他可在其被停止雇用之日起计2个月内在工作时间内的任何合理时间，查阅病假纪录中与他有关的部分。(3)如雇主未有根据第(1)款保存有关其雇员的病假纪录，或如病假纪录遭遗失或毁坏，则即使雇员已根据第33条获雇主付给疾病津贴，仍有权按照第33条的规定，就其每受雇满一个月而享有有薪病假日。 (由1983年第57号第6条修订)

　　

　第57章 第38条　向处长出示病假纪录的规定

　　

　　为施行第37条，处长可藉挂号邮递方式送达通知书，或藉宪报公告，要求任何雇主或任何类别雇主向其呈交通知书或公告日期前两年内任何期间的全部或任何病假日纪录。

　　

(第VII部由1973年第39号第5条增补)

　　

　第57章 第39条　假日的给予

　　

　　第VIII部

　　

　　有薪假日

　　

(1)除第(1A)、(2)及(3)款另有规定外，雇员须在以下日子获雇主给予法定假日*─

　　

　　(a)农历年初一；如该日适逢星期日，则为农历年初一的前一天； (由1982年第27号第2条修订)

　　

(b)农历年初二；如该日适逢星期日，则为农历年初一的前一天；

　　

(c)农历年初三；如该日适逢星期日，则为农历年初一的前一天；

　　

(d)清明节；

　　

(da)劳动节，即5月1日； (由1997年第100号第2条增补。由1998年第35号第5条修订)

　　

(e)端午节；

　　

(f)中秋节翌日，如该日适逢星期日，则为中秋节当日； (由1982年第27号第2条修订)

　　

(g)重阳节；

　　

(h)冬节或圣诞节(由雇主选择)；

　　

(i)1月1日； (由1976年第53号第2条代替)

　　

(j)香港特别行政区成立纪念日，即7月1日；及 (由1997年第137号第3条增补。由1998年第35号第5条修订)

　　

(k)国庆日，即10月1日。 (由1997年第137号第3条增补。由1998年第35号第5条修订)(1A) 第(1)(da)款在1998年暂停实施。 (由1997年第137号第3条增补)

　　

(2)雇主可另选一日(该日并非法定假日或代替假日)作为另定假日，以代替在法定假日给予雇员假日，而该另定假日是在紧接该法定假日前后60天期间内者；惟雇主须口头或书面通知其雇员，或在雇佣地点显眼处张贴有关他将会给予该另定假日的通知─

　　

　　(a)凡另定假日是在紧接该法定假日前60天期间内者，则雇主须于该另定假日最少48小时前作出或张贴上述通知；或

　　

(b)凡另定假日是在紧接法定假日后60天期间内者，则雇主须于该法定假日最少48小时前作出或张贴上述通知。(2A) 第(2)款适用于第(4)款所指的假日并就第(4)款所指的假日而适用，一如该款适用于法定假日并就法定假日而适用。 (由1997年第137号第3条增补)

　　

(3)雇主与雇员可议定以另一日代替某一法定假日或另定假日或第(4)款所指假日的日子，惟该代替假日须在该法定假日、另定假日或第(4)款所指假日前后30天期间内者。 (由1982年第27号第2条修订)

　　

(4)凡─

　　

　　(a)法定假日适逢休息日，或如属青年雇员，该假日适逢凭借《雇用青年(工业)规例》(第57章，附属法例)不准在工业经营中雇用该雇员的日期，则该雇员须获给予的假日是该日的翌日，惟该翌日须并非法定假日、另定假日、代替假日或休息日；或 (由2001年第7号第9条修订)

　　

(b)法定假日适逢另一法定假日，则雇员须获给予的假日是该假日后首个并非法定假日、另定假日、代替假日或休息日的日子。 (由1997年第137号第3条代替)#(5)-(9)(由1997年第137号第3条废除)

　　

(由1976年第53号第2条修订；由1997年第137号第3条修订)___________________________________________________________________________

　　

注：

　　

*有关1981、1986及1997年的额外法定假期，参阅1981年第39号、1986年第35号、1997年第84号及1997年第111号第2(1)条。

　　

#请参阅1997年第137号第6条的保留条文。

　　

　第57章 第40条　假日薪酬的支付

　　

　　除第12(11)条另有规定外，如雇员在紧接法定假日之前根据连续性合约受其雇主雇用满3个月，则他须最迟于该假日后的第一个发薪日，获其雇主按第41条所指明的薪酬额付给假日薪酬，不论该雇员是在法定假日、另定假日、代替假日或根据第39(4)条所指的假日休假。

　　

(由1976年第53号第3条修订；由1976年第71号第6条修订；由1984年第48号第17条修订)

　　

　第57章 第40A条　以薪酬代替假日的限制

　　

　　(1)除第(2)款另有规定外，不得以付给根据第40条须付的假日薪酬或其他款项代替给假。

　　

(2)尽管有第(1)款的规定，凡雇员的雇佣合约遭终止，而在该雇佣合约终止前根据第39(2)、(2A)或(3)条获给予的另定假日或代替假日，在该合约终止后方到期，则该等假日的假日薪酬须在切实可行范围内尽快付给雇员，但在任何情况下不得迟于合约终止后7天；该假日薪酬须按照第41(1)或(2)条的规定(视乎何者适用于该雇员而定)计算，犹如该雇佣合约未予终止一样。 (由1997年第137号第4条修订)

　　

(由1984年第48号第18条增补)

　　

　第57章 第41条　假日薪酬额

　　

　　(1)假日薪酬须为一笔相等于该雇员在整个工作日本应赚取的工资的款项。 (由1990年第41号第18条修订)

　　

(2)尽管有第(1)款的规定，凡雇员受雇属按件计酬，或其日薪每日不同，则假日薪酬须为一笔相等于该雇员赚取的平均每日工资的款项；就本款而言，平均每日工资即雇员在紧接假日或假日首天前或截至假日或假日首天为止为期不少于28天及不多于31天的完整工资期内每日工作平均所赚取的工资。

　　

(由1984年第48号第19条修订)

　　

(第VIII部由1973年第39号第5条增补)

　　

　第57章 第41A条　定义(第ⅧA 部)

　　

　　第VIIIA部

　　

　　有薪年假

　　

在本部中，就雇员而言─

　　

“假定假期薪酬”(notional leave pay) 指一笔款项，款额相等于以下情况本应到期付给雇员的年假薪酬，即假若雇员的雇佣合约在真正终止后随而至的适用日周年当日终止或遭终止，并假若该年假薪酬是根据雇员在其合约真正终止时的工资而计算；

　　

“假期年”(leave year)，除文意另有所指外，指任何12个月的期间─ (由1993年第61号第6条修订)

　　

　　(a)开始日期─

　　

(i)对根据第41F(3)条获享有年假权利的雇员而言，即与引致该权利有关的停业的第一天；或

　　

(ii)对任何其他雇员而言，即其雇佣开始之日；或(b)由上述日期的周年日开始；“最终雇佣期”(final employment period) 指由适用日起至雇员雇佣合约终止为止的一段期间；

　　

“适用日”(appropriate day)─

　　

　　(a)对根据第41F(3)条获享有任何年假权利的雇员而言，指与引致该权利有关的停业的第一天；或如雇员在任何12个月期间享有该权利多过一次，则指较近或最近一次(视乎何者适用而定)有关停业的第一天；或

　　

(b)对未有如上述般获享有年假权利的雇员而言─

　　

(i)指雇员最后一个(或唯一)假期年终结后的翌日；或

　　

(ii)如无假期年，则指其雇佣开始之日。

　　

(由1990年第53号第2条代替)

　　

　第57章 第41AA条　年假

　　

　　(1)在符合本部的规定下，根据连续性合约受雇不少于12个月的雇员，有权就每一个假期年享有按照第(2)款计算的有薪假期(本部内称为“年假”)。

　　

(2)凡雇员根据连续性合约受雇一段本条对照表第(1)栏所指明的期间，则该雇员有权就该期间内任何假期年享有的年假日数，即为对照表第(2)栏就该期间指明的日数。

　　

(3)除第(5)(c)款另有规定外，所给予的年假时间，由雇主经征询有关雇员或其代表后决定。

　　

(4)雇主须就其决定给予年假的时间向雇员给予不少于14天的书面通知，但如雇主与雇员双方议定较短的通知期，则不在此限。

　　

(5)雇员有权享有的年假─

　　

　　(a)须在紧接与年假有关的假期年届满后12个月内由雇主给予并由雇员放取；

　　

(b)除(c)段另有规定外，须为一段不间断的期间；及

　　

(c)除第(9)款另有规定外，如雇员向雇主提出要求，须作如下划分─

　　

(i)如有权享有的年假不超过10天，给予的年假须为连续日子，但如该段年假不超过3天，则可在任何日子给予(不论是否连续日子)；及

　　

(ii)如有权享有的年假超过10天，该段年假中有7天须为连续日子，而其余的年假可在任何日子给予(不论是否连续日子)。(6)凡按照本条给予的年假期间内适逢有休息日或假日，该日须当作年假计算，并按照第18(5)条或第39(2)、(2A)、(3)或(4)条(视乎情况需要而定)以另一休息日或假日代替。 (由1997年第137号第5条修订)

　　

(7)年假期间内由于疾病或损伤以致完全丧失工作能力的期间，不得计算为年假的一部分，除非该期间在年假期间开始后方开始。

　　

(8)凡─

　　

　　(a)雇主在本应给予雇员年假的期间内未有给予该假期，而在该期间届满后，继续雇用该雇员，则在符合(b)段的规定并在雇员选择下，雇主(不论曾否就第63(4)(e)条所订罪行采取法律程序)─

　　

(i)除到期付给雇员的任何薪酬外，须另付给他一笔补偿，款额相等于假若该雇员获给予年假，而年假在应给予年假的期间届满时终结，该雇员本会收取的年假薪酬；或

　　

(ii)须给予雇员相等于本应给予假期的有薪假期；(b)雇员根据(a)段选择放有薪假期，他须在与雇主双方协议的日子放假，或如未有协议者，则由雇主指明放假的日子。(9)凡─

　　

　　(a)雇主为给予其任何雇员年假而提议停止其业务或部分业务；及

　　

(b)已根据第41F条就所提议的停业妥为发出通知；及

　　

(c)该次停业不会导致在该业务中根据连续性合约受雇12个月或以上的人须放较以下连续日数更少的年假─

　　

(i)如其有权享有的假期不超过10天，则为根据第(5)(c)(i)款划分而必须给予连续假期的日数；

　　

(ii)如其有权享有的假期超过10天，则为7天，则本条并不阻止或限制、或解释为阻止或限制停业。

　　

(10)为免生疑问，特此声明∶年假是雇员在根据本条例有权享有的休息日、假日及产假以外另获给予或须获给予的假期。

　　

　　对照表

　　

　　(1)

　　

　　雇佣期

　　

　　(2)

　　

在以下年份内终结的假期年的年假日数

　　

　　在1990年本表生效时起至同年12月31日止的部分内

　　

　　在1991

　　

年内

　　

　　在1992

　　

年内

　　

　　在1993

　　

年内

　　

　　在1994年或其后任何年份内

　　

　　最少1年但在3年以下

　　

　　7

　　

　　7

　　

　　7

　　

　　7

　　

　　7

　　

　　最少3年但在4年以下

　　

　　8

　　

　　8

　　

　　8

　　

　　8

　　

　　8

　　

　　最少4年但在5年以下

　　

　　9

　　

　　9

　　

　　9

　　

　　9

　　

　　9

　　

　　最少5年但在6年以下

　　

　　10

　　

　　10

　　

　　10

　　

　　10

　　

　　10

　　

　　最少6年但在7年以下

　　

　　10

　　

　　11

　　

　　11

　　

　　11

　　

　　11

　　

　　最少7年但在8年以下

　　

　　10

　　

　　11

　　

　　12

　　

　　12

　　

　　12

　　

　　最少8年但在9年以下

　　

　　10

　　

　　11

　　

　　12

　　

　　13

　　

　　13

　　

　　最少9年

　　

　　10

　　

　　11

　　

　　12

　　

　　13

　　

　　14

　　

(由1990年第53号第2条增补)

　　

　第57章 第41AB条　共同假期年的选择

　　

　　(1)即使本部另有规定，雇主可选择决定采用一段由他所定的12个月期间作为假期年，以计算他所有雇员的年假，在此情况下，他每一名雇员有权根据本部享有按照本条决定的年假。

　　

(2)雇主在根据本条作出决定前，须─

　　

　　(a)以书面给予他每一名雇员1个月通知；或

　　

(b)在雇佣地点显眼处张贴通知，以给予1个月通知，述明他欲作出决定的意向，他拟决定采用的12个月期间及他将会开始采用该段期间的日期。

　　

(3)凡雇主根据本条作出决定，他须从那时起采用该12个月期间为假期年，以计算他所有雇员有权享有的年假，及如雇员并未曾根据连续性合约在假期年的整段期间受雇─

　　

　　(a)雇主须根据雇员开始受雇当日与假期年终结之间的公历日日数，除以365，以按比例基准计算该雇员有权享有的年假，因该计算而产生的一日的部分，须算为一整日的假期；及

　　

(b)雇员可选择 ─

　　

(i)在谘询雇主后，放(a)段所提述的按比例有权享有的年假；或

　　

(ii)将该年假转入下一年，与下一整年的假期年有权享有的年假合并。(4)凡雇员在雇主开始采用12个月期间以根据本条计算他所有雇员的年假之日已经受雇─

　　

　　(a)该雇员有权享有的年假，根据他开始受雇之日(或该日的周年日，视属何情况而定)与雇主开始根据本条采用12个月期间之日的前1日之间的公历日日数，除以365，按比例基准计算，因该计算而产生的1日的部分，须算为一整日的假期；及

　　

(b)雇员可选择─

　　

(i)在谘询雇主后，放(a)段所提述的按比例有权享有的年假；或

　　

(ii)将该年假转入下一年，与按照本条计算的第一个完整假期年的有权享有的年假合并。(5)凡第41F条适用于已根据本条作出决定的雇主─

　　

　　(a)则所给予的年假，是关乎紧接停业的期间之前的假期年的；及

　　

(b)第41F(3)至(6)条不适用于有权享有的年假的计算。

　　

(由1993年第61号第7条增补)

　　

　第57章 第41B条　年假薪酬的支付

　　

　　凡雇员获给予任何一段期间的年假，雇主最迟须于该段期间后的第一个发薪日付给该雇员该段期间的年假薪酬。

　　

　第57章 第41C条　年假薪酬额

　　

　　(1)除第(2)款另有规定外，年假薪酬须为一笔相等于该雇员假若在该段年假期间内每天工作本应赚取的工资的款项。 (由1979年第11号第3条修订)

　　

(2)凡雇员受雇属按件计酬或其日薪每日不同，则年假薪酬须参考雇员赚取的平均每日工资计算；就本款而言，平均每日工资即雇员在紧接年假首天或雇佣合约终止当日(视属何情况而定)之前或截至年假首天或雇佣合约终止之日(视属何情况而定)为止为期不少于28天及不多于31天的完整工资期内每日工作平均所赚取的工资。

　　

(由1984年第48号第20条修订)

　　

　第57章 第41D条　雇佣停止时年假薪酬的支付

　　

　　(1)凡─

　　

　　(a)雇员停止受雇；及

　　

(b)到期获给予年假，则以前雇用他的人，须在切实可行范围内尽快，但在任何情况下不得迟于雇佣停止后7天，向他付给年假补偿金，款额相等于假若该雇员紧接雇佣停止后即获给予应享假期时本应收取的年假薪酬。

　　

(2)凡─

　　

　　(a)雇员停止受雇；

　　

(b)该雇员并非在其假期年届满时停止受雇；

　　

(c)其雇佣合约并非根据第9条而是因任何理由(包括辞职)而告终止或遭终止；及

　　

(d)于适用日后最少3个月才终止合约，则以前雇用他的人，须在切实可行范围内尽快，但在任何情况下不得迟于合约终止后7天，除向他付给根据第(1)款到期支付的款项外，另付给一笔款项，其款额在假定假期薪酬中所占比率，与最终雇佣期的日数于365天中所占比率相同。

　　

(由1990年第53号第3条代替)

　　

　第57章 第41E条　以薪酬代替假期的限制

　　

　　(1)除第41AA(8)(a)及41D条及第(2)款另有规定外，凡雇员有权享有年假，其雇主不得向其付给报酬，作为代替雇员放全部或部分年假。

　　

(2)凡雇员就某一假期年有权享有超过10天年假，他可以不放部分年假而工作，但该工作日数不得多于该年假超出10天之数，且如雇员同意，雇员就任何该等日子须获付给的款额不得少于以下合计总数─

　　

　　(a)他就该日的工作期所应收取的工资；及

　　

(b)假若他于该日获给予假期本应收取的年假薪酬。

　　

(由1990年第53号第3条代替)

　　

　第57章 第41EA条　禁止将某些条文列入雇佣合约的规定

　　

　　任何人不得将任何看来对第41E(2)条条文适用于雇员方面有任何影响的条款或条件，列入雇佣合约，而任何该等条款或条件，如列入雇佣合约，均属无效。

　　

(由1990年第53号第3条增补)

　　

　第57章 第41F条　年假歇业

　　

　　(1)雇主如为给予其任何雇员年假而拟停业或停止部分业务，须于一个月前将其意向以书面通知所有因而须在停业期间放年假或以其他方式停止工作的雇员。

　　

(2)如雇主于停业期开始前不迟于一个月，在雇佣地点显眼处展示停业通告，载明所有因此而须放年假或以其他方式停止工作的雇员姓名，或以能清楚辨别该等雇员的描述或其他细节代替姓名，则第(1)款的条文须当作已获遵从。

　　

(3)任何人如在因第(1)款所指明目的而停业或停止部分业务的期间开始时已成为雇员，而该人若非因该次停业则无权获得该段期间内任何一天的年假薪酬者，则就始于适用日而止于停业首天之前一天的期间，须有权享有按照第(4)款计算的年假。 (由1990年第53号第4条修订)

　　

(4)雇员根据第(3)款有权享有的年假日数，须厘定如下─

　　

　　(a)须采用以下程式计算

　　

　　A

　　

365

　　

×B

　　

而─

　　

A 即始于有关日期而止于停业首天之前一天并引起享有年假权利的期间的日数；及

　　

B 即假若有关业务并无停业(或部分停业)，又假若雇员根据连续性合约由有关日期起计受雇12个月，该雇员根据本条例本应有权享有的年假；(b)凡所得之数并非整数，不足1天之数作1天计算；及

　　

(c)(i)如所得之数，或于适当情况下将不足1天之数作1天计算后所得之数(该所得之数于本条内称为“计算所得日数”)相等于或少于有关停业期内日数，该等日子的任何一日，除第(3)款的规定外，并不属雇员有权享有年假的日子(该等日子在本条内称为“有关停业日子”)，则年假日数相等于有关停业日子的数目；或

　　

(ii)如计算所得日数超逾有关停业日子的数目，则年假日数相等于计算所得日数。 (由1990年第53号第4条增补)(5)凡雇员根据第(3)款有权享有年假，而该等年假超过有关停业日子，除非雇员与其雇主另有协议，否则雇主须在有关停业最后一天的下一个工作日起计的一段不中断期间，给予剩余年假而由雇员放假，或如剩余年假仅得一天，则该一天须在该工作日给予而由雇员在该日放假。 (由1990年第53号第4条增补)

　　

(6)为免生疑问，特此声明∶就本条例而言，凡雇员根据第(3)款有权享有年假，不得仅以有享有年假权利为理由将任何期间视为一个假期年。 (由1990年第53号第4条增补)

　　

(7)在本条内，“有关日期”(the relevant day) 就雇员而言─

　　

　　(a)如雇员先前根据第(3)款在紧接前一段12个月期间内有权享有任何年假，指引起享有年假权利的停业的首天，或如雇员在该12个月期间内有权享有年假多过一次，则指较近或最近一次(视乎何者适用而定)停业的首天；或

　　

(b)在其他情况下─

　　

(i)指雇员最后一个(或唯一)假期年终结后的翌日；或

　　

(ii)如无该假期年，指雇员雇佣开始之日。 (由1990年第53号第4条增补)

　　

　第57章 第41G条　雇主备存年假纪录的规定

　　

　　雇主须备存一份载有以下资料的纪录─

　　

　　(a)(i) 每名雇员雇佣的开始及终止日期；

　　

(ii)每名雇员所放每段年假期间的开始及终止日期；及

　　

(iii)雇主为给予其任何雇员年假而停业或停止部分业务的每段期间的开始及终止日 期；及(b)每名雇员收取的全部年假薪酬。

　　

(第VIIIA部由1977年第53号第3条增补)

　　

　第57章 第42条　正常工资代替假日薪酬、 年假薪酬、产假薪酬或 疾病津贴

　　

　　第IX部

　　

　　有关疾病津贴、有薪假日及有薪年假的附带条文

　　

凡雇员依据雇佣合约的条款，或任何其他协议的条款，或因任何其他理由，已就任何假日、年假、产假或病假日获付给正常工资，则该雇员除正常工资外，不再有权获付给假日薪酬、年假薪酬或产假薪酬或疾病津贴(视属何情况而定)。

　　

(由1977年第53号第5条修订；由1981年第22号第9条修订)

　　

　第57章 第43条　在破产等情况下假日薪酬等的支付

　　

　　就《破产条例》(第6章)第38条及《公司条例》(第32章)第265条而言，凡雇员有权获得的任何假日薪酬、年假薪酬、年终酬金或部分年终酬金、产假薪酬或疾病津贴，不论该雇员何时享有该权利，须当作是上述第38条或第265条或《公司条例》(第32章)第79条(视属何情况而定)所订明的有关期间内所提供服务的工资。

　　

(由1977年第53号第6条修订；由1981年第22号第10条修订；由1984年第48号第21条修订)

　　

(第IX部由1973年第39号第5条增补)

　　

　第57章 第43A条　释义

　　

　　第IXA部

　　

　　支付次承判商及指定次承判商雇员工资的法律责任

　　

　　释义及适用范围

　　

(1)在本部中，除文意另有所指外─

　　

“工作”(work) 指─

　　

　　(a)建筑工程；及

　　

(b)为建筑工程或为与建筑工程有关事宜而提供体力劳工；“主要指定次承判商”(main nominated sub-contractor) 指直接与总承判商订立合约(不论是明订或隐含的)以进行该总承判商已立约进行的全部或部分工作的指定次承判商；

　　

“次承判商”(sub-contractor) 指以下任何人士，但不包括指定次承判商─

　　

　　(a)任何与总承判商订立合约(不论是明订或隐含的)以进行该总承判商已立约进行的全部或部分工作的人；及

　　

(b)任何订立合约(不论是明订或隐含的)以进行(a)段所指的次承判商已立约进行的全部或部分工作的其他人；“指定次承判商”(nominated sub-contractor) 指─

　　

　　(a)由物业拥有人或占用人，或该拥有人或占用人的代理人或核准建筑师、测量师或土木、城市或结构工程师指定的下列人士─

　　

(i)与总承判商订立合约(不论是明订或隐含的)以进行该总承判商已立约进行的全部或部分工作的人；或

　　

(ii)订立合约(不论是明订或隐含的)以进行第(i)节所提述的人已立约进行的全部或部分工作的人；及(b)凡其后订立合约(不论是明订或隐含的)以进行本定义(a)段所指的指定次承判商所同意进行的全部或部分工作的人；“建筑工程”(building works) 指以下各项的全部或部分的建造、地盘平整、重建、维修(包括重修及外部清洁)、修葺、改动或拆卸，以及任何与此等建筑工程有关的安装工程─

　　

　　(a)任何建筑物、船坞、码头、桥梁、高架道或其他构筑物；或

　　

(b)任何海港或港口工程、填海工程、道路、隧道、下水道、排水渠、井或水务设施；“总承判商”(principal contractor) 指直接与物业拥有人或占用人，或与该拥有人或占用人的代理人或核准建筑师、测量师或土木、城市或结构工程师订立合约，以便为该拥有人或占用人进行任何工作的人。

　　

(2)就本部而言─

　　

　　(a)一名次承判商如将已立约进行的全部或部分工作转判给另一名次承判商，则他便是该另一名次承判商的前判次承判商，不论该工作是否由该另一名次承判商进行，或由该另一名次承判商再转判给他人；

　　

(b)一名指定次承判商如将已立约进行的全部或部分工作转判给另一名指定次承判商，则他便是该另一名指定次承判商的前判指定次承判商，不论该工作是否由该另一名指定次承判商进行，或由该另一名指定次承判商再转判给他人。

　　

　第57章 第43B条　适用范围

　　

　　本部不适用于《1977年雇佣(修订)(第4号)条例》+(1977年第54号)生效日期*前，由总承判商、指定次承判商或次承判商所订立的合约下的工作的工资。

　　

___________________________________________________________________________

　　

注：

　　

*1977年11月1日─1977年第207号法律公告。

　　

+“《1977年雇佣(修订)(第4号)条例》”乃“Employment (Amendment) (No. 4) Ordinance 1977”之译名。

　　

　第57章 第43C条　总承判商与前判次承判商支付次承判商雇员工资的法律责任

　　

　　次承判商雇员的工资

　　

(1)在符合本部的规定下，如有任何工资到期支付给次承判商所雇用以从事已由其立约进行的工作的雇员，而该工资未于第23、24或25条(视属何情况而定)所指明的期间内付给，则该工资须由以下人士付给该雇员─

　　

　　(a)如该次承判商已与总承判商订立合约，由总承判商付给；及

　　

(b)如该次承判商已与前判次承判商订立合约，由总承判商及每名前判次承判商共同及各别付给。(2)根据第(1)款总承判商承担的法律责任，以及总承判商与一名或多名前判次承判商共同及各别承担的法律责任，仅限于─

　　

　　(a)雇员的工资，而该雇员的雇佣完全是与总承判商已立约进行的工作有关，且其雇佣地点完全是在建筑工程所在地盘内；及

　　

(b)该雇员到期应得的2个月工资而无须根据本条例扣除任何款项，而此2个月须为该雇员到期应得工资的该段期间的首2个月。(3)除第(4)款另有规定外，根据第(1)款须付工资，须由总承判商或前判次承判商(视属何情况而定)于收到根据第43D条给予的通知书或该通知书当作已送达后的30天内付给。

　　

(4)凡有关根据第(1)款须付工资的任何申索已向小额薪酬索偿仲裁处或劳资审裁处提出，且有判决或命令，判令雇员得直，则该等工资须于小额薪酬索偿仲裁处或劳资审裁处指示的时间内付给；如未有作出任何指示，则须于作出判决或命令后不迟于30天付给。 (由1994年第61号第53条修订)

　　

　第57章 第43D条　雇员向总承判商发出通知的规定

　　

　　(1)凡次承判商所雇用的雇员于第23、24或25条(视属何情况而定)所指明的期间内未获雇主付给工资，须于工资到期支付后60天内(或处长所批准不超过90天的额外期间内)，向总承判商送达通知书，述明以下各项资料─ (由1984年第48号第22条修订)

　　

　　(a)雇员姓名及地址；

　　

(b)雇主姓名及地址；

　　

(c)雇员雇佣地点的地址；

　　

(d)与到期支付的工资有关的工作详情；及

　　

(e)到期支付的工资额及所涉及的期间。(2)总承判商如接获次承判商的雇员根据第(1)款所发通知书，须于收到通知书后14天内，将该通知书副本，分别送达他所知悉该次承判商的每名前判次承判商 (如有的话)。

　　

(3)如次承判商的雇员未有根据第(1)款将通知书送达总承判商，则总承判商及前判次承判商(如有的话)均无须根据第43C条付给该雇员工资。

　　

(4)任何总承判商如无合理辩解而不遵从第(2)款的规定，即属犯罪，一经定罪，可处第5级罚款。 (由1988年第24号第2条修订；由1995年第103号第14及26条修订)

　　

　第57章 第43E条　雇主应雇员要求提供资料的规定

　　

　　(1)凡雇主身为次承判商，于第23、24或25条(视属何情况而定)所指明的期间内，未有向其所雇用以从事其已立约进行的工作的雇员支付到期支付的工资，须于接获该雇员书面要求7天内，将总承判商及每名前判次承判商的姓名、地址提供给该雇员，并于该7天期限内，将该份书面要求的副本，分送总承判商及每名前判次承判商。

　　

(2)任何雇主如无合理辩解而不遵从第(1)款的规定，即属犯罪，一经定罪，可处第5级罚款。 (由1988年第24号第2条修订；由1995年第103号第15及26条修订)

　　

　第57章 第43F条　总承判商或前判次承判商对已付工资的追讨

　　

　　(1)如总承判商或前判次承判商根据第43C条付给雇员工资，则该如此支付的工资即为该雇员的雇主欠下该总承判商或前判次承判商(视属何情况而定)的债项。

　　

(2)总承判商或前判次承判商如根据第43C条付给雇员工资，可按以下方式追讨─

　　

　　(a)要求该雇员所事雇主的每名前判次承判商，或总承判商及其他每名前判次承判商(视属何情况而定)分担该等工资；或

　　

(b)从到期付给或可能到期付给任何次承判商的款项中扣除，以抵销已付款项 ─

　　

(i)而该次承判商乃获转判其立约进行的全部或部分工作，而该工作是该雇员受雇从事者，且

　　

(ii)该款项乃为所转判的工作而付给者。(3)就本条而言─

　　

　　(a)由总承判商或前判次承判商根据第(2)(a)款以分担方式支付的款额，或

　　

(b)由总承判商或前判次承判商根据第(2)(b)款从他到期支付的款项中以抵销方式扣除的款额，须当作由以分担方式支付该款额的总承判商或前判次承判商，或由以抵销方式被扣除部分到期获付的款项的前判次承判商，根据第43C条付给雇员的工资。

　　

　第57章 第43G条　前判指定次承判商支付指定次承判商雇员工资的法律责任

　　

　　指定次承判商雇员的工资

　　

(1)在符合本部的规定下，如有任何工资到期支付给指定次承判商所雇用以从事已由其立约进行的工作的雇员，而该工资未于第23、24或25条(视属何情况而定)所指明的期间内付给，则该工资须由雇用该雇员的指定次承判商的每名前判指定次承判商共同及各别付给该雇员。 (由1996年第139号法律公告修订)

　　

(2)根据第(1)款一名或多名前判指定次承判商共同及各别承担的法律责任，仅限于─

　　

　　(a)雇员的工资，而该雇员的雇佣完全是与主要指定次承判商已立约进行的工作有关，不论雇佣地点是否在建筑工程所在地盘内；及

　　

(b)该雇员到期应得的2个月工资而无须根据本条例扣除任何款项，而此2个月须为该雇员到期应得工资的该段期间的首2个月。(3)除第(4)款另有规定外，根据第(1)款须付工资，须由前判指定次承判商于收到根据第43H条给予的通知书或该通知书当作已送达后的30天内付给。

　　

(4)凡有关根据第(1)款须付工资的任何申索已向小额薪酬索偿仲裁处或劳资审裁处提出，且有判决或命令，判令雇员得直，则该等工资须于小额薪酬索偿仲裁处或劳资审裁处指示的时间内付给；如未有作出任何指示，则须于作出判决或命令后不迟于30天付给。 (由1994年第61号第54条修订)

　　

　第57章 第43H条　雇员向主要指定次承判商发出通知的规定

　　

　　(1)凡指定次承判商所雇用的雇员于第23、24或25条(视属何情况而定)所指明的期间内未获雇主付给工资，须于工资到期支付后60天内(或处长所批准不超过90天的额外期间内)，向主要指定次承判商送达通知书，述明第43D(1)条所指明的各项详情。 (由1984年第48号第23条修订)

　　

(2)主要指定次承判商如接获指定次承判商的雇员根据第(1)款所发通知书，须于收到通知书后14天内，将该通知书副本，分别送达他所知悉该指定次承判商的每名前判指定次承判商(如有的话)。

　　

(3)如指定次承判商的雇员未有根据第(1)款将通知书送达主要指定次承判商，则前判指定次承判商无须根据第43G条付给该雇员任何工资。

　　

(4)任何主要指定次承判商如无合理辩解而不遵从第(2)款的规定，即属犯罪，一经定罪，可处第5级罚款。 (由1988年第24号第2条修订；由1995年第103号第16及26条修订)

　　

　第57章 第43I条　雇主应雇员要求提供资料的规定

　　

　　(1)凡雇主身为指定次承判商，于第23、24或25条(视属何情况而定)所指明的期间内，未有向其所雇用以从事其已立约进行的工作的雇员支付到期支付的工资，须于接获该雇员书面要求7天内，将主要指定次承判商及每名前判指定次承判商的姓名、地址提供给该雇员，并于该7天期限内，将该份书面要求的副本，分送主要指定次承判商及每名前判指定次承判商。

　　

(2)任何雇主如无合理辩解而不遵从第(1)款的规定，即属犯罪，一经定罪，可处第5级罚款。 (由1988年第24号第2条修订；由1995年第103号第17及26条修订)

　　

　第57章 第43J条　前判指定次承判商对已付工资的追讨

　　

　　(1)如前判指定次承判商根据第43G条付给雇员工资，则该如此支付的工资即为该雇员的雇主欠下该前判指定次承判商的债项。

　　

(2)前判指定次承判商如根据第43G条付给雇员工资，可按以下其中一种方式追讨─

　　

　　(a)要求该雇员所事雇主的其他每名前判指定次承判商分担该等工资；或

　　

(b)从到期付给或可能到期付给任何指定次承判商的款项中扣除，以抵销已付款项─

　　

(i)而该指定次承判商乃获转判其立约进行的全部或部分工作，而该工作是该雇员受雇从事者；且

　　

(ii)该款项乃为所转判的工作而付给者。(3)就本条而言─

　　

　　(a)由前判指定次承判商根据第(2)(a)款以分担方式支付的款额，或

　　

(b)由前判指定次承判商根据第(2)(b)款从他到期支付的款项中以抵销方式扣除的款额，须当作由前判指定次承判商(即以分担方式支付该款额，或以抵销方式被扣除部分到期获付的款项的前判指定次承判商)根据第43G条付给雇员的工资。

　　

　第57章 第43K条　由总承判商、前判次承判商或前判指定次承判商支付工资后雇主的法律责任即告终止的规定

　　

　　一般条文

　　

凡由总承判商或前判次承判商根据第43C条付给雇员工资，或前判指定次承判商根据第43G条付给雇员工资，则除第43F(1)及43J(1)条另有规定外，雇主的法律责任即告终止。

　　

　第57章 第43L条　通知书的送达

　　

　　(1)根据第43D或43H条分别送达总承判商或主要指定次承判商的通知书，或根据第43E或43I条送达雇主的要求，均可按以下方式送达─

　　

　　(a)面交上述人士；

　　

(b)留在上述人士的通常地址、最后为人所知住址或营业地址；或

　　

(c)以挂号邮递方式寄往上述人士(b)段所提述的 任何地址。(2)根据第(1)(b)款送达的通知书或要求，须当作在留于该处所之日送达。

　　

　第57章 第43M条　雇员向雇主追讨工资的权利 不受影响的规定

　　

　　本部并不损害雇员直接向雇主追讨其拖欠雇员工资的权利。

　　

(第IXA部由1977年第54号第2条增补)

　　

　第57章 第44条　向行将就职雇员提供资料的规定

　　

　　第X部

　　

　　有关服务条件的资料

　　

(由1984年第48号第24修订)

　　

(1)每一个人就职之前，其雇主须以能令该人明了的方法，向他详细告知他将会以下述服务条件受雇─

　　

　　(a)工资及工资期；

　　

(b)如第IIA部对该人适用，则告知其年终酬金或部分年终酬金及酬金期；及

　　

(c)终止拟订立的雇佣合约所需通知期。 (由1984年第48号第25条代替)(2)凡雇佣合约并非书面合约，而雇主在该雇佣开始前收到该人的书面要求时，须随即向他送交一份载有上述条件的通知书。 (由1990年第41号第19条修订)

　　

(3)凡雇佣合约为书面合约，雇主须在该合约签署后，或如该合约需经过生效程序，则在该程序完成后，立即向该人提供该合约副本一份。 (由1990年第41号第19条增补)

　　

　第57章 第45条　向雇员提供的资料

　　

　　(1)雇主须以能令雇员明了的方法，告知雇员以下资料─

　　

　　(a)凡第44条所提述的条件或在任何时候有效的条件有所变更，告知该项变更；

　　

(b)如工资的详情可予变更，每次付给雇员工资时，须告知他在有关工资期内的工资的详情。(2)如雇佣合约未经书面修订，而雇主接获其雇员书面要求─ (由1990年第41号第20条修订)

　　

　　(a)凡要求是有关第(1)(a)款所提述的条件变更，则雇主须随即向他送交一份载有条件变更的通知书；或

　　

(b)凡要求是有关第(1)(b)款所提述的详情，则雇主须在发给有关工资期的工资时，向他送交一份载有该等详情变更的通知书。(3)凡雇佣合约经过任何书面修订，雇主须在该等修订见诸文字后，或如该等修订需经过生效程序，则在该程序完成后，立即向其雇员提供该等书面修订副本一份。 (由1990年第41号第20条增补)

　　

　第57章 第46条　条件细则及工资详情

　　

　　(1)第44及45条所提述的条件，须包括有关人士或雇员的工资率、超时工作工资率及任何津贴，不论是按件、按工、按时、按日、按周计算，或以其他方式计算。

　　

(2)第45条所提述的详情，须包括─

　　

　　(a)雇员所赚取的款额，包括任何超时工作收入(如有的话)的详情；及

　　

(b)从雇员工资扣除款项的详情及扣除理由。

　　

　第57章 第47条　由雇主备存纪录的规定

　　

　　第XI部

　　

　　纪录、表格及申报表

　　

(1)凡属第(2)款指明类别的雇主，均须以指明格式备存有关以下纪录，以便遵从第X部的规定─

　　

　　(a)其每名雇员的纪录；或

　　

(b)其任何类别雇员的纪录。(2)为施行第(1)款，处长可藉宪报公告指明任何类别的雇主。

　　

　第57章 第48条　向处长递交申报表的规定

　　

　　(1)为施行本条例，处长可藉挂号邮递方式送达通知书，或藉宪报刊登公告，要求任何雇主或任何类别的雇主以该通知书或公告所指示的格式及在指示的时间向处长递交申报表∶

　　

但对于紧接该通知书或公告日期前超过6个月的时间或一段期间的资料或详情，处长不得要求雇主于申报书内呈报。

　　

(2)雇主如向处长申请上述格式的表格，须获免费供应。

　　

　第57章 第49条　通知书、纪录等的格式

　　

　　(1)处长可指明为施行本条例所需的同意书、要求书、通知书、证明书、申请表、纪录或申报表的格式。 (由1988年第52号第15条修订)

　　

(2)处长可在宪报刊登其根据第(1)款所指明格式的表格。

　　

　第57章 第49A条　须备存工资及雇佣纪录的规定

　　

　　(1)每名雇主无论何时均须备存及保存一份纪录，列明每名雇员在过去6个月雇佣期内的工资及雇佣历史。

　　

(2)第(1)款所提述的工资纪录─

　　

　　(a)须备存于雇主的营业地点或雇员的受雇地点；及

　　

(b)在雇员停止受雇后仍须备存一段6个月期间。(3)就第(1)款而言，有关每名雇员的纪录，如包括有以下详情在内，即属完备─

　　

　　(a)该雇员的姓名及身分证号码；

　　

(b)该雇员开始受雇日期；

　　

(c)该雇员所担任的职位名称；

　　

(d)就每段工资期付给该雇员的工资；

　　

(e)该雇员的工资期；

　　

(f)(i) 该雇员有权享有的年假、病假、产假及假日；及

　　

(ii)该雇员已放取的年假、病假、产假及假日，以及就该段期间获付给款项的细则；(g)根据第IIA部须付的年终酬金款额，以及与该酬金有关的期间；

　　

(h)终止合约所需通知期；

　　

(i)终止雇佣日期。

　　

(由1985年第12号第29条增补)

　　

　第57章 第50条　本部的释义及适用范围

　　

　　第XII部

　　

　　职业介绍所

　　

(1)在本部中，除文意另有所指外─

　　

“牌照”(licence) 指根据第52条所发牌照，而“持牌人”(licensee) 须据此解释；

　　

“豁免证明书”(certificate of exemption) 指根据第54条所发证明书；

　　

“职业介绍所”(employment agency) 指为以下目的经办业务的人─

　　

　　(a)代人谋职；或

　　

(b)向雇主供应别人的劳动力，而不论经办该业务的人会否从有关雇主或别人得到任何金钱或其他物质利益。 (由1990年第41号第21条修订)(2)除第(3)款另有规定外，本部适用于任何在香港经营的职业介绍所，不论雇佣是在香港或香港以外地区进行。

　　

(3)本部不适用于以下职业介绍所─

　　

　　(a)由女皇政府或香港政府经营或资助者；

　　

(b)在根据《商船(海员)条例》(第478章)发给或视为根据该条例发给的维持船员部的许可证下所经营者； (由1995年第44号第143条修订)

　　

(c)(由1990年第41号第21条废除)

　　

(d)(由1980年第10号第4条废除)

　　

(e)由雇主专为其本身招募雇员而经营者；

　　

(f)由招聘雇员为别人工作的承判商或次承判商经营者；

　　

(g)由报章或其他刊物的东主经营，而职业介绍所的经办乃属非牟利性质，及并非该报章或其他刊物出版的主要目的者；

　　

(h)(i)属非牟利性质者；

　　

(ii)属完全由学校、书院、大学或其他获教育统筹局常任秘书长承认的教育机构的拥有人、教职员或学生所维持或管理者；及 (由2003年第3号第41条修订)

　　

(iii)属专门为了或关乎该学校、书院、大学或教育机构的学生或毕业生的雇佣而经营者；或(i)属已获发给豁免证明书者，但须受任何对其适用的规例所规限。

　　

　第57章 第51条　有关经办职业介绍所的禁制

　　

　　(1)除以下人士外，任何人不得经办、管理或协助管理职业介绍所─

　　

　　(a)职业介绍所牌照或豁免证明书的持有人；或

　　

(b)受雇于职业介绍所牌照或豁免证明书持有人的人。(2)除职业介绍所牌照或豁免证明书所指明的营业地点外，任何人不得于其他地点经办、管理或协助管理职业介绍所。

　　

(3)(由1992年第28号第2条废除)

　　

　第57章 第52条　申请牌照及发牌规定

　　

　　(1)处长可向任何按订明方式申请牌照的人发出经办职业介绍所的牌照。

　　

(1A) 凡牌照的申请人是一间公司，则该申请须由其董事代表公司提出。 (由1992年第28号第3条增补)

　　

(2)根据本条发出的牌照须─

　　

　　(a)以处长决定的格式签发；及 (由1992年第28号第3条代替)

　　

(b)指明获发给牌照的职业介绍所的营业地点。 (由1992年第28号第3条修订)

　　

(c)(由1992年第28号第3条废除)(2A) 持牌人须安排将其牌照无论何时均展示于其营业地点的显眼处。 (由1992年第28号第3条增补)

　　

(2B) 凡持牌人在超过一个营业地点经办职业介绍所，他须指定其中一个营业地点为总办事处，并须为每一分处领取牌照复本，及安排该等牌照复本无论何时均展示于每一分处的显眼处。 (由1992年第28号第3条增补)

　　

(2C) 凡持牌人在超过一个地点以不同名称经办职业介绍所，该等介绍所须当作为独立个体，而该持牌人须就所用的每一名称领取个别牌照。 (由1992年第28号第3条增补)

　　

(3)(由1992年第28号第3条废除)

　　

(4)除第53条另有规定外，根据第(1)款发出的牌照，有效期由发牌当日起计12个月。

　　

(5)处长可因应按订明方式提出的申请，将根据第(1)款发出的牌照续期。

　　

　第57章 第53条　拒绝发牌或撤销牌照的情况

　　

　　(1)处长如有合理理由信纳有以下情况，可拒绝发牌或续发牌照，亦可将牌照撤销─

　　

　　(a)所经办或拟经办的职业介绍所名称─

　　

(i)与别人正在或曾经经营的另一职业介绍所的名称相同；或

　　

(ii)与另一职业介绍所的名称极为相似而相当可能欺骗公众；(b)职业介绍所被用作或相当可能被用作不法或不道德用途；或

　　

(c)经办或拟经办职业介绍所的人有以下情况─

　　

(i)是一名未获解除破产的破产人；

　　

(ii)于过去5年内，曾因对儿童、青年或妇女犯有侵害人身罪，或涉及身为三合会会员，或欺诈、不诚实行为或勒索罪而被定罪；

　　

(iii)就有关其发牌或牌照续期的申请向处长明知而提供虚假或误导的资料；

　　

(iv)曾违犯本部的任何条文或根据第62条订立的任何规例；或

　　

(v)由于任何其他理由并非是经办职业介绍所的适当人选。(2)处长如拒绝发牌或拒绝将牌照续期，或撤销牌照，须于作出该项拒绝或撤销后14天内，以书面将拒绝或撤销的理由通知申请人或持牌人。

　　

(3)任何人如因处长根据第(1)款对其作出的决定而感到受屈，可于根据第(2)款获得通知后28天内向行政上诉委员会提出上诉。 (由1994年第6号第35条代替)

　　

(4)(由1994年第6号第35条废除)

　　

(5)如处长根据第(1)款拒绝将牌照续期，或撤销牌照，则持牌人须于下述时间向处长交回牌照及其所有副本─

　　

　　(a)在根据第(2)款获得通知后28天内；或

　　

(b)如他已根据第(3)款提出上诉，则在撤回上诉或放弃上诉或接获行政上诉委员会驳回上诉的通知后14天内。 (由1994年第6号第35条代替)

　　

　第57章 第54条　处长给予豁免的权力

　　

　　(1)除第(2)款另有规定外，处长在接获按订明方式提出的申请后，如信纳有关的职业介绍所属非牟利性质，及就公众利益而言应获得豁免，则可在他所指明的条件规限下，豁免该职业介绍所使其无须根据第52条领取牌照。

　　

(2)(由1992年第28号第4条废除)

　　

(3)处长须向任何根据第(1)款获得豁免的人士发给豁免证明书。

　　

(4)根据第(3)款所发豁免证明书须─

　　

　　(a)以处长决定的格式签发； (由1992年第28号第4条代替)

　　

(b)指明获发给豁免证明书的职业介绍所的营业地点；及

　　

(c)指明该豁免证明书所受规限的条件。

　　

　第57章 第55条　豁免的撤回

　　

　　(1)处长如信纳某一职业介绍所不再属非牟利性质或就公众利益而言不应获得豁免，可随时将已根据第54条给予的豁免撤回。

　　

(2)在不损害第(1)款的概括性的原则下，处长可撤回豁免所依据的理由，须包括加以必要的变通后的第53(1)条所载他可拒绝发牌或续牌或撤销牌照所依据的理由。

　　

(3)处长凡根据第(1)款撤回给予任何人的豁免，须以书面将撤回豁免的理由通知该人。

　　

(4)豁免证明书持有人须于接获根据第(3)款所发处长撤回豁免的通知后14天内，向处长交回豁免证明书及其所有副本。

　　

(5)对于处长撤回给予职业介绍所的豁免的决定，不得根据本部提出上诉。

　　

　第57章 第56条　订明的纪录及申报表的保存及提交处长的规定

　　

　　(1)持牌人须─

　　

　　(a)保存以下人士的纪录─

　　

(i)所有在其职业介绍所登记的职位申请人；及

　　

(ii)在登记时并非香港居民，但其职业介绍所代他们在香港谋得职业的职位申请人，

　　

该等纪录须载有该人的姓名、地址、香港身分证号码(如并非香港居民，其护照号码及国籍)、所收取费用及佣金、受雇日期及雇主的姓名或名称与地址；及 (由1992年第28号第5条代替)(b)在职业介绍所营业地点备存该等纪录，以供处长或获处长就此授权的任何公职人员，于任何合理时间内查阅。 (由1992年第28号第5条修订)(2)持牌人须在订明的时间内，向处长提交所订明有关该职业介绍所的申报表。

　　

(3)持牌人须将第(1)款所提述的纪录，在职业介绍所每一个会计年度完结后保留一段不少于12个月的期间。 (由1992年第28号第5条修订)

　　

　第57章 第57条　与职业介绍所有关的违禁行为

　　

　　持牌人不得─

　　

　　(a)因已代人谋得职业，或有关代人谋取或寻求谋取职业事宜而直接或间接向该人收取─

　　

(i)任何形式的酬劳；或

　　

(ii)与开支或其他方面有关的任何付款及其他利益 (订明佣金除外)； (由1975年第87号第2条代替。由1992年第28号第6条修订)(b)与并非其职业介绍所其他持牌人或真正合伙人或股东的其他人，直接或间接分享他获准收取的订明佣金；或 (由1975年第87号第2条修订；由1992年第28号第6条修订)

　　

(c)直接或间接与任何雇主订立下述协议(不论是明订或隐含的)，获处长书面许可者除外─

　　

(i)该雇主承诺只雇用透过该持牌人的职业介绍所求职的人；及

　　

(ii)该持牌人同意付给或给予该雇主某种形式的物质利益。

　　

　第57章 第58条　对持牌或获豁免的职业介绍所的营业地点的视察

　　

　　处长或获处长就此授权的任何公职人员可─

　　

　　(a)于任何合理时间，无须手令而进入及视察职绍所的营业地点；

　　

(b)要求交出、查阅、审核或复制与职业介绍所有关的任何纪录或其他文件； (由1992年第28号第7条修订)

　　

(c)要求任何经办、管理或协助管理职业介绍所的人提供由他指明与该职业介绍所有关的资料或详情；及

　　

(d)向与该介绍所有关连或相联的任何其他人作出其认为适当的查讯。

　　

　第57章 第59条　调查怀疑发生的罪行

　　

　　(1)处长或获处长就此授权的任何公职人员，或职级不低于督察的任何警务人员有合理理由怀疑在任何处所或地点有本部所订罪行的证据，可─

　　

　　(a)于任何合理时间，无须手令而进入及搜查该处所(住宅楼宇除外)；及

　　

(b)要求交出、检取、扣留及移走可能是本部所订罪行证据的任何物品、纪录或其他文件。 (由1992年第28号第7条修订)(2)裁判官如根据经宣誓而作的告发，信纳在任何住宅楼宇内可寻获本部所订罪行的证据，则可发出手令，授权处长或获处长就此授权的任何公职人员，或职级不低于督察的任何警务人员，于任何合理时间进入及搜查该住宅楼宇。

　　

(3)(由1988年第24号第2条废除)

　　

　第57章 第60条　罪行

　　

　　(1)任何人如违反第51(2)条的规定，即属犯罪，一经定罪，可处第3级罚款。 (由1988年第24号第2条修订；由1992年第28号第8条修订)

　　

(2)任何人如违反第53(5)或55(4)条的规定，即属犯罪，一经定罪，可处第3级罚款。 (由1988年第24号第2条修订)

　　

(3)任何持牌人如违反第52(2A)、(2B)或(2C)或56(1)、(2)或(3)条的规定，即属犯罪，一经定罪，可处第3级罚款。 (由1988年第24号第2条修订；由1992年第28号第8条修订)

　　

(4)(由1988年第24号第2条废除)

　　

(5)任何人如─

　　

　　(a)就有关其根据第52(1)或54(1)条向处长提出的申请，提供明知或理应知道在要项上属虚假 或误导的资料；或

　　

(b)就有关根据第58条进行的任何查讯或视察─

　　

(i)当处长或获处长就此授权的任何公职人员要求交出与职业介绍所有关的任何纪录或其他文件时，无合理辩解而未有遵从；或 (由1992年第28号第7条修订)

　　

(ii)向处长或任何上述公职人员提供明知或理应知道在要项上属虚假或误导的资料，即属犯罪，一经定罪，可处第5级罚款。 (由1988年第24号第2条修订)(6)任何人如违反第51(1)条的规定，即属犯罪，一经定罪，可处第5级罚款。 (由1988年第24号第2条增补)

　　

(7)任何持牌人如违反第57条的规定，即属犯罪，一经定罪，可处第5级罚款。 (由1988年第24号第2条增补)

　　

(由1995年第103号第18条修订)

　　

　第57章 第61条　第52(2A)、(2B) 及(2C)、56、57、58及59 条对豁免证明书持有人及获 豁免的职业介绍所的适用范围

　　

　　(1)第52(2A)、(2B)及(2C)、56、57、58及59条适用于豁免证明书持有人，方式与适用于持牌人一样。

　　

(2)除文意另有所指外，第52(2A)、(2B)及(2C)、56、57、58及59条提述职业介绍所时，须解释作提述根据第52条获发牌的职业介绍所及根据第54条获豁免的职业介绍所。

　　

(由1992年第28号第9条修订)

　　

　第57章 第62条　订立规例的权力

　　

　　附注：

　　

具追溯力的适应化修订─见2000年第56号第3条

　　

　　行政长官会同行政会议可就以下各项或任何一项的施行而订立规例─ (由2000年第56号第3条修订)

　　

　　(a)订明签发牌照及豁免证明书的程序；

　　

(b)厘定发牌、续牌及发给豁免证明书的费用，以及该等费用的缴付办法；

　　

(c)订明持牌人或豁免证明书持有人在下述情形所须遵循的程序─

　　

(i)停止经办其职业介绍所；或

　　

(ii)更改其职业介绍所的营业地点；(d)订明在下述情形所须遵循的程序─

　　

(i)一间公司获发牌或获发给豁免证明书；及

　　

(ii)该公司的管理有所变更；(e)要求持牌人及豁免证明书持有人将牌照或豁免证明书展示在职业介绍所营业地点的显眼处；

　　

(f)规定将所有牌照及豁免证明书的有关详情在宪报刊登；

　　

(g)订明职业介绍所可收取费用、佣金或开支的服务的性质；

　　

(h)订明职业介绍所可收取的费用及收费最高限额；

　　

(i)订明根据本部须订明或可订明的任何事项；及

　　

(j)概括而言，更有效地执行本部的条文及目的。

　　

(第XII部由1973年第35号第2条代替)

　　

　第57章 第63条　罪行及罚则

　　

　　第XIII部

　　

　　罪行及罚则

　　

(1)任何雇主，如故意及无合理辩解而违反第11E或11F(3)或(4)条任何条文，即属犯罪。 (由1970年第71号第4条修订；由1984年第48号第26条修订；由1988年第24号第2条修订)

　　

(2)任何雇主如─

　　

　　(a)无合理辩解而没有─

　　

(i)给予任何雇员根据第IV部须给予的任何休息日；或

　　

(ii)(由1995年第103号第19条废除)(b)违反第19条的规定，即属犯罪。 (由1970年第23号第4条增补)(3)任何人如故意违反第67(2)条的规定，即属犯罪。 (由1970年第71号第4条增补)

　　

(4)任何雇主如无合理辩解而没有─

　　

　　(a)给予任何雇员根据第39条须给予的任何假日；或

　　

(b)付给任何雇员─

　　

(i)根据第33条须付给的任何疾病津贴；或

　　

(ii)根据第40或40A(2)条须付给的任何假日薪酬；或 (由1984年第48号第26条修订)(c)给予任何雇员按照第41AA或 41F(3)条须给予或容许的任何假期；或 (由1990年第53号第5条代替)

　　

(d)给予任何雇员根据第41AA(6)条须给予的任何休息日或假日；或 (由1990年第53号第5条修订)

　　

(e)付给雇员─

　　

(i)有关根据第41AA或41F(3)条须给予或容许的假期的薪酬；或

　　

(ii)根据第41D条须付给的款项或补偿金， (由1990年第53号第5条代替)即属犯罪。(由1973年第39号第6条增补。由1977年第53号第7条修订)

　　

(5)任何人如违反第40A(1)或41B条的规定，即属犯罪。 (由1995年第103号第19条代替)

　　

(5A) 任何人如─

　　

　　(a)不遵从公职人员根据第72条任何条文(该条第(1)(a)、(b)及(c)款除外)提出的要求； (由1992年第31号第2条修订)

　　

(b)在根据第72条任何条文(该条第(1)(b)及(c)款除外)须提供资料的事宜上，故意或罔顾后果地提供在要项上虚假的资料，或隐瞒资料；或 (由1992年第31号第2条修订；由1995年第103号第25条修订)

　　

(c)(由1988年第24号第2条废除)

　　

(d)不遵从根据第73(2)条给予豁免时所施加的任何条件，即属犯罪。 (由1979年第55号第2条增补)

　　

(5B) (a)任何人如所付给款项是违反第41E(1)条规定的，即属犯罪。

　　

　　(b)在为本款所订罪行而进行的任何法律程序中，被告人须负举证责任，以证明任何与该罪行有关的付款，均依据一项根据第41E(2)条妥为订立的协议而作出。 (由1990年第53号第5条增补)(5C) 任何雇主如违反第41EA条的规定，即属犯罪。 (由1990年第53号第5条增补)

　　

(6)任何人如不遵从根据第48(1)条送达的通知书或刊登的宪报公告所载的要求，即属犯罪。

　　

(7)任何人如犯了本条所订罪行，一经定罪，可处第5级罚款。 (由1988年第24号第2条修订；由1995年第103号第19条修订)

　　

　第57章 第63A条　与第31、72A及72B条有关的罪行及罚则

　　

　　(1)任何雇主如故意及无合理辩解而违反第31条任何条文，即属犯罪。 (由1992年第31号第3条修订)

　　

(2)(由1995年第103号第20条废除)

　　

(3)任何人如犯了第(1)款所订罪行，一经定罪，可处第6级罚款。 (由1995年第103号第20条代替)

　　

(4)任何人如违反第72A(3)条的规定，即属犯罪，一经定罪，可处第5级罚款。 (由1995年第103号第20条增补)

　　

(5)任何人如违反第72B(1)(a)、(b)、(c)或(d)条任何条文，即属犯罪，一经定罪，可处第6级罚款。 (由1995年第103号第20条增补)

　　

(由1988年第24号第2条增补)

　　

　第57章 第63B条　与第32及72(1)(a)、(b)及(c)条有关的罪行

　　

　　(1)任何人如违反第32条的规定或不遵从公职人员根据第72(1)(a)、(b)或(c)条提出的要求，即属犯罪。

　　

(2)任何人如在根据第72(1)(b)或(c)条须提供资料的事宜上，故意或罔顾后果地提供在要项上虚假的资料，或隐瞒资料，即属犯罪。　 (由1995年第103号第25条修订)

　　

(3)任何人如犯了本条所订罪行，可处第6级罚款及监禁1年。 (由1995年第103号第21条修订)

　　

(由1992年第31号第4条增补)

　　

　第57章 第63C条　与时间及支付工资有关的罪行

　　

　　任何雇主如故意及无合理辩解而违反第23、24或25条的规定，即属犯罪，可处罚款$200000及监禁1年。

　　

(由1992年第31号第4条增补)

　　

　第57章 第63CA条　关于因过期支付工资而须缴付的利息的罪行

　　

　　任何雇主如故意和无合理辩解而违反第25A条的规定，即属犯罪，可处第3级罚款。

　　

(由1997年第74号第16条增补)

　　

　第57章 第63D条　轻微罪行

　　

　　(1)任何人如违反第18(2)、26、27、28(2)、29、30、41AA(4)或(5)、41F(1)、41G、44、45、47(1)、49A或72A(1)或(2)条的规定，即属犯罪。

　　

(2)任何人如犯了本条所订罪行，一经定罪，可处第3级罚款。

　　

(由1995年第103号第22条增补)

　　

　第57章 第64条　罪行的检控

　　

　　(1)如无处长书面同意，不得对第31RA(6)、63(1)或(3)或63A(1)或63B或63C条所订罪行提出检控。 (由1970年第71号第4A条修订；由1988年第24号第2条修订；由1988年第52号第16条修订；由1992年第31号第5条修订)

　　

(2)处长在同意根据第(1)款提出检控前，须先聆听指称事项所针对的人的辩解，或给予其获聆听机会。

　　

(3)在符合第(1)款的规定下，对本条例所订任何罪行的检控，可以处长的名义提出，亦可由获处长就此以书面授权的任何劳工处人员展开及进行。 (由1984年第48号第27条代替)

　　

(4)本条并不减损律政司司长对刑事罪行提出检控的权力。 (由1997年第362号法律公告修订)

　　

　第57章 第64A条　传票的送达

　　

　　(1)凡与雇主被指称犯了本条例所订罪行有关的传票，其送达方式可以是将该传票留下给传票上所载雇佣地点内的人转交雇主。

　　

(2)任何上述传票可写明收件人为“雇主”，而无须指明雇主姓名。

　　

(3)凡与雇员被指称犯了本条例所订罪行有关的传票，其送达方式可以是将该传票留下给其最后为人所知住址或通常住址内的人转交雇员，或留下给传票上所载雇佣地点内的人转交雇员。

　　

(4)凡与公司被指称犯了本条例所订罪行有关的传票，其送达方式可以是将该传票留在该公司的注册办事处，或以挂号邮递寄往该公司的注册办事处。

　　

(由1984年第48号第28条增补)

　　

　第57章 第64B条　董事、合伙人等的法律责任

　　

　　(1)凡法团犯了第63B或63C条所订罪行，且经证明该罪行是在该法团的董事、经理、秘书或其他类似的人员的同意或纵容下犯有的，或可归因于该法团的董事、经理、秘书或其他类似的人员本身的疏忽，则该董事、经理、秘书或其他类似的人员即属犯了相同罪行。

　　

(2)凡商号的合伙人犯了第63B或63C条所订罪行，且经证明该罪行是在该商号任何其他合伙人或涉及该商号管理的人的同意或纵容下犯有的，或可归因于该商号任何其他合伙人或涉及该商号管理的人本身的疏忽，则该其他合伙人或涉及该商号管理的人即属犯了相同罪行。

　　

(由1992年第31号第6条增补)

　　

　第57章 第65条　清付欠薪的法律责任

　　

　　(1)凡因犯了本条例所订罪行而被定罪的雇主，除须支付根据本条例所施加的罚款外，如判其有罪的法庭有所命令，亦须付给于定罪时尚未清付而与所犯罪行有关的工资或其他款项。

　　

(2)凡法庭以雇主并非故意拖欠，或并非无合理辩解而拖欠为理由，判雇主本条例所订的罪行罪名不成立而将其释放，但却认为与该项控罪有关的工资或其他款项已经到期支付，可下令该雇主付给此等工资或其他款项。

　　

(由1992年第31号第7条修订)

　　

　第57章 第66条　不得扣押工资的规定

　　

　　附注：

　　

具追溯力的适应化修订─见2000年第56号第3条

　　

　　第XIV部

　　

　　杂项

　　

法庭不得下令扣押雇员工资，或对第IIA部适用的雇员而言，法庭不得下令扣押雇员的任何年终酬金或部分年终酬金∶

　　

但根据任何成文法则欠下政府的民事债项，可藉扣押雇员工资或其他方法追讨。

　　

(由1984年第48号第29条修订；由2000年第56号第3条修订)

　　

　第57章 第67条　拘捕潜逃雇主的申请

　　

　　附注：

　　

具追溯力的修订─见1998年第25号第2条

　　

　　(1)如任何雇主或前雇主，意图逃避付给以下款项而即将离开香港─ (由1984年第48号第30条修订)

　　

　　(a)拖欠其任何雇员所赚取的工资，不论该工资是否已经到期支付；或

　　

(b)拖欠其任何雇员根据雇佣合约应得的其他款项，则其雇员可向区域法院法官申请按照附表2发出手令，而附表2的规定适用于此类申请。 (由1998年第25号第2条修订)

　　

(2)任何人除非有合理理由，否则不得根据第(1)款提出申请。

　　

(由1970年第71号第5条增补)

　　

　第57章 第67A条　对遣散费及长期服务金施加的限制的修订

　　

　　附注：

　　

具追溯力的适应化修订─见2000年第56号第3条

　　

　　立法会可藉宪报刊登决议而修订第31G、31V条及本条所提述的$22500，以决议所指明的另一个款额取代。

　　

(由1990年第41号第22条代替。由1995年第264号法律公告修订；由2000年第56号第3条修订)

　　

　第57章 第68条　表格的修订

　　

　　附注：

　　

具追溯力的适应化修订─见2000年第56号第3条

　　

　　行政长官可藉宪报刊登命令，修订附表2的第II部。

　　

(由1971年第44号第5条增补。由2000年第56号第3条修订)

　　

　第57章 第69条　有关现行雇用合约的保留条文

　　

　　除本条另有规定外，雇主与雇员之间所订立的任何雇佣协议或合约，如在本条例生效日期时有效并在实施中，须继续实施；除受该协议或合约所载任何明订的条件规限外，有关双方均受本条例条文约束，但亦同时有权享受本条例所赋予的利益∶

　　

但如协议或合约所明订的条件与本条例条文相抵触，则此等明订条件均属无效。

　　

　第57章 第70条　订立本条例不适用的合约条款

　　

　　雇佣合约的任何条款，如看来使本条例赋予雇员的任何权利、利益或保障终绝或减少，即属无效。

　　

(由1970年第5号第8条增补)

　　

　第57章 第71条　有关根据已废除的《工业雇佣(有薪假期与疾病津贴)条例》+而进行的医疗计划的保留条文

　　

　　雇主所经办的任何医疗计划，如经由署长根据已废除的《工业雇佣(有薪假期与疾病津贴)条例》+*第8条认可，须继续实施及具有效力，犹如该计划是根据本条例的相应条文经办及批准的一样。

　　

(由1973年第39号第7条增补)___________________________________________________________________________

　　

注：

　　

* 参阅第333章，1964年版。

　　

+“《工业雇佣(有薪假期与疾病津贴)条例》”乃“Industrial Employment (Holidays with Pay and Sickness Allowance) Ordinance”之译名。

　　

　第57章 第72条　有关人员的权力

　　

　　(1)处长或获处长为此目的而书面授权的任何公职人员在出示该授权书后，可─

　　

　　(a)(除第(2)款另有规定外)于日夜任何合理时间，进入、视察及检查据他所知或有合理因由相信有人受雇在其内的处所或地点；

　　

(b)要求交出、查阅、审核及复制本条例规定备存的登记册、纪录、表格或其他文件；

　　

(c)按需要进行检查及查讯，以确定本条例的规定是否获得遵从；并检取任何看似是本条例所订罪行的证据；

　　

(d)按他认为适当而单独或在有他人在场情况下，就有关本条例的事项，讯问在《工厂及工业经营条例》(第59章)所指的工业经营内所发现的任何人，或讯问他有合理因由相信曾于过去2个月内受雇在《工厂及工业经营条例》(第59章)所指的工业经营内工作的人，或要求任何该等人士接受讯问，并签署声明，表明其受讯问所答的事项属实； (由1980年第10号第6条增补)

　　

(e)要求雇用或曾经雇用青年或儿童在《工厂及工业经营条例》(第59章)所指的工业经营内工作的人士，或此等雇主的任何代理人或佣工，提供他所管有一切与此等青年或儿童有关的资料，以及有关此等雇主所雇用的每名青年或儿童的工作情况及待遇； (由1980年第10号第6条增补。由2001年第7号第10条修订)

　　

(f)要求将与本条例或与附表4所指明的任何条例的条文有关的通告或表格，以他所指示的方式，在他所指示的期间及地点张贴；(由1980年第10号第6条增补。由1984年第48号第31条修订)

　　

(g)行使根据本条例订立的任何规例授予他的任何其他权力。 (由1980年第10号第6条增补)(2)任何人均不得根据第(1)款进入作住宅用途的处所或其中任何部分，除非裁判官根据经宣誓而作的告发，信纳有合理理由怀疑该处所或其中任何部分内曾发生或正发生或将发生本条例所订罪行，或怀疑在该处所或其中任何部分内有任何物件，相当可能是或相当可能载有该罪行的证据而发出手令，则不在此限。

　　

(3)任何人员对《工厂及工业经营条例》(第59章)所指的工业经营行使第(1)款授予他的权力时，可带同任何合理需要协助他执行本条例规定的职务的人，尤其是可带同因有特殊专长而获处长聘用以就施行本条例所须处理事宜向劳工处提供意见的人士。 (由1980年第10号第6条增补)

　　

(4)依据第(3)款陪同上述人员的人─

　　

　　(a)可于该人员行使第(1)款所授予的权力时，给予该人员合理要求的协助；

　　

(b)就第72A及72B条而言，须当作为公职人员。 (由1980年第10号第6条增补)

　　

(由1979年第55号第2条增补)

　　

　第57章 第72A条　公职人员有责任不披露申诉来源等

　　

　　(1)除获得申诉人同意或按第(4)款的规定外，凡有人作出申诉，指称有违反本条例规定的情况，或该项申诉导致一名公职人员或其他公职人员知悉有违反本条例规定的情况，该名公职人员不得向任何人(其他正在执行公务的公职人员除外)披露该申诉人的姓名或身分。

　　

(2)任何公职人员不得向雇主或其代理人或佣工披露他因接获第(1)款所提述的申诉而曾前往该雇主所维持的雇佣地点探访。

　　

(3)除按第(4)款所规定外，任何公职人员凡因执行本条例或与此有关的职务而知悉任何生产秘密或商业秘密或工序，则不论何时，即使他已不再是公职人员，均不得向任何人披露该秘密或工序。

　　

(4)法庭或裁判官在任何法律程序中，凡认为为公正有此需要，可命令披露作出第(1)款所提述的申诉人的姓名或身分，或披露第(3)款所提述的秘密或工序。

　　

(由1980年第10号第7条增补)

　　

　第57章 第72B条　不得以雇员曾在根据本条例进行的法律程序中作供等理由而终止雇用及其他情况

　　

　　(1)雇主不得因其任何雇员有以下行为，而终止雇用或威胁终止雇用或在任何方面歧视该雇员─ (由1993年第61号第9条修订)

　　

　　(a)该雇员曾在为强制执行本条例而进行的法律程序中作供或同意作供； (由1992年第29号第3条修订)

　　

(b)该雇员曾向为强制执行本条例或与此有关而进行查讯的公职人员，提供资料；

　　

(c)该雇员曾在有关一名雇员于受雇工作期间因工遭遇意外的法律程序中，或就违反涉及个人工作安全的法定职责的法律程序中作供或同意作供；或 (由1992年第29号第3条增补)

　　

(d)该雇员在公职人员就一名雇员于受雇工作期间因工遭遇意外而进行查讯时，或就违反涉及个人工作安全的法定职责而进行查讯时，曾向该人员提供资料。 (由1992年第29号第3条增补)(2)凡雇主就第63A(5)条所订与本条所禁止的行动有关的罪行而被定罪，则判其有罪的法庭或裁判官，可命令该雇主，除须支付可对其施加的罚款外，并须支付赔偿给在该罪行中为受害人的雇员，赔偿款额是法庭或裁判官在考虑有关个案的情况后认为是适当的款额。 (由1993年第61号第9条增补。由1995年第103号第23条修订)

　　

(由1980年第10号第7条增补)

　　

　第57章 第72C条　推定

　　

　　在根据本条例提出的检控中─

　　

　　(a)就本条例的任何条文而言，凡一个人在任何时间的年龄具关键性，则他在关键时间的年龄须被当作为或被当作曾经为法庭或裁判官在考虑可得证据后觉得是或曾经是当时的年龄；

　　

(b)如控罪是指称有人违反本条例任何有关禁止或管制雇用青年或儿童的条文，而在该宗检控中被告人乃所指称发生该罪行的雇佣地点的雇主，或与所指称发生该罪行有关的雇佣地点的雇主，则直至相反证明成立为止，须推定与该控罪有关而在所指称发生该罪行当日受雇于雇佣地点的青年或儿童，是由该雇主在该日雇用于该地点的。 (由2001年第7号第11条修订)

　　

(由1980年第10号第7条增补)

　　

　第57章 第73条　规例

　　

　　(1)行政长官会同行政会议可为下列各项或任何一项目的而订立规例─ (由2000年第56号第3条修订)

　　

　　(a)禁止或管制任何工业、职业或行业雇用任何人或任何类别人士；

　　

(b)要求任何工业、职业或行业就其雇员或任何类别雇员备存纪录及保存表格；

　　

(c)将确保遵从本条例条文的义务，施加于雇主、其代理人或佣工及雇员；

　　

(d)向雇主及雇员委以职责及法律责任；

　　

(e)界定为本条例的施行而获委任或授权的公职人员的职能、职责及权力；

　　

(f)豁免任何工业、职业或行业，或其任何部分或类别受本条例或其任何条文的施行所规限；

　　

(g)规定本条例或其任何条文对与某类人士有关的事宜并不适用或可作出修改；

　　

(h)(由2000年第56号第3条废除)

　　

(ha)规定凡处长信纳《工厂及工业经营条例》(第59章)所指的工业经营或其中任何类别或种类的工业经营的工作，受到季节性压力或其他特殊压力，他可藉宪报刊登的命令，容许该等工业经营或该类别或种类的工业经营在受压力期间，延长根据本条例订立的规例所指明有关雇员的工作时间或雇佣期，但在任何一年内不得超过该命令所指明的期间； (由1980年第10号第8条增补。由2001年第7号第12条修订)

　　

(hb)规定─

　　

(i)任何文件如看来是某份文件或通知书的副本，并看来是由某人或其妥为授权的代理人签署，则在任何法庭或裁判官进行的法律程序中由公职人员交出时，须接纳为证据而无须再加证明；及

　　

(ii)直至相反证明成立为止，获呈交该文件的法庭或裁判官须推定该文件是真实副本，并经由该人或其妥为授权的代理人签署；及

　　

(iii)该文件是其内所载事实的确证； (由1980年第10号第8条增补)(hc)规定凡在任何雇佣地点从事任何工作的人，其所从事的工作种类与在该雇佣地点所进行的生产程序、行业或业务有附带关系或相关，就任何根据本条例订立的任何规例而言，或就根据本条例而进行的任何法律程序而言，均当作在该雇佣地点受雇；但规例内另有规定者，则不在此限； (由1980年第10号第8条增补)

　　

(i)概括而言，本条例条文的施行。(2)处长可在其认为适当的情况下，在经其指明的期间内及受他指明条件的规限下，以书面豁免任何人或任何类别的人受根据本条订立的任何规例所规限。

　　

(3)(由1988年第24号第2条废除)

　　

(由1979年第55号第2条增补。由1980年第10号第8条修订)

　　

　第57章 第74条　违反规例的罚则

　　

　　根据本条例订立的规例，可规定如违反规例即属犯罪，并可规定该罪行的刑罚，但不得超过第6级的罚款。

　　

(由1988年第24号第2条增补。由1995年第103号第24条修订)

　　

　　第57章 附表1　连续性雇佣

　　

　　[第3条]

　　

1.(a)本附表的条文，旨在确定任何雇佣合约就本条例而言是否属“连续性合约”。

　　

　　(b)如雇佣合约在本条例生效日期当日已经存在，紧接本条例生效日期前的雇佣期亦须获得考虑，以确定雇佣合约是否属连续性合约。2.在符合以下条文的规定下，不论何时，凡雇员在紧接该时间前，根据雇佣合约受雇4个星期或以上者，须当作在该段期间内是连续受雇。

　　

3.(1)就第2段而言，除非雇员在一个星期内工作18小时或以上，否则该星期不计算在内；在决定雇员曾否在某一个小时工作时，第(2)节的条文便须适用。

　　

(2)如雇员在任何一个小时，不论整小时或其部分─

　　

　　(a)因疾病或损伤而无能力工作(但如无能力工作超过48小时，须有注册医生或注册牙医签发的医生证明书作为佐证)；或(由1995年第5号第11条修订)

　　

(b)在因法律规定、双方的安排，或因行业、业务或经营的习惯而被视为仍继续受雇主为任何目的而雇用的情况下缺勤，则除按第4段所规定外，该小时须计作为该雇员曾经工作的小时。

　　

4.凡雇员在任何一个小时或其部分因下列理由而缺勤─

　　

　　(a)雇员参与不属非法的罢工；或

　　

(b)雇主闭厂，则该小时不得计作为他曾经工作的小时，但其雇佣期的连续性则不会因该次缺勤而视为中断。

　　

5.如一个行业、业务或经营由一人转让给另一人，则在转让时雇员在该行业、业务或经营的雇佣期，须计作为受雇于受让人的雇佣期，而该项转让亦不会令雇佣期的连续性中断。

　　

6.就本附表而言，凡提述雇员曾经工作的小时，均指他曾为雇主工作的小时，不论是否按同一雇佣合约或另一雇佣合约受雇于该雇主，亦不论该等小时是否属连续性者。 (由1990年第41号第23条代替)

　　

7.在本附表中，除文意另有所指外─

　　

“星期”(week) 指以星期六为最后一天的一个星期；

　　

“闭厂”(lock-out) 及“罢工”(strike) 具有《职工会条例》(第332章)分别给予该两词的涵义。

　　

(由1970年第5号第9条修订；由1970年第71号第6条修订；由1990年第41号第23条修订)

　　

　　第57章 附表2　拘捕潜逃雇主的程序

　　

　　附注：

　　

具追溯力的适应化修订─见2000年第56号第3条

　　

　　[第67条]

　　

第I部

　　

1.在本部内，第67(1)(a)及(b)条所述工资及款项均称为“债项”。 (由2000年第32号第48条修订)

　　

2.凡根据第67条提出的申请，须按第II部内表格1的格式提出。

　　

3.区域法院法官就根据第67条提出的申请作出他认为需要的调查后，如信纳有颇能成理的因由相信雇主即将离开香港，意图逃避支付债项，可按第II部表格2的格式发出手令，下令拘捕及将该雇主带到区域法院法官席前，向区域法院法官提出为何不应按照第5段规定他提交保证的因由。 (由1984年第48号第32条修订)

　　

4.按照第3段发出的手令被带到区域法院法官席前的雇主，如能提出为何不应按照第5段规定他提交保证的因由，则该手令须予以撤销，而雇主须获得释放。

　　

5.(1)根据第3段发出手令而按照该手令被带到区域法院法官席前的雇主，如未能提出为何不应按照本段规定他提交保证的因由，则区域法院法官可下令规定该雇主按照第(3)节订立保证书，随传随到区域法院法官席前，直至将债项款额全数付给雇员为止。

　　

(2)如雇主要约以任何其他安排，保证将债项款额全数付给雇员，以代替根据第(1)节订立保证书，则区域法院法官可接受此种安排，作为将债项款额全数付给雇员的保证，以代替保证书。

　　

(3)根据第(1)节订立的保证书─

　　

　　(a)须使雇员受惠；

　　

(b)须采用第II部内表格3的格式；

　　

(c)所保证的款项须由区域法院法官命令，但不得超过债项款额；及

　　

(d)须为经区域法院法官所命令的连同有若干数目担保人的保证书，而该数目的担保人须为区域法院法官所批准。6.如雇主遵从区域法院法官根据第5(1)段所作出的命令，或根据第5(2)段以其他安排保证将债项款额全数付给雇员，则根据第3段发出的手令须予以撤销，而雇主须获得释放。 (由1997年第80号第102条修订)

　　

7.如雇主未有遵从区域法院法官根据第5(1)段所作出的命令，则区域法院法官可将他交付监狱羁押，直至该命令获得遵从，或羁押满3个月为止，两者以较早发生者为准。

　　

8.(1)如雇主或根据第5段订立的保证书的任何担保人提出申请，而区域法院法官信纳第(2)节所指明的任何一种情况已经出现，则可在适当情形下令─

　　

　　(a)撤销根据第3段发出的手令；

　　

(b)如雇主根据第3段被拘捕或被带到区域法院法官席前，或根据第7段被交付监狱羁押，则将该雇主释放；

　　

(c)根据第5段订立的任何保证书无效(不论其内所载条件如何)；及

　　

(d)免除雇主遵从根据第5(2)段所作的任何安排。(2)第(1)节所指情况如下─

　　

　　(a)债项已全数清付或已放弃追讨；

　　

(b)在根据第67条申请向雇主追讨任何部分债项后14天内，仍未提出法律程序；

　　

(c)向雇主追讨全部或部分债项的法律程序未有努力进行；

　　

(d)向雇主追讨全部或部分债项的所有法律程序，最后已经被取消或撤销。9.(1)根据第5段订立的保证书的担保人，可随时向区域法院法官申请解除其根据该保证书所须承担的义务。

　　

(2)区域法院法官在接获根据第(1)节提出的申请后，须传召雇主到区域法院法官席前。

　　

(3)雇主到区域法院法官席前时，区域法院法官须下令解除根据第(1)节提出申请的担保人根据该保证书所须承担的义务，并命令该雇主提供另外1名或多名经区域法院法官批准的担保人，作为该保证书的担保人。

　　

(4)如区域法院法官根据第(3)节命令雇主提供一名或多名经批准的保证书担保人，则第6及7段的条文须属适用，犹如该命令是根据第5(1)段作出的一样。

　　

10.根据第67条或第8或9段提出申请或与该申请有关的事宜，均无须向区域法院付给任何费用。

　　

(由1998年第25号第2条修订)

　　

　　第II部

　　

　　表格1

　　

　　[《雇佣条例》

　　

附表2第I部第2段]

　　

要求发出拘捕潜逃雇主手令的

　　

申请书

　　

标题

　　

在香港 ..............区域法院聆讯的

　　

19 ...年第 ........号案件

　　

申请事项∶根据《雇佣条例》第67条申请发出手令拘捕雇主..................................

　　

.......................................................................................................................................。

　　

单方面提出申请∶申请人是雇员...............................................................................。

　　

　　我..................................................，地址为.................................................

　　

(申请人姓名)

　　

　　........................................................................................................................................，

　　

(申请人地址)

　　

现按照《雇佣条例》附表2第I部第3段申请发出手令，拘捕.................................，

　　

(雇主姓名)

　　

该雇主地址为.................................................................................................................，

　　

其职业是......................................................。

　　

2.我提出申请所根据的理由如下 ─

　　

　　(a)我是........................................................................的雇员/前雇员(1)；

　　

(雇主姓名)(b).............................................是名列附表第1栏内各人的雇主/前雇主(1)；

　　

(雇主姓名)(c)该雇主所拖欠该等雇员的工资及/或(1)其他款项，已详列于附表第2栏，相对于该等雇员姓名的位置，而拖欠的理由则详列于附表第3栏内；及

　　

(d)由于下述理由，我相信该雇主即将离开香港，意图逃避支付附表第2栏所列工资及/或(1)其他款项─

　　

......................................................................................................

　　

......................................................................................................

　　

　　附表

　　

　　第1栏

　　

　　第2栏

　　

　　第3栏

　　

　　雇员姓名及地址

　　

　　拖欠雇员的工资及/或(1)其他款项

　　

　　拖欠理由

　　

　　拖欠雇员款项总额

　　

　　日期∶19 年 月 日。

　　

　　............................................申请人

　　

　　支持申请的誓章

　　

我........................谨此以宗教形式宣誓/谨此郑重、衷诚及据实声明及以非宗教形式宣誓(1)，据我所知所信，以上申请书第2段所述各项事实，均属正确。

　　

19 ....年 ....月 ....日于香港 .......................在我面前以宗教形式宣誓/以非宗教形式宣誓(1)。

　　

　　...........................................

　　

监誓员

　　

　　注∶(1)将不适用者删去。

　　

　　(由1972年第48号法律公告修订；由1981年第177号法律公告修订；由1998年第25号第2条修订)

　　

__________

　　

　　表格2

　　

　　[《雇佣条例》

　　

附表2第I部第3段]

　　

拘捕潜逃雇主的手令

　　

[标题与表格1的标题相同]

　　

致∶全体及每名香港警务人员及执达主任∶

　　

　　根据[申请人姓名]于19 年 月 日呈递的申请书，我信纳申请人[及申请书内所提述的其他人](2)是/曾是(1)[雇主姓名]的雇员，而根据颇能成理的因由相信上述[雇主姓名]即将离开香港，意图逃避支付该等雇员所赚取而遭拖欠的款项共计[债项款额]∶

　　

　　为此，现命令你随即将上述[雇主姓名]拘捕，并带他到区域法院法官席前，向区域法院法官提出为何不应按照《雇佣条例》附表2第I部第5段规定他[雇主姓名]提交保证的因由，并进一步依法处理。

　　

　　日期：19 年 月 日。

　　

　　....................................................区域法院法官

　　

　　[盖印处]

　　

　　注∶(1)将不适用者删去。

　　

(2)如不适用可删去。

　　

　　(由1981年第177号法律公告修订；由1998年第25号第2条修订；由2000年第56号第3条修订)

　　

__________

　　

　　表格3

　　

　　[《雇佣条例》

　　

附表2第I部第5段]

　　

雇主付给雇员欠薪保证书

　　

我/我们(1)，即[雇主姓名]，地址为[地址]，[担保人姓名]，地址为[地址]，以及[担保人姓名]，地址为[地址]，现保证负责支付$ 给[雇员姓名]〔及(雇主姓名)的其他雇员，其姓名在19 年 月 日(申请人姓名)根据《雇佣条例》第67条向区域法院法官 呈递的申请书内均有列明](2)。该款项将付给[雇员姓名][及上述其他雇员](2)或他/ 他们各自(1)的遗嘱执行人、遗产管理人或承让人；我/我们共同及各别(1)保证及保证我/我们各自(1)的继承人、遗嘱执行人以及遗产管理人支付上述款项。

　　

此证，我/我们(1)谨于19 年 月 日在此签署盖印作实。

　　

是项义务的条件是∶[雇主姓名]须随传随到区域法院法官席前，直至将申请书所指明$ 全数付给[雇员姓名][及上述其他雇员](2)为止，届时是项义务须告无效，但在未支付前，此项义务仍完全有效。

　　

　　在

　　

　　面前签署、盖印并交付作实

　　

}

　　

[雇主]

　　

[担保人]

　　

[担保人]

　　

(盖印处)

　　

(盖印处)

　　

(盖印处)

　　

注∶(1)将不适用者删去。

　　

(2)如不适用可删去。

　　

　　(由1998年第25号第2条修订)

　　

(附表2由1970年第71号第7条增补)

　　

　　第57章 附表3　雇主或雇员的死亡

　　

　　〔第31M条〕

　　

　　第I部

　　

　　雇主的死亡1.本部的规定，就雇员而言，对与其雇主(本部内称为“已故雇主”)死亡有关的情况具有效力。

　　

2.已故雇主生前雇用雇员所从事的业务的拥有权，如转移至该已故雇主的遗产代理人，因此而引起的变更，第31J条并不适用。

　　

3.凭借第31L(1)条的规定，凡已故雇主的死亡就本条例第VA部而言，视为是该雇主终止雇佣合约，惟在下列情况，雇员不得视为已遭该已故雇主解雇─

　　

　　(a)其雇佣合约经由已故雇主的遗产代理人予以续订，或经由该遗产代理人以新雇佣合约再次聘用；及

　　

(b)续约或再次聘用是在已故雇主死亡后4个星期内生效。4.就本条例第VA部而言，雇员凡因已故雇主死亡而被视为已遭解雇，如已故雇主的遗产代理人曾以书面向该雇员要约续订合约，或以新合约再次聘用，而按照要约所列详情，续约或再次聘用会在已故雇主死亡后4个星期内生效，且有以下其中一种情形─

　　

　　(a)该续订或新订合约(视属何情况而定)的条文，不论是有关该雇员将受雇的身分及受雇地点，以及其他雇佣条款及条件，均与紧接雇主死亡前的有效合约的相应条文无异；或

　　

(b)如按照要约所指明的详情，该等条文与紧接雇主死亡前的有效合约的相应条文全部或部分有所不同，但该项要约对该雇员而言构成适合雇佣的要约，该雇员在上述任何一种情况下不合理地拒绝该项要约，即无权因是次遭解雇而获得遣散费。

　　

5.就第4段而言─

　　

　　(a)任何要约，不得仅因遗产代理人取代已故雇主成为雇主，而将续订的合约或新合约(视属何情况而定)的条文，视为与紧接已故雇主死亡前的有效合约的相应条文有所不同；及

　　

(b)在决定拒绝该项要约是否不合理时，对上述取代不加考虑。6.凭借第31L(1)条的规定，凡已故雇主的死亡视为由该雇主终止雇佣合约，则该条第(2)款中凡提述第31D(2)条时，须解释为包括提述第3段。

　　

7.凭借第3段的规定，凡雇员因其获续约或获再次聘用是在已故雇主死亡后生效而不视为被解雇，则─

　　

　　(a)就第31B(1)条而言，在决定该雇员是否在必要期间内曾根据连续性合约受雇时，由雇主死亡之日起至续约或再次聘用生效之日止的一段相隔期间，须计作为受雇于已故雇主的遗产代理人的雇佣期(假若无本段的规定，该段相隔期间就该目的而言不得计作为上述雇佣期)；及

　　

(b)在计算第31B(1)条所指明的期间时，雇员雇佣期的连续性不得视为被在该段相隔期间内任何一个星期所打断。8.为按照第31B(3)条使本条例第VA部适用于受雇为家庭佣工，在私人住户工作或其受雇的工作是与私人住户有关的雇员，本附表内本部凡提述遗产代理人时，均解释为包括提述任何因已故雇主的死亡而获转移该住户管理权的人；但依据出售或为有值代价的其他产权处置而获转移管理权者除外。

　　

9.除本附表本部另有规定外，就一名已死亡的雇主而言─

　　

　　(a)本条例第VA部内凡提述雇主所作事情或所作与雇主有关的事情时，均须解释为包括提述该已故雇主任何遗产代理人所作事情或所作与该遗产代理人有关的事情；及

　　

(b)本条例第VA部内凡提述雇主被要求或获授权作出的事情，或被要求或获授权作出与他有关的事情时，均须解释为包括提述按照本条例第VA部而经由本附表内本部(包括(a)分节)所修改的条文，雇主的遗产代理人被要求或获授权作出的事情，或被要求或获授权作出与他有关的事情。10.凭借本条例第VA部而经由本附表本部加以修改的规定，凡已故雇主的遗产代理人有法律责任付给遣散费或部分遣散费，而该法律责任并非于雇主死亡前产生，则就各方面而言，该法律责任须视为犹如是已故雇主的法律责任一样，而该法律责任在紧接他死亡前产生。

　　

　　第II部

　　

　　雇员的死亡11.凡雇主已给予雇员通知，终止其雇佣合约，而该雇员在通知期限届满前死亡，则本条例第VA部即须适用，犹如该雇主已藉在雇员死亡之日届满的通知而妥为终止合约。

　　

12.凡雇主已给予通知雇员终止其雇佣合约，并要约续订其雇佣合约或以新合约再次聘用，而─

　　

　　(a)该雇员在接受或拒绝该项要约之前死亡；及

　　

(b)在该雇员死亡前，其雇主未有撤回该项要约，则第31C条第(2)或(3)款(视属何情况而定)即须适用，犹如该两款内“该雇员不合理地拒绝该项要约”字句，改由“雇员方面如拒绝该项要约应属不合理”字句取代。

　　

13.如雇员于有关日期后的1个月期间终结前死亡，则对其遗产代理人提出的申索，第31N条须予适用，但其内“3个月”的字句改由“6个月”取代。(由1985年第76号第9条修订)

　　

14.除本附表内本部另有规定外，就一名已死亡的雇员而言，本条例第VA部内─

　　

　　(a)凡提述雇员所作事情或所作与雇员有关的事情，均须解释为包括提述该已故雇员任何遗产代理人所作事情或所作与该遗产代理人有关的事情；及

　　

(b)凡提述雇员被要求或获授权作出的事情，或被要求或获授权作出与他有关的事情时，均须解释为包括提述任何按照本条例第VA部而经由本附表内本部(包括(a)分节)所修改的条文，雇员的遗产代理人被要求或获授权作出的事情，或被要求或获授权作出与他有关的事情。15.已故雇员的遗产代理人获付给遣散费的权利，凡该权利并非在雇员死亡前产生，须转予遗产代理人，犹如是在雇员死亡前产生一样。

　　

(附表3由1974年第67号第6条增补)

　　

　　第57章 附表4　指明条例

　　

　　附注：

　　

具追溯力的适应化修订─见2000年第56号第3条

　　

　　[第72(1)条]

　　

　　项名称

　　

　　1.《劳资审裁处条例》(第25章)。

　　

2.《学徒制度条例》(第47章)。

　　

3.《劳资关系条例》(第55章)。

　　

4.《往香港以外地方就业合约条例》(第78章)。 (由2000年第56号第3条修订)

　　

5.《雇员补偿条例》(第282章)。

　　

6.《职工会条例》(第332章)。

　　

7.《肺尘埃沉病(补偿)条例》(第360章)。 (由1997年第18号法律公告修订)

　　

8.《小额薪酬索偿仲裁处条例》(第453章)。 (由1994年第61号第55条增补)

　　

(附表4由1984年第48号第33条增补)

　　

　　第57章 附表5　(由1997年第74号第18条废除)

　　

　　第57章 附表6　雇主的死亡─长期服务金

　　

　　〔第31ZC条〕

　　

1.本附表的规定，就雇员而言，对与其雇主(本附表内称为“已故雇主”)死亡有关的情况具有效力。

　　

2.已故雇主生前雇用雇员所从事的业务的拥有权，如转移至该已故雇主的遗产代理人，因此而引起的变更，第31Z条并不适用。

　　

3.凭借第31ZB条的规定，凡已故雇主的死亡就本条例第VB部而言，视为是该雇主终止雇佣合约，惟在下列情况，雇员不得视为已遭该已故雇主解雇─

　　

　　(a)其雇佣合约经由已故雇主的遗产代理人予以续订，或经由该遗产代理人以新雇佣合约再次聘用；及

　　

(b)续约或再次聘用是在已故雇主死亡后4个星期内生效。4.凭借第3段的规定，凡雇员因其获续约或获再次聘用是在已故雇主死亡后生效而不视为被解雇，则─

　　

　　(a)就第31R或31RA条而言，在决定该雇员是否曾根据连续性合约受雇满必要服务年数，由雇主死亡之日起至续约或再次聘用生效之日止的一段相隔期间，须计作为受雇于已故雇主的遗产代理人的雇佣期(假若无本段的规定，该段相隔期间就该目的而言不得计作为上述雇佣期)；及

　　

(b)在计算第31R或31RA条所指明的服务年数时，雇员雇佣期的连续性不得视为被在该段相隔期间内任何一个星期所打断。5.为按照第31RB条使本条例第VB部适用于受雇为家庭佣工，在私人住户工作或其受雇的工作是与私人住户有关的雇员，本附表内凡提述遗产代理人时，均解释为包括提述任何因已故雇主的死亡而获转移该住户管理权的人；但依据出售或为有值代价的其他产权处置而获转移管理权者除外。

　　

6.除本附表另有规定外，就一名已死亡的雇主而言─

　　

　　(a)本条例第VB部内凡提述雇主所作事情或所作与雇主有关的事情时，均须解释为包括提述该已故雇主任何遗产代理人所作事情或所作与该遗产代理人有关的事情；及

　　

(b)本条例第VB部内凡提述雇主被要求或获授权作出的事情，或被要求或获授权作出与他有关的事情时，均须解释为包括提述按照本条例第VB部而经由本附表(包括(a)分节)所修改的条文，雇主的遗产代理人被要求或获授权作出的事情，或被要求或获授权作出与他有关的事情。7.凭借经由本附表加以修改的本条例第VB部，凡已故雇主的遗产代理人有法律责任付给长期服务金或部分长期服务金，而该法律责任并非于雇主死亡前产生，则就各方面而言，该法律责任须视为犹如是已故雇主的法律责任一样，而该法律责任在紧接他死亡前产生。

　　

(附表6由1985年第76号第10条增补。由1988年第52号第17条修订；由1990年第41号第24条修订)

　　

　　第57章 附表7

　　

　　[第31G及31V条]

　　

表A

　　

　　第1栏

　　

　　第2栏

　　

　　有关日期

　　

　　最高款额

　　

　　在《1995年雇佣(修订)条例》*(1995年第5号)

　　

生效日期之前

　　

雇员在紧接有关日期前的12个月期间所赚取的

　　

工资总额，或$180000，两者以较小款额为准

　　

　　在《1995年雇佣(修订)条例》*(1995年第5号)

　　

生效日期当日或之后，但在1995年10月1日之前

　　

　　$210000

　　

　　1995年10月1日至1996年9月30日

　　

1996年10月1日至1997年9月30日

　　

1997年10月1日至1998年9月30日

　　

1998年10月1日至1999年9月30日

　　

1999年10月1日至2000年9月30日

　　

2000年10月1日至2001年9月30日

　　

2001年10月1日至2002年9月30日

　　

2002年10月1日至2003年9月30日

　　

2003年10月1日当日或之后

　　

　　$230000

　　

$250000

　　

$270000

　　

$290000

　　

$310000

　　

$330000

　　

$350000

　　

$370000

　　

$390000

　　

表B

　　

　　第1栏

　　

　　第2栏

　　

　　有关日期

　　

　　可十足计算的服务年资

　　

　　在《1995年雇佣(修订)条例》*(1995年第5号)

　　

生效日期当日或之后，但在1995年10月1日之前

　　

　　25年

　　

　　1995年10月1日至1996年9月30日

　　

1996年10月1日至1997年9月30日

　　

1997年10月1日至1998年9月30日

　　

1998年10月1日至1999年9月30日

　　

1999年10月1日至2000年9月30日

　　

2000年10月1日至2001年9月30日

　　

2001年10月1日至2002年9月30日

　　

2002年10月1日至2003年9月30日

　　

2003年10月1日至2004年9月30日

　　

　　27年

　　

29年

　　

31年

　　

33年

　　

35年

　　

37年

　　

39年

　　

41年

　　

43年

　　

(附表7由1995年第5号第12条增补)___________________________________________________________________________

　　

注：

　　

*“《1995年雇佣(修订)条例》”乃“Employment (Amendment) Ordinance 1995”之译名。

　　

　　第57章 附表8　雇佣保障

　　

　　[第32G条]

　　

雇主或雇员的死亡

　　

　　第I部

　　

　　雇主的死亡

　　

　　1.如雇主于其雇员在雇佣保障上的诉讼权根据本条例第VIA部产生后但在有关申索获判定前死亡，则雇员可就有关申索对已故雇主的遗产代理人进行诉讼。

　　

2.就雇主死亡而言，凡在第32B或32C条中提述由雇主续订合约或再次聘用，须解释为包括提述由已故雇主的任何遗产代理人续订合约或再次聘用；而提述由雇主所作的要约，须解释为包括提述由已故雇主的任何遗产代理人所作的要约。

　　

　　第II部

　　

　　雇员的死亡

　　

3.如雇员于其在雇佣保障上的诉讼权根据本条例第VIA部产生后但在有关申索获判定前死亡，则已故雇员的遗产代理人可就有关申索进行诉讼。

　　

4.凡雇主已给予雇员通知，终止其雇佣合约，而该雇员在该通知期限届满前死亡，则本条例第VIA部关于雇佣保障的条文须适用，犹如该雇主己藉在该雇员死亡当日届满的通知终止该合约一样。

　　

5.凡雇主己给予雇员通知，终止其雇佣合约，并要约续订其雇佣合约或要约以新合约再次聘用该雇员，而─

　　

　　(a)该雇员在未曾接受或拒绝该项要约前已死亡；及

　　

(b)在该雇员死亡前，其雇主未有撤回该项要约，则第32C(1)或(2)条(视属何情况而定)须适用，犹如在该两款内“该雇员如不合理地拒绝该项要约”的字句，已由“该雇员如拒绝该项要约本应属不合理”的字句取代一样。

　　

(附表8由1997年第75号第5条增补)

　　

文件提供：vip.chinalawinfo.com 北大法宝 Tel:010-8268 9699

Cap　57　Long　title

　

　　To provide for the protection of the wages of employees, to regulate general conditions of employment and employment agencies, and for matters connected therewith.

　　

(Amended 5 of 1970 s. 2)

　　

[27 September 1968]

　　

(Originally 38 of 1968)

　　

　　Cap 57 s 1 Short title

　　

　　PART I

　　

　　PRELIMINARY

　　

This Ordinance may be cited as the Employment Ordinance.

　　

　　Cap 57 s 2 Interpretation

　　

　　(1) In this Ordinance, unless the context otherwise requires- (Amended 48 of 1984 s. 2)

　　

"alternative holiday" (另定假日) means a holiday granted or to be granted under section 39(2) and (2A); (Added 39 of 1973 s. 2. Amended 137 of 1997 s. 2)

　　

"annual leave" (年假) means the annual leave provided for in Part VIIIA; (Added 53 of 1977 s. 2)

　　

"annual leave pay" (年假薪酬) means the annual leave pay required by this Ordinance to be paid in respect of a period of annual leave and any sum required to be paid under section 41D; (Added 53 of 1977 s. 2)

　　

"business" (业务) includes a trade or profession and any like activity carried on by a person; (Added 76 of 1985 s. 2)

　　

"cease" (停止), in relation to Part VA, Part VB, the Third Schedule and the Sixth Schedule, means cease either permanently or temporarily and from whatsoever cause, and "diminish" (缩减) has a corresponding meaning; (Added 76 of 1985 s. 2)

　　

"child" (儿童) means a person under the age of 15 years; (Replaced 41 of 1990 s. 2)

　　

"Commissioner" (处长) means the Commissioner for Labour and includes a Deputy Commissioner for Labour and an Assistant Commissioner for Labour; (Amended L.N. 142 of 1974; 61 of 1993 s. 2)

　　

"confinement" (分娩) means the delivery of a child; (Added 5 of 1970 s. 3)

　　

"contract of employment" (雇佣合约) means any agreement, whether in writing or oral, express or implied, whereby one person agrees to employ another and that other agrees to serve his employer as an employee and also a contract of apprenticeship;

　　

"dangerous drug" (危险药物) has the meaning assigned to it in the Dangerous Drugs Ordinance (Cap 134);

　　

"Director" (署长) means the Director of Health; (Added 39 of 1973 s. 2. Amended L.N. 76 of 1989)

　　

"domestic servant" (家庭佣工) includes a garden servant, chauffeur and boat-boy and any other personal servant of a like class; (Added 76 of 1985 s. 2)

　　

"employee" (雇员) means an employee to whom, by virtue of section 4, this Ordinance applies;

　　

"employer" (雇主) means any person who has entered into a contract of employment to employ any other person as an employee and the duly authorized agent, manager or factor of such first mentioned person;

　　

"holiday" (假日) means-

　　

　　(a) a statutory holiday;

　　

(b) an alternative holiday;

　　

(c) a substituted holiday; or

　　

(d) a day on which an employee is required by section 39(4) to be granted a holiday; (Added 39 of 1973 s. 2. Amended 137 of 1997 s. 2)"holiday pay" (假日薪酬) means the holiday pay provided for by section 40; (Added 39 of 1973 s. 2)

　　

"issue" (后嗣) means a child whether under the age of majority or not of a deceased employee and-

　　

　　(a) includes a step-child;

　　

(b) includes a child adopted by the employee, but does not include a child of the employee adopted by another person;

　　

(c) does not include an illegitimate child; and

　　

(d) where polygamy lawfully subsists, does not include a child who is not an adopted child of the employee unless his mother was, at the time of his birth, the employee's principal wife-

　　

(i) in case the relevant marriage or, where appropriate, each such marriage constitutes a customary marriage for the purposes of the Marriage Reform Ordinance (Cap 178), according to Chinese law and custom; or

　　

(ii) in any other case, according to the law which, as regards the relevant marriage or marriages, was the proper personal law of the employee; (Added 52 of 1988 s. 2)"Labour Tribunal" (劳资裁处) means the Labour Tribunal established by section 3 of the Labour Tribunal Ordinance (Cap 25); (Added 76 of 1985 s. 2)

　　

"lock-out" (闭厂) has the meaning assigned to it by section 2 of the Trade Unions Ordinance (Cap 332); (Added 76 of 1985 s. 2)

　　

"long service payment" (长期服务金) means the long service payment payable by an employer to an employee under section 31R or to a person entitled to such payment under section 31RA; (Added 76 of 1985 s. 2. Amended 41 of 1990 s. 2)

　　

"mandatory provident fund scheme" (强制性公积金计划) means a provident fund scheme registered under the Mandatory Provident Fund Schemes Ordinance (Cap 485); (Added 4 of 1998 s. 5)

　　

"maternity leave" (产假) means absence from work, in accordance with the provisions of Part III, by a female employee because of her pregnancy or confinement; (Added 5 of 1970 s. 3)

　　

"maternity leave pay" (产假薪酬) means pay in respect of maternity leave payable to a female employee under section 14; (Added 22 of 1981 s. 2)

　　

"Minor Employment Claims Adjudication Board" (小额薪酬索偿仲裁处) means the Minor Employment Claims Adjudication Board established by section 3 of the Minor Employment Claims Adjudication Board Ordinance (Cap 453); (Added 61 of 1994 s. 49)

　　

"miscarriage" (流产) means the expulsion of the products of conception which are incapable of survival after being born before 28 weeks of pregnancy; (Added 22 of 1981 s. 2)

　　

"occupational retirement scheme" (职业退休计划) means a scheme or arrangement under which benefits, based on length of service, are payable in respect of employees on retirement, death, incapacity or termination of service, but does not include a mandatory provident fund scheme; (Added 4 of 1998 s. 5)

　　

"outworker" (外发工) means a person to whom articles or materials are, for payment or reward, given out to be made up, cleaned, washed, altered, ornamented, finished or repaired, or adapted for sale, in his own home or on other premises not under the control or management of the person who gave out the articles or materials; (Added 76 of 1985 s. 2)

　　

"paid sickness day" (有薪病假日) means a sickness day in respect of which an employee is entitled to be paid sickness allowance; (Added 39 of 1973 s. 2)

　　

"recognized scheme of medical treatment" (认可医疗计划) means a scheme of medical treatment operated by an employer and approved by the Director for the purposes of this Ordinance under section 34(1); (Added 39 of 1973 s. 2)

　　

"registered dentist" (注册牙医) has the same meaning as in section 2(1) of the Dentists Registration Ordinance (Cap 156); (Added 5 of 1995 s. 2)

　　

"registered medical practitioner" (注册医生) has the same meaning as in section 2 of the Medical Registration Ordinance (Cap 161); (Added 61 of 1993 s. 2)

　　

"relevant date" (有关日期), in relation to the termination of employment of an employee, means-

　　

　　(a) where the employee's contract of employment is terminated by notice in accordance with section 6, the date on which that notice expires;

　　

(b) where the employee's contract of employment is terminated by payment in lieu of notice in accordance with section 7, the date up to which such wages are calculated;

　　

(c) where the employee terminates his contract of employment without notice or payment in lieu in accordance with section 10, the date on which termination takes effect;

　　

(d) where the employee is employed under a contract for a fixed term and that term expires, the date on which that term expires;

　　

(e) where a continuous contract of employment specifies an age of retirement and the employee retires at that age, the date of retirement;

　　

(f) where the employee dies, the date of his death; and

　　

(g) where the employee's contract of employment is terminated other than in accordance with the provisions of this Ordinance, the date of termination; (Replaced 52 of 1988 s. 2)"relevant mandatory provident fund scheme benefit" (有关强制性公积金计划权益), in relation to an employee, means the accrued benefits of the employee held by the approved trustee of a mandatory provident fund scheme in respect of the employee, but does not include any part of the benefit that is attributable to the contributions paid to the scheme by the employee; (Added 4 of 1998 s. 5)

　　

"relevant occupational retirement scheme benefit" (有关职业退休计划利益), in relation to an employee, means a benefit payable under an occupational retirement scheme on the retirement, death, incapacity or termination of service of the employee, but does not include any part of the benefit that is attributable to the contributions paid to the scheme by the employee; (Added 4 of 1998 s. 5)

　　

"renewal" (续订) includes extension, and any reference to renewing a contract shall be construed accordingly; (Added 76 of 1985 s. 2)

　　

"rest day" (休息日) means a continuous period of not less than 24 hours during which an employee is entitled under Part IV to abstain from working for his employer; (Added 23 of 1970 s. 2. Amended 71 of 1976 s. 2)

　　

"severance payment" (遣散费) means the severance payment payable by an employer to an employee under section 31B(1); (Added 76 of 1985 s. 2)

　　

"sickness allowance" (疾病津贴) means the sickness allowance provided for by section 33; (Added 39 of 1973 s. 2)

　　

"sickness day" (病假日) means a day on which an employee is absent from his work by reason of his being unfit therefor on account of injury or sickness; (Added 39 of 1973 s. 2)

　　

"spouse" (配偶) means, in relation to a married employee, the person to whom the employee is lawfully married; (Added 52 of 1988 s. 2)

　　

"statutory holiday" (法定假日) means a holiday specified as a statutory holiday in section 39(1); (Added 39 of 1973 s. 2. Amended 71 of 1976 s. 2; 137 of 1997 s. 2)

　　

"strike" (罢工) has the meaning assigned to it by section 2 of the Trade Unions Ordinance (Cap 332); (Added 76 of 1985 s. 2)

　　

"substituted holiday" (代替假日) means a holiday granted or to be granted under section 39(3); (Added 39 of 1973 s. 2. Amended 137 of 1997 s. 2)

　　

"tips and service charges" (小费及服务费), in relation to wages, means sums of money received, directly or indirectly, by an employee in the course of and in connection with his employment which are-

　　

　　(a) paid or derived from payments made by persons other than the employer; and

　　

(b) recognized by the employer as part of the employee's wages; (Added 48 of 1984 s. 2)"wage period" (工资期) means the period in respect of which wages are payable under a contract of employment or under section 22;

　　

"wages" (工资) subject to subsections (2) and (3), means all remuneration, earnings, allowances including travelling allowances and attendance allowances, attendance bonus, commission, overtime pay, tips and service charges, however designated or calculated, capable of being expressed in terms of money, payable to an employee in respect of work done or to be done under his contract of employment, but does not include- (Amended 48 of 1984 s. 2; 76 of 1985 s. 2; 74 of 1997 s. 3)

　　

　　(a) the value of any accommodation, education, food, fuel, light, medical care or water provided by the employer;

　　

(b) any contribution paid by the employer on his own account to any retirement scheme; (Amended 41 of 1990 s. 2)

　　

(c) any commission which is of a gratuitous nature or which is payable only at the discretion of the employer; (Replaced 74 of 1997 s. 3)

　　

(ca) any attendance allowance or attendance bonus which is of a gratuitous nature or which is payable only at the discretion of the employer; (Added 74 of 1997 s. 3)

　　

(cb) any travelling allowance which is of a non-recurrent nature; (Added 74 of 1997 s. 3)

　　

(cc) any travelling allowance payable to the employee to defray actual expenses incurred by him by the nature of his employment; (Added 74 of 1997 s. 3)

　　

(cd) the value of any travelling concession; (Added 74 of 1997 s. 3)

　　

(d) any sum payable to the employee to defray special expenses incurred by him by the nature of his employment;

　　

(da) any end of year payment, or any proportion thereof, which is payable under Part IIA; (Added 48 of 1984 s. 2)

　　

(e) any gratuity payable on completion or termination of a contract of employment; or

　　

(f) any annual bonus, or any proportion thereof, which is of a gratuitous nature or which is payable only at the discretion of the employer;"week" (星期), for the purposes of section 11 and Parts VA and VB, means the period between midnight on Saturday night and midnight on the succeeding Saturday night; (Added 76 of 1985 s. 2. Amended 41 of 1990 s. 2)

　　

"young person" (青年) means a person who has attained the age of 15 years but not the age of 18 years. (Replaced 41 of 1990 s. 2)

　　

(Amended 4 of 1998 s. 5)(2) No account of overtime pay shall be taken in calculating the wages of an employee for the purpose of-

　　

　　(a) any end of year payment under Part IIA;

　　

(b) any maternity leave pay under Part III;

　　

(c) any severance payment under Part VA;

　　

(ca) any long service payment under Part VB; (Added 76 of 1985 s. 2)

　　

(d) any sickness allowance under Part VII;

　　

(e) any holiday pay under Part VIII; or

　　

(f) any annual leave pay under Part VIIIA,unless the overtime pay is of a constant character or the monthly average of the overtime pay over a period of 12 months (or if not applicable, such shorter period of employment) immediately preceding the respective dates specified in subsections (2A) and (2B) is equivalent to or exceeds 20% of his average monthly wages during the same period. (Added 48 of 1984 s. 2. Amended 74 of 1997 s. 3)

　　

(2A) In the calculation of the monthly average of the overtime pay under subsection (2), the date specified for the purpose of that subsection is-

　　

　　(a) in relation to any end of year payment under Part IIA, the expiry date of the payment period;

　　

(b) in relation to any maternity leave pay under Part III, the commencement date of maternity leave;

　　

(c) in relation to any severance payment under Part VA and any long service payment under Part VB-

　　

(i) subject to subparagraph (ii), the relevant date;

　　

(ii) where the employee's contract of employment is terminated by payment in lieu of notice in accordance with section 7, the date on which the termination takes effect;(d) in relation to any sickness allowance under Part VII, the first sickness day;

　　

(e) in relation to any holiday pay under Part VIII, the first day of the holiday; and

　　

(f) in relation to any annual leave pay under Part VIIIA, the first day of the annual leave. (Added 74 of 1997 s. 3)(2B) Notwithstanding anything contained in subsection (2A), the date specified for the purpose of subsection (2) in relation to any termination of employment is-

　　

　　(a) subject to paragraph (b), the relevant date;

　　

(b) where the employee's contract of employment is terminated by payment in lieu of notice in accordance with section 7, the date on which the termination takes effect. (Added 74 of 1997 s. 3)(3) Where an employee who has been employed under a continuous contract-

　　

　　(a) is dismissed; or

　　

(b) is laid off within the meaning of section 31E; or

　　

(c) terminates his contract of employment in circumstances specified in section 10(aa) or 31R(1)(b); or

　　

(d) dies in circumstances specified in section 31RA(1),and for any period of that contract he had not been paid his wages, or his full wages, by reason of any leave taken by him in accordance with the provisions of this Ordinance or the Employees' Compensation Ordinance (Cap 282) or with the agreement of his employer, or by reason of his not being provided by his employer with work on any normal working day, then the employee shall be deemed, for the purposes of Parts VA and VB and notwithstanding any other provision of this Ordinance, to have been paid, for that period, his full wages under, and at the frequency required by, that contract as if he had continued in the normal course in the employment to which that contract relates, and any calculation under section 31G or 31V shall be made accordingly. (Replaced 62 of 1992 s. 2)

　　

　　Cap 57 s 3 Meaning of continuous contract and onus of proof thereof

　　

　　(1) In this Ordinance, "continuous contract" (连续性合约) means a contract of employment under which an employee is deemed by virtue of the provisions of the First Schedule to be in continuous employment.

　　

(2) In any dispute as to whether a contract of employment is a continuous contract the onus of proving that it is not a continuous contract shall be on the employer.

　　

(Added 5 of 1970 s. 4. Amended 71 of 1970 s. 2)

　　

　　Cap 57 s 4 Application of Ordinance

　　

　　(1) Subject to subsection (2) and section 69, this Ordinance applies to every employee engaged under a contract of employment, to an employer of such employee and to a contract of employment between such employer and employee.

　　

(2) Subject to Part IVA, this Ordinance does not apply- (Amended 51 of 1974 s. 2)

　　

　　(a) (Repealed 41 of 1990 s. 3)

　　

(b) to a person who is a member of the family of the proprietor of the business in which he is employed and who dwells in the same dwelling as the proprietor;

　　

(c) to an employee as defined in the Contracts for Employment Outside Hong Kong Ordinance (Cap 78); (Amended 33 of 1992 s. 15)

　　

(d) to a person who is serving under a crew agreement within the meaning of the Merchant Shipping (Seafarers) Ordinance (Cap 478), or on board a ship which is not registered in Hong Kong. (Replaced 44 of 1995 s. 143)

　　

(e) (Repealed 8 of 1976 s. 49)(2A) This Ordinance shall not apply to contracts of apprenticeship registered under the Apprenticeship Ordinance (Cap 47) except to the extent provided in that Ordinance. (Added 8 of 1976 s. 49)

　　

(3) For the avoidance of doubt it is hereby declared that the provisions of section 5(3) shall not apply to any contract of employment made before 1 April 1965.

　　

　　Cap 57 s 4A Authorization of public officers

　　

　　The Commissioner may in writing authorize any public officer or class of public officer to exercise or perform any or all of the powers, functions or duties conferred or imposed on the Commissioner under this Ordinance.

　　

(Added 10 of 1980 s. 2)

　　

　　Cap 57 s 4B Chief Executive may give directions

　　

Remarks:

　　

Adaptation amendments retroactively made - see 56 of 2000 s. 3

　　

　　(1) The Chief Executive may give such directions as he thinks fit, either generally or in any particular case, with respect to the exercise or performance by any public officer of any powers, functions or duties under this Ordinance.

　　

(2) A public officer shall, in the exercise or performance of his powers, functions or duties under this Ordinance, comply with any directions given by the Chief Executive under subsection (1).

　　

(Added 10 of 1980 s. 2. Amended 56 of 2000 s. 3)

　　

　　Cap 57 s 5 Duration of contracts of employment

　　

　　PART II

　　

　　CONTRACTS OF EMPLOYMENT

　　

(1) Every contract of employment, which is a continuous contract, shall, in the absence of any express agreement to the contrary, be deemed to be a contract for 1 month renewable from month to month.

　　

(2) Notwithstanding that it is proved that a contract of employment is for a period in excess of 1 month such contract shall be deemed to be a contract for 1 month renewable from month to month unless the contract is evidenced in writing signed by each of the parties thereto.

　　

(3) Notwithstanding any other provision of this section, a contract of employment entered into by a manual worker for a period of 6 months or more or for a number of working days equivalent to 6 months or more shall be deemed to be a contract for 1 month renewable from month to month.

　　

(4) Where any contract of employment for a period in excess of 1 month is deemed by virtue of the provisions of subsection (2) or (3) to be a contract from month to month the wages per month shall be such proportion of the total wages agreed under the contract as 1 month bears to the agreed duration of the contract.

　　

　　Cap 57 s 6 Termination of contract by notice

　　

　　(1) Subject to subsections (2), (2A), (2B), (3) and (3A) and sections 15 and 33, either party to a contract of employment may at any time terminate the contract by giving to the other party notice, orally or in writing, of his intention to do so. (Amended 5 of 1970 s. 5; 57 of 1983 s. 2; 48 of 1984 s. 4; 55 of 1987 s. 2; 103 of 1995 s. 2; 7 of 2001 s. 2)

　　

(2) The length of notice required to terminate a contract of employment shall be-

　　

　　(a) in the case of a contract which is deemed by virtue of the provisions of section 5 to be a contract for 1 month renewable from month to month and which does not make provision for the length of notice required to terminate the contract, not less than 1 month; (Amended 44 of 1971 s. 2)

　　

(b) in the case of a contract which is deemed by virtue of the provisions of section 5 to be a contract for 1 month renewable from month to month and which makes provision for the length of notice required to terminate the contract, the agreed period, but not less than 7 days; (Added 44 of 1971 s. 2)

　　

(c) in every other case, the agreed period, but not less than 7 days in the case of a continuous contract.(2A) Without prejudice to section 41D, annual leave to which an employee is entitled under section 41AA shall not be included under subsection (2) in the length of notice required to terminate a contract of employment. (Added 48 of 1984 s. 4. Amended 53 of 1990 s. 5)

　　

(2B) The period of maternity leave to which a female employee is entitled under section 12 shall not be included under subsection (2) in the length of notice required to terminate a contract of employment. (Added 55 of 1987 s. 2)

　　

(3) Where in any contract of employment, whether in writing or oral, it has been expressly agreed that the employment is on probation and the contract does not make provision for the length of notice required for its termination such contract may be terminated- (Amended 44 of 1971 s. 2)

　　

　　(a) by either party at any time during the first month of such employment without notice or payment in lieu;

　　

(b) by either party at any time after the first month of such employment by giving to the other party notice of not less than 7 days. (Amended 48 of 1984 s. 4)(3A) Where in any contract of employment, whether in writing or oral, it has been expressly agreed that the employment is on probation and the contract makes provision for the length of notice required for its termination such contract may be terminated-

　　

　　(a) notwithstanding the length of notice provided for in the contract, by either party at any time during the first month of such employment without notice or payment in lieu;

　　

(b) by either party at any time after the first month of such employment by giving to the other party notice of the agreed period, but not less than 7 days. (Added 48 of 1984 s. 4)(4) For the purposes of this section the expression "month" (月) means a period of time commencing on the day when notice of termination of a contract of employment is given or when employment begins, as the case may be, and ending at the end of the day before the corresponding date in the following month or, where there is no corresponding date in the following month or where the commencing day is the last day of a month, at the end of the last day of the following month.

　　

　　Cap 57 s 7 Termination of contract by payment in lieu of notice

　　

　　(1) Subject to sections 15 and 33, either party to a contract of employment may at any time terminate the contract without notice by agreeing to pay to the other party a sum equal to the amount of wages which would have accrued to the employee during the period of notice required by section 6. (Amended 44 of 1971 s. 3; 57 of 1983 s. 3; 103 of 1995 s. 2; 7 of 2001 s. 3)

　　

(2) Either party to a contract of employment, having given proper notice in accordance with section 6, may at any time thereafter terminate the contract by agreeing to pay to the other party such proportion of the sum referred to in subsection (1) as is proportionate to the period between the termination of the contract and the time when the notice given would have expired. (Amended 44 of 1971 s. 3)

　　

(3) In the case of an employee whose remuneration is calculated by the piece or task the amount of wages which would have accrued to such employee during the period of notice referred to in subsection (1) shall be deemed to be the amount of wages earned by the employee during the equivalent period immediately prior to the giving of the notice or, if for any reason it is impracticable to compute the amount in this manner, it may be calculated by reference to the amount earned during such equivalent period by a person in the same trade or occupation at the same work in the same district.

　　

(4) For the purposes of this section, and notwithstanding any other provision of this Ordinance, the term "wages" (工资)-

　　

　　(a) includes overtime pay of a constant character or the monthly average of which over a period of 12 months (or if not applicable, such shorter period of employment) immediately preceding the date on which the termination takes effect is equivalent to or exceeds 20% of his monthly average wages during the same period;

　　

(b) except as provided in paragraph (a), shall be deemed not to include overtime pay. (Replaced 74 of 1997 s. 4)

　　

　　Cap 57 s 8 Saving of rights

　　

　　Nothing in section 6 or 7 shall be taken-

　　

　　(a) to prevent either party to a contract of employment from waiving, at the time notice is required to be given for the purposes of section 6(2), (3) or (3A), his right to notice or to payment in lieu of notice; (Amended 48 of 1984 s. 5)

　　

(b) to affect the right of a party to a contract of employment to terminate the contract without notice or payment in lieu under section 9, 10 or 11(2).

　　

　　Cap 57 s 8A Damages for wrongful termination of contract

　　

　　(1) Without prejudice to section 9, 10 or 11(2), where a contract of employment is terminated otherwise than in accordance with section 6 or 7, a sum equal to the amount of wages which would have accrued to the employee during the period of notice required by section 6 shall be payable by the party terminating the contract to the other party.

　　

(2) Without prejudice to section 9, 10 or 11(2), where a party to a contract of employment, having given proper notice in accordance with section 6 thereafter terminates the contract before the expiry of the period of notice otherwise than in accordance with section 7, such proportion of the sum equal to the amount of wages which would have accrued to the employee during the period of notice as is proportionate to the period between the termination of the contract and the time when the notice given would have expired shall be payable by the party terminating the contract to the other party.

　　

(Added 14 of 1975 s. 2)

　　

　　Cap 57 s 9 Termination of contract without notice by employer

　　

　　(1) An employer may terminate a contract of employment without notice or payment in lieu- (Amended 51 of 2000 s. 2)

　　

　　(a) if an employee, in relation to his employment-

　　

(i) wilfully disobeys a lawful and reasonable order;

　　

(ii) misconducts himself, such conduct being inconsistent with the due and faithful discharge of his duties;

　　

(iii) is guilty of fraud or dishonesty; or

　　

(iv) is habitually neglectful in his duties; or(b) on any other ground on which he would be entitled to terminate the contract without notice at common law.(2) The fact that an employee takes part in a strike does not entitle his employer to terminate under subsection (1) the employee's contract of employment. (Added 51 of 2000 s. 2)

　　

　　Cap 57 s 10 Termination of contract without notice by employee

　　

　　An employee may terminate his contract of employment without notice or payment in lieu-

　　

　　(a) if he reasonably fears physical danger by violence or disease such as was not contemplated by his contract of employment expressly or by necessary implication;(aa) if-

　　

　　(i) he has been employed under the contract for not less than 5 years; and (Amended 41 of 1990 s. 4; 62 of 1992 s. 3)

　　

(ii) by a certificate in the form specified by the Commissioner under section 49 and issued by a registered medical practitioner, he is certified as being permanently unfit for a particular type of work specified in the certificate for a reason or reasons stated therein; and (Amended 68 of 1990 s. 24; 61 of 1993 s. 3)

　　

(iii) he is engaged in that type of work under the contract; (Added 52 of 1988 s. 4)

　　

(b) if he is subjected to ill-treatment by the employer; or

　　

(c) on any other ground on which he would be entitled to terminate the contract without notice at common law.

　　

　　Cap 57 s 10A Deemed termination of contract under section 7

　　

　　(1) Without prejudice to the rights of an employee under common law, an employee may terminate his contract of employment without notice or payment in lieu of notice if any wages are not paid within one month from the day on which they become due to him under section 23.

　　

(2) Where a contract of employment is terminated under subsection (1), the contract shall be deemed to be terminated by the employer in accordance with section 7 and the employer shall be deemed to have agreed to pay to the employee the sum specified in section 7.

　　

(Added 74 of 1997 s. 5)

　　

　　Cap 57 s 11 Suspension from employment in certain cases

　　

　　(1) Notwithstanding any other provision of this Ordinance or of any other law, an employer may without notice or payment in lieu suspend from employment any employee for a period not exceeding 14 days-

　　

　　(a) as a disciplinary measure for any reason for which the employer could have terminated the contract of employment under section 9;

　　

(b) pending a decision by the employer as to whether or not he will exercise his right to terminate the contract of employment under section 9; or

　　

(c) pending the outcome of any criminal proceedings against the employee arising out of or connected with his employment:

　　

Provided that where such criminal proceedings are not concluded within the period of 14 days such suspension may be extended till the conclusion of the criminal proceedings.(2) An employee who is suspended from employment under subsection (1) may at any time during the period of his suspension, notwithstanding sections 6 and 7, terminate his contract of employment without notice or payment in lieu.

　　

(3) Without prejudice to the provisions of subsection (1), an employer may lay-off an employee for such periods as are expressly agreed in, or may be implied from, the contract of employment.

　　

(4) Notwithstanding subsection (3), the period of lay-off shall in no case exceed-

　　

　　(a) a total of half of the total number of normal working days in any period of 4 consecutive weeks; or

　　

(b) a total of one-third of the total number of normal working days in any period of 26 consecutive weeks. (Added 41 of 1990 s. 5)

　　

　　Cap 57 s 11A Interpretation

　　

　　PART IIA

　　

　　END OF YEAR PAYMENT

　　

In this Part, unless the context otherwise requires-

　　

"end of year payment" (年终酬金) means any annual payment (whether described as "thirteenth month payment", "fourteenth month payment", "double pay", "end of year bonus" or otherwise) or annual bonus of a contractual nature, but does not include any annual payment or any annual bonus, or any proportion thereof, which is of a gratuitous nature or which is payable only at the discretion of the employer; (Amended 74 of 1997 s. 6)

　　

"full month's wages" (全月工资) means-

　　

　　(a) in the case of an employee whose wages are computed by reference to a monthly rate, his monthly rate of pay; and

　　

(b) in any other case, a sum equivalent to the average daily wage earned by the employee multiplied by 26, and for the purposes of this paragraph the average daily wage shall be the average of the daily wages earned by the employee on each day on which he worked during every complete wage period, comprising not less than 28 days and not more than 31 days, immediately preceding or expiring on-

　　

(i) the day on which the end of year payment becomes due under section 11E(1) or (2); or

　　

(ii) the day on which the proportion of the end of year payment becomes due under section 11F(3) or (4);"lunar year" (农历年) means a Chinese lunar year ending immediately before a Lunar New Year's Day;

　　

"payment period" (酬金期) has the meaning assigned to it by section 11C;

　　

"proportion of the end of year payment" (部分年终酬金) means the proportion of the end of year payment calculated in accordance with section 11F.

　　

(Part IIA added 48 of 1984 s. 6)

　　

　　Cap 57 s 11AA Presumption

　　

　　(1) It shall be presumed that an annual payment or annual bonus is not of a gratuitous nature and is not payable only at the discretion of the employer unless there is a written term or condition in the contract of employment to the contrary.

　　

(2) For the avoidance of doubt, it is hereby declared that subsection (1) shall not apply to any contract of employment made before the commencement of this section.

　　

(Added 74 of 1997 s. 7)

　　

　　Cap 57 s 11B Application of Part IIA

　　

　　(1) Subject to any agreement to the contrary and to subsection (2), this Part shall apply to an employee employed under a continuous contract if an end of year payment is payable by the employer to that employee by virtue of a term or condition (whether written or oral, express or implied) of the contract of employment.

　　

(2) In the case of an employee to whom this Part applies, any term or condition of the contract of employment which purports to prevent the payment under section 11F of a proportion of the end of year payment shall be void.

　　

　　Cap 57 s 11C Payment period

　　

　　The payment period in respect of which an end of year payment is payable under this Part shall be-

　　

　　(a) the payment period specified in that behalf in the contract of employment; or

　　

(b) if a payment period is not so specified, a lunar year.

　　

(Part IIA added 48 of 1984 s. 6)

　　

　　Cap 57 s 11D Amount of end of year payment

　　

　　An end of year payment payable to an employee to whom this Part applies who has been employed by the same employer for the whole of a payment period shall be-

　　

　　(a) the end of year payment specified in that behalf in the contract of employment; or

　　

(b) if an end of year payment is not so specified, a sum equivalent to a full month's wages of the employee.

　　

(Part IIA added 48 of 1984 s. 6)

　　

　　Cap 57 s 11E Time of payment of end of year payment

　　

　　(1) An end of year payment payable to an employee to whom this Part applies in respect of a payment period shall become due to the employee-

　　

　　(a) subject to subsection (2), on the day specified in that behalf in the contract of employment; or

　　

(b) if a day is not so specified, on the last day of the payment period,and shall be paid as soon as is practicable but in any case not later than 7 days after that day but nothing in this section shall be construed as preventing the payment of the end of year payment at any time before that day.

　　

(2) Where the contract of employment of an employee to whom this Part applies who has been employed for the whole of a payment period is terminated after the expiry of the payment period but before the end of year payment becomes due on the day specified in the contract, the end of year payment shall, notwithstanding that a day is so specified, become due to the employee-

　　

　　(a) on the day on which the contract of employment terminates; or

　　

(b) in the case of an end of year payment that falls to be calculated by reference to any profits of the employer, on the day on which the profits of the employer are ascertained,and shall be paid as soon as is practicable but in any case not later than 7 days after that day.

　　

(Part IIA added 48 of 1984 s. 6)

　　

　　Cap 57 s 11F Proportion of the end of year payment

　　

　　(1) Subject to subsections (1A) and (1B), where, in the case of an employee to whom this Part applies who has not been employed by the same employer for the whole of a payment period but has been so employed for a period of not less than 3 months in the payment period- (Amended 74 of 1997 s. 8; 7 of 2001 s. 4)

　　

　　(a) the contract of employment is terminated-

　　

(i) at any time during the payment period; or

　　

(ii) on the expiry of the payment period; or (Replaced 7 of 2001 s. 4)(b) the employee continues to be employed by the employer after the expiry of the payment period,the employee shall be paid a proportion, calculated in accordance with subsection (2), of the end of year payment that would have been payable under this Part if he had been employed by the same employer for the whole of the payment period.

　　

(1A) If it is a term or condition of a contract of employment that the employee is on probation, the period of such probation or a period of 3 months, whichever is the shorter, shall be excluded from the calculation of the 3 months' period under subsection (1). (Added 74 of 1997 s. 8)

　　

(1B) Subsection (1)(a) shall not apply where a contract of employment is terminated-

　　

　　(a) by the employee (except such a termination which is in accordance with section 10); or

　　

(b) in accordance with section 9. (Added 7 of 2001 s. 4)(2) The proportion of the end of year payment payable under subsection (1) shall be-

　　

　　(a) the proportion specified in that behalf in the contract of employment; or

　　

(b) if a proportion is not so specified, the sum which bears the same proportion to a full month's wages of the employee as his period of service under the contract of employment in the payment period bears to that payment period.(3) The proportion of the end of year payment payable under subsection (1) shall become due to the employee-

　　

　　(a) under paragraph (a) of that subsection-

　　

(i) on the day on which the contract of employment terminates; or

　　

(ii) in the case of a proportion of an end of year payment that falls to be calculated by reference to any profits of the employer, on the day on which the profits of the employer are ascertained; or(b) under paragraph (b) of that subsection-

　　

(i) subject to subsection (4), on the day specified in the contract of employment as the day on which the end of year payment becomes due; or

　　

(ii) if a day is not so specified, on the last day of the payment period,and shall be paid as soon as is practicable but in any case not later than 7 days after that day but nothing in this subsection shall be construed as preventing the payment of the proportion of the end of year payment at any time before that day.

　　

(4) Where the contract of employment of an employee to whom subsection (1)(b) applies is terminated after the expiry of the payment period but before the end of year payment becomes due on the day specified in the contract, the proportion of the end of year payment payable under subsection (1) shall, notwithstanding that a day is so specified, become due to the employee-

　　

　　(a) on the day on which the contract of employment terminates; or

　　

(b) in the case of a proportion of an end of year payment that falls to be calculated by reference to any profits of the employer, on the day on which the profits of the employer are ascertained,and shall be paid as soon as is practicable but in any case not later than 7 days after that day.

　　

(Part IIA added 48 of 1984 s. 6)

　　

　　Cap 57 s 12 Maternity leave

　　

　　(1) A female employee employed under a continuous contract immediately before taking any leave under this Part shall be entitled to maternity leave under this Part. (Replaced 73 of 1997 s. 3)

　　

(2) Maternity leave shall be the aggregate of-

　　

　　(a) a continuous period of 10 weeks from and inclusive of-

　　

(i) the date of commencement of maternity leave as determined under section 12AA; or

　　

(ii) the actual date of confinement, if confinement occurs before the date of commencement mentioned in subparagraph (i);(b) a further period equal to the number of days, if any, beginning on the day after the expected date of confinement up to and including the actual date of confinement; such further period of leave is to be taken immediately following the period of leave under paragraph (a); and

　　

(c) a further period, not exceeding 4 weeks, on grounds of illness or disability arising out of the pregnancy or confinement. (Replaced 73 of 1997 s. 3)(3) The period of maternity leave under subsection (2)(c) may be taken-

　　

　　(a) wholly or in part immediately before the period mentioned in subsection (2)(a);

　　

(b) wholly or in part immediately after the period mentioned in subsection (2)(a) or (b), as the case may be. (Replaced 73 of 1997 s. 3)(4) Before taking leave, a female employee who intends to take any period of maternity leave under subsection (2) shall give notice of her pregnancy and of her intention to take maternity leave to her employer after her pregnancy has been confirmed by a medical certificate; the presentation of a medical certificate to the employer by the female employee confirming her pregnancy shall be a notice for the purpose of this subsection. (Replaced 73 of 1997 s. 3)

　　

(4A) A female employee who has given notice under subsection (4) shall, if her pregnancy ceases otherwise than by reason of confinement, give notice of such cessation of pregnancy to her employer as soon as is reasonably practicable. (Added 55 of 1987 s. 3)

　　

(5) If her confinement takes place-

　　

　　(a) before notice under subsection (4) is given; or

　　

(b) after notice under subsection (4) is given but before the commencement of the period of maternity leave under subsection (2)(a)(i),the female employee shall, within 7 days of her confinement, give notice to her employer of the date of confinement and of her intention to take any period of maternity leave under subsection (2)(a). (Replaced 73 of 1997 s. 3)

　　

(6) A female employee who gives notice under subsection (4) shall, if so required by her employer, produce a medical certificate specifying the expected date of confinement. (Replaced 73 of 1997 s. 3)

　　

(7) A female employee who gives notice under subsection (5) shall, if so required by her employer, produce a medical certificate specifying the date of confinement. (Replaced 73 of 1997 s. 3)

　　

(7A) A female employee who may take any period of maternity leave under subsection (2)(b) shall, if so required by her employer, produce a medical certificate specifying the date of confinement. (Added 73 of 1997 s. 3)

　　

(8) A female employee who intends to take any period of maternity leave under subsection (2)(c) shall give notice to that effect to her employer and shall, if so required by her employer, produce a medical certificate certifying as to the illness or disability. (Amended 73 of 1997 s. 3)

　　

(9) (Repealed 73 of 1997 s. 3)

　　

(10) The continuity of employment of a female employee shall not be treated as broken by her taking maternity leave. (Added 22 of 1981 s. 3)

　　

(11) For the avoidance of doubt it is declared that maternity leave is, and shall be granted, in addition to annual leave to which a female employee is entitled under this Ordinance and that any rest day or holiday that falls due during maternity leave shall be counted as part of the maternity leave and shall not give rise to any entitlement to an additional or other rest day or holiday or to holiday pay in the case of a female employee who is paid maternity leave pay for that holiday; and where no maternity leave pay is paid to the female employee for that holiday she shall be paid holiday pay for that holiday. (Added 22 of 1981 s. 3. Amended 48 of 1984 s. 7)

　　

　　Cap 57 s 12A Interpretation

　　

　　PART III

　　

　　MATERNITY PROTECTION

　　

　　In this Part, unless the context otherwise requires-

　　

"pregnant employee" (怀孕雇员) means a female employee whose pregnancy has been confirmed by a medical certificate.

　　

(Added 73 of 1997 s. 2)

　　

　　Cap 57 s 12AA Commencement of maternity leave

　　

　　(1) With the agreement of her employer, a pregnant employee may decide on the date of commencement of her 10 weeks maternity leave, provided that such date is within a period of not less than 2 weeks before, and not more than 4 weeks before, the expected date of confinement.

　　

(2) If the employee does not exercise her option to decide on the date of commencement in subsection (1), or if she fails to secure her employer's agreement to her proposed leave schedule, the date of commencement of maternity leave shall be 4 weeks immediately before the expected date of confinement.

　　

(Added 73 of 1997 s. 4)

　　

　　Cap 57 s 13 Authority to issue medical certificates

　　

　　(1) A medical certificate for the purposes of section 12(4), (6), (7) or (7A) or 12AA shall be issued by-

　　

　　(a) a registered medical practitioner; or

　　

(b) notwithstanding section 16 of the Midwives Registration Ordinance (Cap 162), a midwife registered under section 8, or deemed to be registered under section 25, of that Ordinance.(2) A medical certificate for the purposes of section 12(8) or 15AA shall be issued by a registered medical practitioner.

　　

(Amended 73 of 1997 s. 5)

　　

　　Cap 57 s 14 Payment for maternity leave

　　

　　(1) A female employee shall not be entitled to wages in respect of the period of her maternity leave except as provided in this section or as provided in her contract of employment if such contract provides for paid maternity leave on terms better than in this section.

　　

(2) An employer shall pay a female employee maternity leave pay for the period of maternity leave taken by her and to which she is entitled under section 12(2)(a) if she- (Amended 73 of 1997 s. 6)

　　

　　(a) has been employed by that employer under a continuous contract for a period of not less than 40 weeks immediately before the date of her commencement of maternity leave as determined under section 12AA; (Amended 5 of 1995 s. 4; 73 of 1997 s. 6)

　　

(b) has given notice under section 12(4) or (5);

　　

(c) has complied with any requirement by her employer under section 12(6) or (7); and

　　

(d) (Repealed 73 of 1997 s. 6)(3) Maternity leave pay payable under this section shall be calculated-

　　

　　(a) in the case of a female employee whose wages are computed by reference to a monthly rate, at four-fifths of her monthly rate of pay; and

　　

(b) in any other case, at four-fifths of the average daily wage earned by the female employee, and for the purposes of this paragraph the average daily wage shall be the average of the daily wages earned by the female employee on each day on which she worked during every complete wage period, comprising not less than 28 days and not more than 31 days, immediately preceding or expiring on the commencement of her maternity leave: (Amended 66 of 1995 s. 2)

　　

Provided that in a case to which this paragraph applies maternity leave pay shall not be payable in respect of a day on which the female employee would not have worked had she not been on maternity leave. (Replaced 48 of 1984 s. 8)(4) Maternity leave pay under this section shall be paid by an employer on the same day and in the same manner as he would have been required to pay wages to the female employee if she had not taken maternity leave and had continued in his employ.

　　

(5) A female employee who, without the prior permission of her employer, works for another employer during any period of maternity leave under section 12(2)(a) shall forfeit her entitlement to maternity leave pay during that period of maternity leave. (Amended 73 of 1997 s. 6)

　　

(6) (Repealed 73 of 1997 s. 6)

　　

(Replaced 22 of 1981 s. 4)

　　

　　Cap 57 s 15 Prohibition against termination of employment

　　

　　(1) Subject to subsections (1A) and (1B)-

　　

　　(a) after a pregnant employee has served notice of pregnancy on her employer, the employer shall not terminate her continuous contract of employment otherwise than in accordance with section 9 during the period from the date on which her pregnancy is confirmed by a medical certificate to the date on which she is due to return to work on the expiry of her maternity leave or the date of cessation of pregnancy (otherwise than by reason of confinement);

　　

(b) if a pregnant employee has served such notice on her employer immediately after being informed of the termination of her contract of employment where the termination was made otherwise than in accordance with section 9 by her employer, the employer shall immediately withdraw the termination or notice of termination in which event the termination or notice of termination shall be treated as if it had not taken place. (Replaced 7 of 2001 s. 5)(1A) Where in a contract of employment of a pregnant employee, whether in writing or oral, it has been expressly agreed that the employment is on probation, subsection (1) shall not prevent the termination by an employer of such contract for reasons other than pregnancy during the period of probation if the period does not exceed 12 weeks, or during the first 12 weeks of probation if the period of probation exceeds 12 weeks. (Replaced 73 of 1997 s. 7)

　　

(1B) An employer who terminates the continuous contract of employment of a pregnant employee shall be taken for the purposes of subsection (1)(a) or (b) to terminate the contract otherwise than in accordance with section 9-

　　

　　(a) unless the contrary is proved; or

　　

(b) subject to subsection (1C), unless the employer proves that-

　　

(i) he purported to terminate the contract in accordance with that section; and

　　

(ii) at the time of such termination, he reasonably believed that he had a ground to do so. (Added 7 of 2001 s. 5)(1C) Subsection (1B)(b) shall not apply in the case of civil proceedings. (Added 7 of 2001 s. 5)

　　

(2) An employer who contravenes subsection (1)(a) or (b) shall be liable to pay to the female employee- (Amended 7 of 2001 s. 5)

　　

　　(a) the sum which would have been payable if the contract had been terminated by the employer under section 7 provided that she has not received any such payment under that section; (Amended 73 of 1997 s. 7)

　　

(b) a further sum equivalent to the amount of wages which would have accrued to the employee during a period of 1 month; and (Amended 73 of 1997 s. 7)

　　

(c) where the employee is or would have been entitled to maternity leave pay, maternity leave pay for 10 weeks. (Added 22 of 1981 s. 5)(3) In the case of a female employee whose remuneration is calculated by the piece or task the amount of wages which would have accrued to the employee during the period of 1 month referred to in subsection (2)(b) shall be deemed to be- (Amended 73 of 1997 s. 7)

　　

　　(a) if the contravention of subsection (1) occurs before the commencement of maternity leave, the amount of wages earned by the employee during the equivalent period immediately prior to the breach of the contract; or

　　

(b) if the contravention of subsection (1) occurs after the commencement of maternity leave, or if for any reason it is impracticable to compute the amount under paragraph (a), the amount of wages earned during the equivalent period by a female employee in the same trade or occupation at the same work in the same district. (Amended 48 of 1984 s. 9)(4) Any employer who contravenes subsection (1)(a) or (b) shall be guilty of an offence and shall be liable on conviction to a fine at level 6. (Replaced 7 of 2001 s. 5)

　　

　　Cap 57 s 15A Offences

　　

　　(1) Any employer who fails to-

　　

　　(a) grant maternity leave;

　　

(b) pay maternity leave pay in accordance with section 14; or (Amended 5 of 1995 s. 5)

　　

(c) pay sickness allowance under section 33(3C),shall be guilty of an offence and shall be liable on conviction to a fine at level 5. (Amended 24 of 1988 s. 2; 103 of 1995 s. 4)

　　

(2) Any employer who, without any reasonable excuse, fails to comply with-

　　

　　(a) the requirements under section 15AA(2); or

　　

(b) the determination made by the Commissioner under section 15AA(6),shall be guilty of an offence and shall be liable on conviction to a fine at level 5. (Replaced 73 of 1997 s. 9)

　　

(Added 22 of 1981 s. 6)

　　

　　Cap 57 s 15AA Prohibition of assignment of heavy, hazardous or harmful work

　　

　　(1) A pregnant employee may, on producing a medical certificate with an opinion as to her unfitness to handle heavy materials, or to work in places where gas injurious to pregnancy is generated, or to do other work injurious to pregnancy, request her employer to refrain from giving her such work during her pregnancy period.

　　

(2) On receipt of a request under subsection (1), the employer may not allocate to the employee the work specified in the medical certificate and, if the employee is already performing such work, the employer shall remove her from such work as soon as practicable but in any case not later than 14 days after the date of the receipt of the request under subsection (1) notwithstanding that-

　　

　　(a) the result of the medical examination referred to in subsection (3); or

　　

(b) the determination of the Commissioner in subsection (6),may be pending.

　　

(3) The employer may, at his own expense, arrange for the employee to attend another medical examination by a registered medical practitioner to obtain a second opinion as to her fitness to undertake the work at issue.

　　

(4) The employer shall give the employee at least 48 hours' notice of the examination under subsection (3) which is to be carried out within a period of 14 days after the date of the receipt of the employee's request made under subsection (1).

　　

(5) If the second medical opinion provides that the employee is fit to do the specified work referred to in subsection (1) or if the employee refuses to attend the medical examination as arranged by the employer under subsection (3), the employer may refer the employee's request made under subsection (1) to the Commissioner; the Commissioner shall take appropriate action, including seeking further medical advice, to assist him in bringing about a determination.

　　

(6) When the Commissioner receives the employer's reference under subsection (5), he may make a determination to-

　　

　　(a) uphold the employee's request;

　　

(b) rule that the employee's request is not supported;

　　

(c) make such other rulings as he considers reasonable.(7) The employer and the employee concerned in the reference shall comply with any determination made by the Commissioner.

　　

(8) Any change in the earnings of the employee as a result of her transfer from heavy, hazardous or harmful work in accordance with this section, shall not affect the basis for calculating payment for termination of employment under section 15(2) or payment for maternity leave under this Part, and any such payment shall be calculated on the basis of the wages earned by the employee immediately before the transfer from heavy, hazardous or harmful work in accordance with this section; section 14(3) shall be construed accordingly.

　　

(Added 73 of 1997 s. 8)

　　

　　Cap 57 s 15B Records

　　

　　Every employer who employs females shall maintain, in a form specified by the Commissioner, a record of maternity leave taken by and maternity leave pay paid to his female employees.

　　

(Added 22 of 1981 s. 6)

　　

　　Cap 57 s 15C Restriction on pay in lieu of maternity leave

　　

　　Save as provided in section 15(2), no payment of maternity leave pay or other sum may be made in lieu of the grant of maternity leave.

　　

(Added 22 of 1981 s. 6)

　　

(Part III added 5 of 1970 s. 7)

　　

　　Cap 57 s 16 (Repealed 10 of 1980 s. 3)

　　

　　PART IV

　　

　　REST DAYS

　　

(Repealed 10 of 1980 s. 3)

　　

　　Cap 57 s 17 Grant of rest days

　　

　　(1) Subject to the provisions of this Part, every employee who has been employed by the same employer under a continuous contract shall be granted not less than 1 rest day in every period of 7 days. (Amended 71 of 1976 s. 3)

　　

(2) Rest days shall be in addition to any statutory holiday, or alternative holiday or substituted holiday, to which an employee is entitled under section 39. (Replaced 39 of 1973 s. 3)

　　

　　Cap 57 s 18 Appointment of rest days

　　

　　(1) Rest days shall be appointed by an employer and he may appoint different rest days for different employees. (Amended 71 of 1976 s. 4)

　　

(2) Subject to subsection (4), every employer shall, before the commencement of every month, inform each employee orally or in writing of his rest days in that month.

　　

(3) The provisions of subsection (2) shall be deemed to be complied with if an employer exhibits in a conspicuous place in the place of employment and for so long as it applies a roster showing the days appointed to be rest days for each employee during the month.

　　

(4) Subsection (2) shall not apply where rest days are appointed on fixed days in each period of 7 days on a regular basis. (Amended 71 of 1976 s. 4)

　　

(5) An employer may, with the consent of his employee, substitute for any rest day appointed under this section some other rest day-

　　

　　(a) within the same month and before the rest day so appointed; or

　　

(b) within the period of 30 days next following the rest day so appointed.

　　

　　Cap 57 s 19 Compulsory work on rest days

　　

　　(1) Subject to subsection (2), no employer shall require an employee to work on any of his rest days.

　　

(2) An employer may require an employee to work on his rest day if it is necessary to do so by reason of a breakdown of machinery or plant or other unforeseen emergency of any nature.

　　

(3) An employer shall substitute for any rest day on which an employee is required to work under subsection (2) some other rest day within the period of 30 days next following, notice of which shall be given to the employee within 48 hours after the employee is so required to work.

　　

　　Cap 57 s 20 Voluntary work on rest days

　　

　　(1) An employee may, at his own request and if the employer agrees, work for his employer on a rest day.

　　

(2) An employee may, at the request of his employer, work for his employer on a rest day.

　　

　　Cap 57 s 21 Void conditions

　　

　　Any condition in a contract of employment which makes the payment of any annual bonus, or any end of year payment or any proportion thereof, subject to working on rest days granted under this Part shall be void.

　　

(Amended 48 of 1984 s. 10)

　　

(Part IV added 23 of 1970 s. 3)

　　

　　Cap 57 s 21A Application of Part IVA

　　

　　PART IVA

　　

　　PROTECTION AGAINST ANTI-UNION DISCRIMINATION

　　

　　Section 21C shall apply to every person to whom an offer of employment is made or is about to be made or who otherwise is a prospective employee.

　　

(Replaced 41 of 1990 s. 7)

　　

　　Cap 57 s 21B Rights of employees in respect of trade union membership and activities

　　

　　(1) Every employee shall as between himself and his employer have the following rights-

　　

　　(a) the right to be or to become a member or an officer of a trade union registered under the Trade Unions Ordinance (Cap 332);

　　

(b) where he is a member or an officer of any such trade union, the right, at any appropriate time, to take part in the activities of the trade union;

　　

(c) the right to associate with other persons for the purpose of forming or applying for the registration of a trade union in accordance with the provisions of the Trade Unions Ordinance (Cap 332); (Amended 101 of 1997 s. 26)

　　

*(d) (Repealed 135 of 1997 s. 14)(2) Any employer, or any person acting on behalf of an employer, who-

　　

　　(a) prevents or deters, or does any act calculated to prevent or deter, an employee from exercising any of the rights conferred on him by subsection (1); or

　　

(b) terminates the contract of employment of, penalizes, or otherwise discriminates against, an employee by reason of his exercising any such right,shall be guilty of an offence and shall be liable on conviction to a fine at level 6. (Amended 24 of 1988 s. 2; 103 of 1995 s. 5)

　　

(3) In this section-

　　

"appropriate time" (适当时间) means, in relation to an employee taking part in any activities of a trade union, time which either-

　　

　　(a) is outside his working hours; or

　　

(b) is a time within his working hours at which, in accordance with arrangements agreed with or consent given by or on behalf of his employer, it is permissible for him to take part in those activities;"working hours" (工作时间) means, in relation to an employee, any time when, in accordance with his contract with his employer, he is required to be at work.

　　

[cf. 1971 c. 72 s. 5(1), (2) & (5) U.K.]_____________________________________________________________________________

　　

Note:

　　

* This paragraph was added by 101 of 1997. As to the suspension of operation of 101 of 1997, please see s. 4(1) and (2) of Cap 538. On 31 October 1997, that s. 4(1) and (2), to the extent that it was in effect immediately before 31 October 1997, ceased to have effect. Please see s. 14(2) of 135 of 1997.

　　

　　Cap 57 s 21C Offer of employment conditional on offeree not being member of trade union

　　

　　Any person who, acting on his own or another's behalf, in the engagement of persons for employment includes in an offer of employment to any person a condition or requirement that the person to whom the offer is made shall undertake-

　　

　　(a) if he is a member or officer of such a trade union, that he will relinquish his membership thereof or office therein;

　　

(b) not to become a member of, or officer in, such a trade union; or

　　

(c) not to associate with other persons for the purpose of forming or applying for the registration of a trade union in accordance with the provisions of the Trade Unions Ordinance (Cap 332),shall be guilty of an offence and shall be liable on conviction to a fine at level 6. (Amended 24 of 1988 s. 2; 103 of 1995 s. 6)

　　

　　Cap 57 s 21D *(Repealed 135 of 1997 s. 3)

　　

　　* Ss. 21D to 21J were added by 98 of 1997. As to the suspension of operation of 98 of 1997, please see s. 5(1) and (2) of Cap 538. On 31 October 1997, that s. 5(1) and (2), to the extent that it was in effect immediately before 31 October 1997, ceased to have effect (please see s. 4(2) of 135 of 1997). As to the transitional provisions in relation to s. 3 of 135 of 1997, please see s. 4(1)(b) and Part I of Schedule 2 of 135 of 1997.

　　

　　Cap 57 s 21E *(Repealed 135 of 1997 s. 3)

　　

　　* Ss. 21D to 21J were added by 98 of 1997. As to the suspension of operation of 98 of 1997, please see s. 5(1) and (2) of Cap 538. On 31 October 1997, that s. 5(1) and (2), to the extent that it was in effect immediately before 31 October 1997, ceased to have effect (please see s. 4(2) of 135 of 1997). As to the transitional provisions in relation to s. 3 of 135 of 1997, please see s. 4(1)(b) and Part I of Schedule 2 of 135 of 1997.

　　

　　Cap 57 s 21F *(Repealed 135 of 1997 s. 3)

　　

　　* Ss. 21D to 21J were added by 98 of 1997. As to the suspension of operation of 98 of 1997, please see s. 5(1) and (2) of Cap 538. On 31 October 1997, that s. 5(1) and (2), to the extent that it was in effect immediately before 31 October 1997, ceased to have effect (please see s. 4(2) of 135 of 1997). As to the transitional provisions in relation to s. 3 of 135 of 1997, please see s. 4(1)(b) and Part I of Schedule 2 of 135 of 1997.

　　

　　Cap 57 s 21G *(Repealed 135 of 1997 s. 3)

　　

　　* Ss. 21D to 21J were added by 98 of 1997. As to the suspension of operation of 98 of 1997, please see s. 5(1) and (2) of Cap 538. On 31 October 1997, that s. 5(1) and (2), to the extent that it was in effect immediately before 31 October 1997, ceased to have effect (please see s. 4(2) of 135 of 1997). As to the transitional provisions in relation to s. 3 of 135 of 1997, please see s. 4(1)(b) and Part I of Schedule 2 of 135 of 1997.

　　

　　Cap 57 s 21H *(Repealed 135 of 1997 s. 3)

　　

　　* Ss. 21D to 21J were added by 98 of 1997. As to the suspension of operation of 98 of 1997, please see s. 5(1) and (2) of Cap 538. On 31 October 1997, that s. 5(1) and (2), to the extent that it was in effect immediately before 31 October 1997, ceased to have effect (please see s. 4(2) of 135 of 1997). As to the transitional provisions in relation to s. 3 of 135 of 1997, please see s. 4(1)(b) and Part I of Schedule 2 of 135 of 1997.

　　

　　Cap 57 s 21I *(Repealed 135 of 1997 s. 3)

　　

　　* Ss. 21D to 21J were added by 98 of 1997. As to the suspension of operation of 98 of 1997, please see s. 5(1) and (2) of Cap 538. On 31 October 1997, that s. 5(1) and (2), to the extent that it was in effect immediately before 31 October 1997, ceased to have effect (please see s. 4(2) of 135 of 1997). As to the transitional provisions in relation to s. 3 of 135 of 1997, please see s. 4(1)(b) and Part I of Schedule 2 of 135 of 1997.

　　

　　Cap 57 s 21J *(Repealed 135 of 1997 s. 3)

　　

　　* Ss. 21D to 21J were added by 98 of 1997. As to the suspension of operation of 98 of 1997, please see s. 5(1) and (2) of Cap 538. On 31 October 1997, that s. 5(1) and (2), to the extent that it was in effect immediately before 31 October 1997, ceased to have effect (please see s. 4(2) of 135 of 1997). As to the transitional provisions in relation to s. 3 of 135 of 1997, please see s. 4(1)(b) and Part I of Schedule 2 of 135 of 1997.

　　

(Part IVA added 51 of 1974 s. 3)

　　

　　Cap 57 s 22 Wage period

　　

　　PART V

　　

　　PAYMENT OF WAGES

　　

The wage period in respect of which wages are payable under a contract of employment shall, until the contrary is proved, be deemed to be 1 month.

　　

　　Cap 57 s 23 Time of payment of wages

　　

　　Wages shall become due on the expiry of the last day of the wage period and shall be paid as soon as is practicable but in any case not later than 7 days thereafter.

　　

　　Cap 57 s 24 Payment on completion

　　

　　Wages of an employee on completion of his contract of employment and any other sum payable in respect of his contract shall be due to him on the day of the completion of the contract and shall be paid as soon as is practicable but in any case not later than 7 days thereafter.

　　

　　Cap 57 s 25 Payment on termination

　　

　　(1) Subject to section 31O, where a contract of employment is terminated any sum due to the employee shall be paid to him as soon as is practicable and in any case not later than 7 days after the day of termination. (Amended 44 of 1971 s. 4; 67 of 1974 s. 4)

　　

(2) The sum referred to in subsection (1) shall be-

　　

　　(a) the equivalent of the amount earned by the employee for work done over the period commencing on the expiry of his wage period next preceding the time of termination up to that time;

　　

(b) the sum (if any) payable under sections 7, 15(2) and 33(4BA); (Amended 57 of 1983 s. 4; 76 of 1985 s. 3; 103 of 1995 s. 7; 7 of 2001 s. 6)

　　

(ba) any long service payment due to the employee; and (Added 76 of 1985 s. 3. Amended L.N. 34 of 1990)

　　

(c) any other sum due to the employee in respect of his contract of employment.(3) In addition to any deduction which may be made under section 32, and subject to any order made by a court, an employer may deduct from any sum payable under subsection (1) to an employee who terminates his employment otherwise than under section 6, 7 or 10 such sum as the employee would have been liable to pay if he had terminated his employment under section 7. (Replaced 44 of 1971 s. 4. Amended 14 of 1975 s. 3; 48 of 1984 s. 12)

　　

　　Cap 57 s 25A Interest on late payment of wages

　　

　　(1) Subject to subsection (3), if any wages or any sum referred to in section 25(2)(a) are not paid within 7 days from the day on which they become due under sections 23, 24 and 25, the employer shall pay interest at the rate specified in subsection (2) on the outstanding amount of wages or sum from the date on which such wages or sum become due up to the date of actual payment.

　　

(2) The rate of interest specified for the purpose of subsection (1) shall be the rate fixed by the Chief Justice by notice in the Gazette under section 50 of the District Court Ordinance (Cap 336).

　　

(3) No interest shall be payable in respect of any period before the commencement* of this section.

　　

(Added 74 of 1997 s. 9)_____________________________________________________________________________

　　

Note:

　　

* Commencement date: 27 June 1997.

　　

　　Cap 57 s 26 Manner and place of payment of wages

　　

　　(1) Subject to this Ordinance, wages shall be paid on a working day directly to an employee in legal tender at his place of employment or at any office or other place customarily used by the employer for the purpose of payment of wages or at any other place mutually agreed.

　　

(2) With the consent of an employee wages may be paid-

　　

　　(a) by cheque, money order or postal order;

　　

(b) into an account in his name with any bank within the meaning of section 2 of the Banking Ordinance (Cap 155); or (Amended 49 of 1995 s. 53)

　　

(c) to his duly appointed agent.

　　

　　Cap 57 s 27 Payment not to be made in certain places

　　

　　Wages, or any sum due to an employee in respect of his contract of employment on the completion or termination thereof, shall not be paid-

　　

　　(a) in any place of amusement;

　　

(b) in any place where totalizator or pari mutuel betting is conducted or where cash-sweeps are organized as authorized under the Betting Duty Ordinance (Cap 108);

　　

(c) in any place where intoxicating liquor or any dangerous drug is sold; or

　　

(d) in any shop or store for the retail sale of merchandise,except where the employee is employed in such place, shop or store.

　　

　　Cap 57 s 28 Remuneration other than wages

　　

　　(1) A contract of employment may provide for giving to an employee food, accommodation or other allowances or privileges in addition to wages as remuneration for his services.

　　

(2) No employer shall give to an employee any intoxicating liquor, dangerous drug, or any ticket or other substitute for ticket for any cash-sweep, totalizator or pari mutuel authorized under the Betting Duty Ordinance (Cap 108) as remuneration for his services.

　　

　　Cap 57 s 29 Prohibition of agreements as to manner of spending

　　

　　No employer shall in any contract of employment or agreement in consideration of a contract of employment make any provision as to the place at which, the manner in which, or the person with whom, wages paid to an employee are to be expended.

　　

　　Cap 57 s 30 Provision of shops, etc. by employers for sale of commodities to employees

　　

　　An employer may establish shops, stores or places for the sale of commodities to his employees, but no employer shall bind any employee by contract, agreement or other obligation, written or oral, express or implied, to make use of any such shop, store or place for the purchase of commodities.

　　

　　Cap 57 s 31 Employer not to enter into contract of employment without reasonable belief that he can pay wages

　　

　　(1) No person shall enter into, renew or continue a contract of employment as an employer unless he believes upon reasonable grounds that he will be able to pay all wages due under the contract of employment as they become due.

　　

(2) An employer shall, if he ceases to believe upon reasonable grounds that he will be able to pay all the wages due by him under a contract of employment as they become due, forthwith take all necessary steps to terminate the contract in accordance with its terms.

　　

(Added 71 of 1970 s. 3)

　　

　　Cap 57 s 31A (Repealed 76 of 1985 s. 4)

　　

　　PART VA

　　

　　SEVERANCE PAYMENTS

　　

(Repealed 76 of 1985 s. 4)

　　

　　Cap 57 s 31B General provisions as to right to severance payment

　　

　　(1) Where an employee who has been employed under a continuous contract for a period of not less than 24 months ending with the relevant date- (Amended 76 of 1985 s. 5)

　　

　　(a) is dismissed by his employer by reason of redundancy; or

　　

(b) is laid off within the meaning of section 31E,the employer shall, subject to this Part and Part VC, be liable to pay to the employee a severance payment calculated in accordance with section 31G. (Amended 52 of 1988 s. 5)

　　

(2) For the purposes of this Part an employee who is dismissed shall be taken to be dismissed by reason of redundancy if the dismissal is attributable wholly or mainly to the fact that-

　　

　　(a) his employer has ceased, or intends to cease, to carry on the business-

　　

(i) for the purposes of which the employee was employed by him; or

　　

(ii) in the place where the employee was so employed; or(b) the requirements of that business for employees to carry out work of a particular kind, or for employees to carry out work of a particular kind in the place where the employee was so employed, have ceased or diminished or are expected to cease or diminish. (Replaced 62 of 1992 s. 4)(3) For the purposes of the application of this Part to an employee who is employed as a domestic servant in, or in connection with, a private household, this Part (except section 31J) shall apply as if the household were a business and the maintenance of the household were the carrying on of that business by the employer.

　　

[cf. 1965 c. 62 ss. 1 & 19(1) U.K.]

　　

　　Cap 57 s 31C General exclusions from right to severance payment by reason of dismissal

　　

　　(1) An employee shall not be entitled to a severance payment by reason of dismissal where his employer, being so entitled by reason of the employee's conduct, terminates his contract of employment without notice or payment in lieu in accordance with section 9. (Amended 51 of 2000 s. 3)

　　

(2) An employee shall not be entitled to a severance payment by reason of dismissal if, not less than 7 days before the relevant date, the employer has offered to renew his contract of employment, or to re-engage him under a new contract, so that-

　　

　　(a) the provisions of the contract as renewed, or of the new contract, as the case may be, as to the capacity and place in which he would be employed, and as to the other terms and conditions of his employment, would not differ from the corresponding provisions of the contract as in force immediately before his dismissal; and

　　

(b) the renewal or re-engagement would take effect on or before the relevant date,and the employee has unreasonably refused that offer.

　　

(3) An employee shall not be entitled to a severance payment by reason of dismissal if, not less than 7 days before the relevant date, the employer has made to him an offer in writing to renew his contract of employment, or to re-engage him under a new contract, so that in accordance with the particulars specified in the offer the provisions of the contract as renewed, or of the new contract, as the case may be, as to the capacity and place in which he would be employed, and as to the other terms and conditions of his employment, would differ (wholly or in part) from the corresponding provisions of the contract as in force immediately before his dismissal, but-

　　

　　(a) the offer constitutes an offer of suitable employment in relation to the employee;

　　

(b) the offer constitutes an offer of employment no less favourable to the employee than hitherto; and

　　

(c) the renewal or re-engagement would take effect on or before the relevant date,and the employee has unreasonably refused that offer.

　　

(4) Where the relevant date falls on a rest day or holiday, the references in subsection (2)(b) and subsection (3)(c) to the relevant date shall be construed as references to the next day after that rest day or holiday. (Amended 75 of 1997 s. 2)

　　

(5) An employee shall not be entitled to a severance payment by reason of dismissal where, having been given notice of the termination of his contract of employment by his employer in accordance with section 6, he leaves the service of his employer before the expiration of that notice unless he so leaves-

　　

　　(a) with the prior consent of the employer; or

　　

(b) after having made a payment in lieu to the employer in accordance with section 7. (Replaced 75 of 1997 s. 2)

　　

[cf. 1965 c. 62 s. 2 U.K.]

　　

　　Cap 57 s 31D Dismissal by employer

　　

　　(1) For the purposes of and subject to this Part, an employee shall be taken to be dismissed by his employer if, but only if-

　　

　　(a) the contract under which he is employed is terminated by the employer with or without notice or payment in lieu thereof other than in accordance with section 9;

　　

(b) where under that contract he is employed for a fixed term, that term expires without being renewed under the same contract; or

　　

(c) the employee terminates that contract with or without notice or payment in lieu, in circumstances such that he is entitled to terminate it without notice or payment in lieu in accordance with section 10 by reason of the employer's conduct. (Replaced 62 of 1992 s. 5)(2) An employee shall not be taken for the purposes of this Part to be dismissed by his employer if-

　　

　　(a) his contract of employment is renewed, or he is re-engaged by the same employer under a new contract of employment; and

　　

(b) the renewal or re-engagement takes effect immediately on the ending of his employment under the previous contract.(3) For the purposes of the application of subsection (2) to a contract under which the employment ends on a rest day or holiday, the renewal or re-engagement shall be treated as taking effect immediately on the ending of the employment under the previous contract if it takes effect on or before the next day after that rest day or holiday.

　　

[cf. 1965 c. 62 s. 3 U.K.]

　　

　　Cap 57 s 31E Lay-off

　　

　　(1) Where an employee is employed under a contract on such terms and conditions that his remuneration thereunder depends on his being provided by the employer with work of the kind he is employed to do, he shall for the purposes of section 31B(1) be taken to be laid off where the total number of days on each of which such work is not provided for him by the employer exceeds-

　　

　　(a) half of the total number of normal working days in any period of 4 consecutive weeks; or

　　

(b) one-third of the total number of normal working days in any period of 26 consecutive weeks,and he is not paid a sum equivalent to the wages which he would have earned if work had been provided on the days on which no work was provided. (Amended 41 of 1990 s. 8)

　　

(1A) Notwithstanding subsection (1), any period during which an employee is not provided with work because of a lock-out by his employer, or as a result of a rest day, a statutory holiday or a day of annual leave, shall not be taken into account as normal working days in determining whether an employee has been laid off. (Added 41 of 1990 s. 8. Amended 61 of 1993 s. 4)

　　

(2) The continuity of a contract of employment of an employee shall not be treated as broken by any lay-off as a result of which no severance payment has been made.

　　

(3) For the purposes of this Part the "relevant date" (有关日期) in respect of the right of an employee to a severance payment arising by reason of lay-off means any day on which the period of 4 consecutive weeks or 26 consecutive weeks, as the case may be, referred to in subsection (1) has expired. (Amended 41 of 1990 s. 8)

　　

[cf. 1965 c. 62 s. 5(1) U.K.]

　　

　　Cap 57 s 31F Excluded classes of employees

　　

　　Section 31B shall not apply-

　　

　　(a) where the employer is the husband or wife of the employee;

　　

(b) to any outworker;

　　

(c) (Repealed 76 of 1985 s. 6)

　　

(d) to any person, employed by a government other than the Hong Kong Government, who is a subject or citizen of the state under whose government he is employed; or

　　

(e) without prejudice to paragraph (a), to any person in respect of employment as a domestic servant in, or in connection with, a private household, where the employer is the father, mother, grandfather, grandmother, stepfather, stepmother, son, daughter, grandson, granddaughter, stepson, stepdaughter, brother, sister, half-brother or half-sister of the employee.

　　

[cf. 1965 c. 62 s. 16 U.K.]

　　

　　Cap 57 s 31G Amount of severance payment

　　

　　(1) Subject to this Part, the amount of a severance payment to which an employee is entitled in any case shall be calculated by allowing-

　　

　　(a) in the case of a monthly rated employee, two-thirds of this last full month's wages, or two-thirds of $22500, whichever is less; and

　　

(b) in any other case, 18 days' wages based on any 18 days chosen by the employee and occurring during his last 30 normal working days, or two-thirds of $22500, whichever is less, (Amended L.N. 264 of 1995)for every year (and pro rata as respects an incomplete year) of employment under a continuous contract by his employer subject in all cases to a maximum payment not exceeding, where the relevant date occurs in a period specified in column 1 of Table A in the Seventh Schedule, the amount specified in column 2 of that table opposite to the period. (Amended 5 of 1995 s. 6)

　　

(1A) Notwithstanding subsection (1), where-

　　

　　(a) the relevant date occurs in a period specified in column 1 of Table B in the Seventh Schedule; and

　　

(b) the employee has been employed under a continuous contract by his employer for a period ("employment period") which immediately precedes the relevant date and is longer than the period specified in column 2 of that table opposite to the period in which the relevant date occurs,that part of the employment period exceeding the period so specified in column 2 of that table shall be reduced by one half for the purpose of calculating his entitlement under subsection (1). (Added 5 of 1995 s. 6)

　　

(2) Notwithstanding subsection (1), the employee may elect to have his wages averaged over the period of 12 months immediately preceding the relevant date, but where he so elects, then-

　　

　　(a) in the case of a monthly rated employee, the monthly average shall not exceed $22500; and

　　

(b) in any other case, the total wages for the period of 12 months shall, for the purpose of calculating the daily average, not exceed 12 times $22500. (Amended L.N. 264 of 1995)(3) For the purposes of this section, in the case of an employee who was employed under a continuous contract otherwise than by way of manual labour and whose average monthly wages during the period of 12 months immediately preceding the date of commencement of the Employment (Amendment) Ordinance 1990 (41 of 1990) exceed $15000, a reference to the period of employment under a continuous contract shall not include a reference to any such employment occurring more than-

　　

　　(a) 3 years prior to 1 January 1990, where the relevant date occurs in 1990;

　　

(b) 4 years prior to 1 January 1990, where the relevant date occurs in 1991;

　　

(c) 5 years prior to 1 January 1990, where the relevant date occurs in 1992;

　　

(d) 6 years prior to 1 January 1990, where the relevant date occurs in 1993;

　　

(e) 7 years prior to 1 January 1990, where the relevant date occurs in 1994;

　　

(f) 8 years prior to 1 January 1990, where the relevant date occurs in 1995;

　　

(g) 9 years prior to 1 January 1990, where the relevant date occurs in 1996;

　　

(h) 10 years prior to 1 January 1990, where the relevant date occurs in 1997 or any year thereafter.

　　

(Replaced 41 of 1990 s. 9)

　　

　　Cap 57 s 31H (Repealed 51 of 2000 s. 4)

　　

　　Cap 57 s 31I Severance payment to be reduced by amount of gratuities and benefits in certain cases

　　

Remarks:

　　

For transitional and savings provisions relating to the amendment of this section made by the Employment (Amendment) (No. 2) Ordinance 2001 (18 of 2001), see section 5 of that Ordinance.

　　

　　If an employee becomes entitled to payment of a severance payment under this Part and-

　　

　　(a) because of the operation of the employee's contract of employment, one or more gratuities based on length of service or one or more relevant occupational retirement scheme benefits have been paid to the employee; or

　　

(b) a relevant mandatory provident fund scheme benefit is being held in a mandatory provident fund scheme in respect of the employee, or has been paid to or in respect of the employee,the severance payment is to be reduced by the total amount of all of the gratuities and benefits to or in respect of the employee to the extent that they relate to the employee's years of service for which the severance payment is payable.

　　

(Replaced 4 of 1998 s. 5. Amended 18 of 2001 s. 2)

　　

　　Cap 57 s 31IA Gratuity or benefit to be reduced by amount of severance payment in certain cases

　　

　　(1) If-

　　

　　(a) because of the operation of the employee's contract of employment, an employee has become entitled to payment of a gratuity based on length of service, or to payment of a relevant occupational retirement scheme benefit; or

　　

(b) a relevant mandatory provident fund scheme benefit is being held in a mandatory provident fund scheme in respect of the employee,and the employee has been paid a severance payment under this Part, the gratuity or benefit is, to the extent that it is attributable to the same years of service as those for which the severance payment is payable, to be reduced by the whole amount of the severance payment.

　　

(2) Subsection (1) has effect even though the years of service for which the severance payment was made exceed those to which the gratuity or benefit is attributable.

　　

(3) Section 70A of the Occupational Retirement Schemes Ordinance (Cap 426) and section 12A of the Mandatory Provident Fund Schemes Ordinance (Cap 485) have effect in relation to this section.

　　

(Replaced 4 of 1998 s. 5)

　　

　　Cap 57 s 31J Change of ownership of business

　　

　　(1) This section shall have effect where-

　　

　　(a) a change occurs (whether by virtue of a sale or other disposition or by operation of law) in the ownership of a business for the purposes of which a person is employed, or of a part of such a business; and

　　

(b) in connection with that change the person by whom the employee is employed immediately before the change occurs (in this section referred to as "the previous owner") terminates the employee's contract in accordance with section 6 or 7.(2) If, by agreement with the employee, the person who immediately after the change occurs is the owner of the business or of the part of the business in question, as the case may be (in this section referred to as "the new owner") renews the employee's contract of employment (with the substitution of the new owner for the previous owner) or re-engages him under a new contract of employment, section 31D(2) shall have effect as if the renewal or re-engagement had been a renewal or re-engagement by the previous owner (without any substitution of the new owner for the previous owner).

　　

(3) If the new owner offers to renew the employee's contract of employment (with the substitution of the new owner for the previous owner) or to re-engage him under a new contract of employment, but the employee refuses the offer, section 31C(2) or (3) (as the case may be) shall have effect, subject to subsection (4), in relation to that offer and refusal as it would have had effect in relation to the like offer made by the previous owner and a refusal of that offer by the employee.

　　

(4) For the purposes of the operation, in accordance with subsection (3), of section 31C(2) or (3) in relation to an offer made by the new owner-

　　

　　(a) the offer shall not be treated as one whereby the provisions of the contract as renewed, or of the new contract, as the case may be, would differ from the corresponding provisions of the contract as in force immediately before the dismissal by reason only that the new owner would be substituted for the previous owner as the employer; and

　　

(b) no account shall be taken of that substitution in determining whether the refusal of the offer was unreasonable.(5) This section shall have effect (subject to the necessary modifications) in relation to a case where-

　　

　　(a) the person by whom a business, or part of a business, is owned immediately before a change is one of the persons by whom (whether as partners, trustees or otherwise) it is owned immediately after the change; or

　　

(b) the persons by whom a business, or part of a business, is owned immediately before a change (whether as partners, trustees or otherwise) include the person or one or more of the persons by whom it is owned immediately after the change,as this section has effect where the previous owner and the new owner are wholly different persons.

　　

(6) Nothing in this section shall be construed as requiring any variation of a contract of employment by agreement between the parties to be treated as constituting a termination of the contract.

　　

[cf. 1965 c. 62 s. 13 U.K.]

　　

　　Cap 57 s 31K Associated companies

　　

　　(1) Where the employer is a company, any reference in this Part to re-engagement by the employer shall be construed as a reference to re-engagement by that company or by any associated company, and any reference in this Part to an offer made by the employer shall be construed as including a reference to an offer made by an associated company.

　　

(2) Subsection (1) shall not affect the operation of section 31J in a case where the previous owner and the new owner (as defined by that section) are associated companies; and where that section applies, subsection (1) shall not apply.

　　

(3) Where an employee is dismissed by his employer, and the employer is a company (in this subsection referred to as "the employing company") which has one or more associated companies, then if-

　　

　　(a) none of the conditions specified in section 31B(2) is fulfilled;

　　

(b) one or other of those conditions would be fulfilled if the business of the employing company and the business of the associated company (or, if more than one, each of the associated companies) were treated as together constituting one business,that condition shall for the purposes of this Part be taken to be fulfilled in relation to the dismissal of the employee.

　　

(4) Where an employee of a company is taken into the employment of another company which, at the time when he is taken into its employment, is an associated company of the first-mentioned company, his period of employment at that time shall count as a period of employment with the associated company, and the change of employer shall not break the continuity of the period of employment.

　　

(5) For the purposes of this section 2 companies shall be taken to be associated companies if one is a subsidiary of the other, or both are subsidiaries of a third company, and "associated company" (相联公司) shall be construed accordingly.

　　

(6) In this section "company" (公司) and "subsidiary" (附属公司) have the meanings respectively assigned thereto by section 2 of the Companies Ordinance (Cap 32). (Amended 76 of 1985 s. 7)

　　

[cf. 1965 c. 62 s. 48 U.K.]

　　

　　Cap 57 s 31L Implied or constructive termination of contract

　　

　　(1) Where in accordance with any enactment or rule of law-

　　

　　(a) any act on the part of the employer; or

　　

(b) any event affecting an employer (including, in the case of an individual, his death),operates so as to terminate a contract under which an employee is employed by him, that act or event shall for the purposes of this Part be treated as a termination of the contract by the employer, if apart from this subsection it would not constitute a termination of the contract by him.

　　

(2) Where subsection (1) applies, and the employee's contract of employment is not renewed, and he is not re-engaged under a new contract, as mentioned in section 31D(2), he shall for the purposes of this Part be taken to be dismissed by reason of redundancy if the circumstances in which the contract is not renewed and he is not re-engaged as mentioned in section 31D(2), are wholly or mainly attributable to one or other of the facts specified in section 31B(2).

　　

(3) For the purposes of subsection (2), section 31B(2)(a), in so far as it relates to the employer ceasing or intending to cease to carry on the business, shall be construed as if the reference to the employer included a reference to any person to whom, in consequence of the act or event in question, power to dispose of the business has passed.

　　

(4) In this section any reference to section 31D(2) includes a reference to section 31D(2) as applied by section 31J(2).

　　

[cf. 1965 c. 62 s. 22 U.K.]

　　

　　Cap 57 s 31M Death of employer or of employee

　　

　　Part I of the Third Schedule shall have effect in relation to the death of an employer; and Part II of that Schedule shall have effect in relation to the death of an employee.

　　

[cf. 1965 c. 62 s. 23 U.K.]

　　

　　Cap 57 s 31N Claims for severance payments

　　

　　Notwithstanding anything in this Part, an employee shall not be entitled to a severance payment unless, before the end of the period of 3 months beginning with the relevant date, or within such extended period as the Commissioner may agree- (Amended 19 of 1984 s. 3)

　　

　　(a) the payment has been agreed and paid;

　　

(b) the employee has made a claim for payment by notice in writing given to the employer; or

　　

(c) a question as to the right of the employee to the payment, or as to the amount of the payment, has been made the subject of a claim filed with-

　　

(i) the Registrar of the Minor Employment Claims Adjudication Board in accordance with Part IV of the Minor Employment Claims Adjudication Board Ordinance (Cap 453); or

　　

(ii) the Registrar of the Labour Tribunal in accordance with Part IV of the Labour Tribunal Ordinance (Cap 25). (Amended 61 of 1994 s. 50)

　　

[cf. 1965 c. 62 s. 21 U.K.]

　　

　　Cap 57 s 31O Making of severance payment

　　

　　(1) Where an employee is entitled to a severance payment under this Part, his employer shall make the severance payment to him not later than 2 months from the receipt of a notice in accordance with paragraph (b) of section 31N unless either the employer or the employee has, before the expiration of that period, made the severance payment the subject of a claim filed with-

　　

　　(a) the Registrar of the Minor Employment Claims Adjudication Board in accordance with Part IV of the Minor Employment Claims Adjudication Board Ordinance (Cap 453); or

　　

(b) the Registrar of the Labour Tribunal in accordance with Part IV of the Labour Tribunal Ordinance (Cap 25). (Amended 61 of 1994 s. 51)(1A) Where the Minor Employment Claims Adjudication Board or Labour Tribunal has ordered that any sum in respect of severance payment is payable by an employer, it shall order the time within which such sum shall be payable, provided that if it has made no order as to the time within which the sum shall be payable, the sum shall be paid within 14 days from the date of the order of payment. (Added 62 of 1992 s. 8. Amended 61 of 1994 s. 51)

　　

(2) A severance payment shall be made in legal tender except that, where the employee so consents, payment may be made-

　　

　　(a) by cheque, money order or postal order;

　　

(b) into an account in his name with any bank within the meaning of section 2 of the Banking Ordinance (Cap 155); or (Amended 49 of 1995 s. 53)

　　

(c) to his duly appointed agent.(3) (a) An employer who without reasonable excuse fails to comply with subsection (1) or (1A) shall be guilty of an offence and shall be liable on conviction to a fine at level 5.

　　

　　(b) An employer who without reasonable excuse fails to comply with subsection (2) shall be guilty of an offence and shall be liable on conviction to a fine at level 3. (Replaced 103 of 1995 s. 8)

　　

　　Cap 57 s 31P Written particulars of severance payment

　　

　　(1) On making any severance payment, otherwise than in pursuance of a decision of the Minor Employment Claims Adjudication Board or Labour Tribunal which specifies the amount of the payment to be made, the employer shall give to the employee a written statement indicating how the amount of the payment has been calculated. (Amended 61 of 1994 s. 52)

　　

(2) (a) An employer who without reasonable excuse fails to comply with subsection (1) shall be guilty of an offence and shall be liable on conviction to a fine at level 3.

　　

　　(b) An employer who in a statement under subsection (1) includes anything which to his knowledge is false in a material particular, or recklessly includes anything which is false in a material particular shall be guilty of an offence and shall be liable on conviction to a fine at level 5. (Replaced 103 of 1995 s. 9)(3) Without prejudice to any proceedings for an offence under subsection (2)(a), if an employer fails to comply with the requirements of subsection (1), the employee may by notice in writing to the employer require the employer to give to the employee a written statement complying with those requirements within such period (not being less than 1 week beginning with the day on which the notice was given) as may be specified in the notice.

　　

(4) If, without reasonable excuse, an employer fails to comply with a notice under subsection (3) he shall be guilty of an offence and shall be liable-

　　

　　(a) in the case of a first conviction to a fine at level 3; or

　　

(b) in the case of a second or subsequent conviction, to a fine at level 5. (Amended 24 of 1988 s. 2; 103 of 1995 s. 9)

　　

[cf. 1965 c. 62 s. 18 U.K.]

　　

　　Cap 57 s 31Q Presumption

　　

　　For the purposes of this Part an employee who has been dismissed by his employer shall, unless the contrary is proved, be presumed to have been so dismissed by reason of redundancy.

　　

[cf. 1965 c. 62 s. 9(2) U.K.]

　　

(Part VA added 67 of 1974 s. 5)

　　

　　Cap 57 s 31R General provisions as to employee's right to long service payment

　　

　　PART VB

　　

　　LONG SERVICE PAYMENTS

　　

(1) Where an employee who has been employed under a continuous contract-

　　

　　(a) for not less than 5 years of service at the relevant date- (Amended 74 of 1997 s. 10)

　　

(i) is dismissed and his employer is not liable to pay him a severance payment by reason thereof; or

　　

(ii) subject to subsections (3) to (5), terminates his contract in the circumstances specified in section 10(aa); or (Amended 61 of 1993 s. 5)(b) terminates his contract and, at the relevant date, he is not less than 65 years of age and has been employed under that contract for not less than 5 years, (Amended 65 of 1995 s. 2)the employer shall, subject to this Part and Part VC, pay to the employee a long service payment calculated in accordance with section 31V(1). (Amended 105 of 1991 s. 2)

　　

(2) (Repealed 74 of 1997 s. 10)

　　

(3) Where an employee has terminated his contract in the circumstances specified in section 10(aa), the employer may, at his own expense, require the employee to undergo a medical examination by a registered medical practitioner nominated by the employer to obtain a second opinion as to whether or not the employee is permanently unfit for a particular type of work as specified in the certificate obtained by the employee. (Added 61 of 1993 s. 5)

　　

(4) An employer shall forfeit his right to exercise the option under subsection (3) unless-

　　

　　(a) he makes arrangements for a medical examination to take place not more than 14 days after the employer receives a copy of a certificate issued under section 10(aa); and

　　

(b) he notifies the employee in writing, not less than 48 hours before the examination is to take place, giving him details of the appointment. (Added 61 of 1993 s. 5)(5) An employee referred to in subsection (3) who, without reasonable excuse, refuses to undergo a medical examination forfeits his right to a long service payment under this Part. (Added 61 of 1993 s. 5)

　　

(6) Where the second opinion obtained by an employer under subsection (3) comes to the opposite conclusion from the certificate issued under section 10(aa), the employer shall submit the certificate and the second opinion to the Commissioner and the Commissioner shall, after such consultation with such medical experts as he considers necessary, rule whether or not the employee is entitled to a long service payment under this Part. (Added 61 of 1993 s. 5)

　　

(Replaced 52 of 1988 s. 6. Amended 41 of 1990 s. 11)

　　

　　Cap 57 s 31RA Death of employee

　　

　　(1) Where an employee dies and he had been at the time of his death employed under a continuous contract for not less than 5 years of service on the date of his death, the employer shall, subject to this Part and Part VC, pay a long service payment calculated in accordance with section 31V(1) to- (Amended 105 of 1991 s. 3; 74 of 1997 s. 11)

　　

　　(a) the spouse of the employee, if the employee leaves a spouse; or

　　

(b) the issue of the employee, if the employee leaves any issue but no spouse; or

　　

(c) a parent of the employee, if the employee leaves neither a spouse nor issue; or

　　

(d) the personal representative of the employee, if the employee does not leave any spouse, issue or parent.(1A) (Repealed 74 of 1997 s. 11)

　　

(2) A person referred to in paragraph (a), (b), (c) or (d) of subsection (1) shall not be entitled to such payment unless-

　　

　　(a) that person serves an application in the form specified by the Commissioner under section 49 on the relevant employer within the period of 30 days beginning on the day next following the date of death of the employee or within such extended period as the Commissioner may allow; and

　　

(b) the applicant's relationship (being a relationship mentioned in paragraph (a), (b), (c) or (d) of subsection (1)) to the deceased employee is supported by documentary evidence.(3) The Commissioner may extend the time for serving an application under subsection (2) although the application for extension is not made until after the expiration of the period of 30 days after the date of death of an employee.

　　

(4) Where a person referred to in paragraph (a) or (b) of subsection (1) is a minor, the application under subsection (2) shall be made by the guardian of that person.

　　

(5) Where a person is entitled to a long service payment under this section, the employer shall pay such person the long service payment to which he is entitled-

　　

　　(a) where the person so entitled is a spouse, not later than 7 days after the receipt of the application; or

　　

(b) where the person so entitled is not a spouse, not earlier than the day (hereinafter in this paragraph called "the said day") next following the date of expiration of the period which, as regards the particular case, was the period during which an application under subsection (2)(a) could be served but not later than 7 days after the said day.(6) An employer who without reasonable excuse fails to pay a long service payment on or before the latest date for payment as required by subsection (5) shall be guilty of an offence and shall be liable on conviction to a fine at level 5. (Amended 103 of 1995 s. 10)

　　

(7) Where 2 or more persons are entitled to a long service payment under this section, the long service payment shall be divided equally between such persons.

　　

(8) A long service payment is payable in accordance with this Part by an employer on the death of an employee from whatever cause and is payable in addition to any compensation payable by the employer under the Employees' Compensation Ordinance (Cap 282).

　　

(Added 52 of 1988 s. 6)

　　

　　Cap 57 s 31RB Application to domestic servants

　　

　　This Part (except section 31Z) shall apply to an employee who is employed as a domestic servant in, or in connection with, a private household as if the household were a business and the maintenance of the household were the carrying on of that business by the employer.

　　

(Added 52 of 1988 s. 6)

　　

　　Cap 57 s 31S General exclusions from right to long service payment by reason of dismissal

　　

　　(1) An employee shall not be entitled to a long service payment by reason of dismissal where his employer, being so entitled by reason of the employee's conduct, terminates his contract of employment without notice or payment in lieu in accordance with section 9. (Amended 51 of 2000 s. 5)

　　

(2) An employee shall not be entitled to a long service payment by reason of dismissal where, having been given notice of the termination of his contract of employment by his employer in accordance with section 6, he leaves the service of his employer before the expiration of that notice unless he so leaves-

　　

　　(a) with the prior consent of the employer; or

　　

(b) after having made a payment in lieu to the employer in accordance with section 7. (Replaced 75 of 1997 s. 3)(3) Subject to subsection (6), an employee employed under a contract for a fixed term shall not be entitled to a long service payment where he is taken to be dismissed by his employer under section 31T(1)(b) if, not less than 7 days before the relevant date, the employer has offered to renew his contract of employment, or to re-engage him under a new contract, so that-

　　

　　(a) the provisions of the contract as renewed, or of the new contract, as the case may be, as to the capacity and place in which he would be employed, and as to the other terms and conditions of his employment, would not differ from the corresponding provisions of the contract as in force immediately before his dismissal; and

　　

(b) the renewal or re-engagement would take effect on or before the relevant date,and the employee has unreasonably refused that offer. (Added 75 of 1997 s. 3)

　　

(4) Subject to subsection (6), an employee employed under a contract for a fixed term shall not be entitled to a long service payment where he is taken to be dismissed by his employer under section 31T(1)(b) if, not less than 7 days before the relevant date, the employer has made to him an offer in writing to renew his contract of employment, or to re-engage him under a new contract, so that in accordance with the particulars specified in the offer the provisions of the contract as renewed, or of the new contract, as the case may be, as to the capacity and place in which he would be employed, and as to the other terms and conditions of his employment, would differ, wholly or in part, from the corresponding provisions of the contract as in force immediately before his dismissal, but-

　　

　　(a) the offer constitutes an offer of suitable employment in relation to the employee;

　　

(b) the offer constitutes an offer of employment no less favourable to the employee than hitherto; and

　　

(c) the renewal or re-engagement would take effect on or before the relevant date,and the employee has unreasonably refused that offer. (Added 75 of 1997 s. 3)

　　

(5) Where the relevant date falls on a rest day or holiday, the references in subsections (3)(b) and (4)(c) to the relevant date shall be construed as references to the next day after that rest day or holiday. (Added 75 of 1997 s. 3)

　　

(6) Without affecting the application of section 31R(1)(a)(ii) and (b) and (2)(b), where an employee employed under a contract for a fixed term, on or before the day on which the contract for a fixed term expires, refuses an offer of any of the descriptions mentioned in subsection (3) or (4)-

　　

　　(a) the employee is entitled to terminate that contract under section 31R(1)(a)(ii) or (2)(b) as appropriate, that expiration shall be regarded as termination of contract by the employee under section 31R(1)(a)(ii) or (2)(b) for the purposes of the application of this Part; or

　　

(b) the employee is entitled to terminate that contract under section 31R(1)(b), that expiration shall be regarded as termination of contract by the employee under section 31R(1)(b) for the purposes of the application of this Part. (Added 75 of 1997 s. 3)

　　

　　Cap 57 s 31T Dismissal by employer

　　

　　(1) For the purposes of and subject to this Part, an employee shall be taken to be dismissed by his employer if, but only if-

　　

　　(a) the contract under which he is employed is terminated by the employer with or without notice or payment in lieu thereof other than in accordance with section 9;

　　

(b) where under that contract he is employed for a fixed term, that term expires without being renewed under the same contract; or

　　

(c) the employee terminates that contract with or without notice or payment in lieu, in circumstances such that he is entitled to terminate it without notice or payment in lieu in accordance with section 10 by reason of the employer's conduct. (Replaced 62 of 1992 s. 9)(2) An employee shall not be taken for the purposes of this Part to be dismissed by his employer if-

　　

　　(a) his contract of employment is renewed, or he is re-engaged by the same employer under a new contract of employment; and

　　

(b) the renewal or re-engagement takes effect immediately on the ending of his employment under the previous contract.(3) For the purposes of the application of subsection (2) to a contract under which the employment ends on a rest day or holiday, the renewal or re-engagement shall be treated as taking effect immediately on the ending of the employment under the previous contract if it takes effect on or before the next day after that rest day or holiday.

　　

　　Cap 57 s 31U Excluded classes of employees

　　

　　Sections 31R and 31RA shall not apply- (Amended 52 of 1988 s. 7)

　　

　　(a) where the employer is the husband or wife of the employee;

　　

(b) to any outworker;

　　

(c) to any person, employed by a government other than the Hong Kong Government, who is a subject or citizen of the state under whose government he is employed; or

　　

(d) without prejudice to paragraph (a), to any person in respect of employment as a domestic servant in, or in connection with, a private household, where the employer is the father, mother, grandfather, grandmother, stepfather, stepmother, son, daughter, grandson, granddaughter, stepson, stepdaughter, brother, sister, half-brother or half-sister of the employee.

　　

　　Cap 57 s 31V Amount of long service payment

　　

　　(1) Subject to this Part, the amount of a long service payment payable under section 31R(1) or 31RA(1) shall be calculated by allowing- (Amended 105 of 1991 s. 4)

　　

　　(a) in the case of a monthly rated employee, two-thirds of his last full month's wages, or two-thirds of $22500, whichever is less; and

　　

(b) in any other case, 18 days' wages based on any 18 days chosen by the employee and occurring during his last 30 normal working days, or two-thirds of $22500, whichever is less, (Amended L.N. 264 of 1995)for every year (and pro rata as respects an incomplete year) of employment under a continuous contract by his employer subject in all cases to a maximum payment not exceeding, where the relevant date occurs in a period specified in column 1 of Table A in the Seventh Schedule, the amount specified in column 2 of that table opposite to the period. (Replaced 41 of 1990 s. 12. Amended 5 of 1995 s. 7)

　　

(1AA) Notwithstanding subsection (1), where-

　　

　　(a) the relevant date occurs in a period specified in column 1 of Table B in the Seventh Schedule; and

　　

(b) the employee has been employed under a continuous contract by his employer for a period ("employment period") which immediately precedes the relevant date and is longer than the period specified in column 2 of that table opposite to the period in which the relevant date occurs,that part of the employment period exceeding the period so specified in column 2 of that table shall be reduced by one half for the purpose of calculating his entitlement under subsection (1). (Added 5 of 1995 s. 7)

　　

(1A) Notwithstanding subsection (1), the employee may elect to have his wages averaged over the period of 12 months immediately preceding the relevant date, but where he so elects, then-

　　

　　(a) in the case of a monthly rated employee, the monthly average shall not exceed $22500; and

　　

(b) in any other case, the total wages for the 12 months shall, for the purpose of calculating the daily average, not exceed 12 times $22500. (Added 41 of 1990 s. 12. Amended L.N. 264 of 1995)(2) Subject to this Part, the amount of a long service payment payable under section 31R(2) or 31RA(1A) shall be-

　　

　　(a)-(c) (Repealed 74 of 1997 s. 12)

　　

(d)-(e) (Repealed 74 of 1997 s. 13)(3) (Repealed 41 of 1990 s. 12)

　　

　　Cap 57 s 31W Calculation of period of employment

　　

　　(1) For the purposes of this Part, a reference to the period of employment under a continuous contract shall not include a reference to any such employment occurring more than- (Amended 41 of 1990 s. 13)

　　

　　(a) 6 years prior to 1 January 1986, where the relevant date occurs in 1986;

　　

(b) 7 years prior to 1 January 1986, where the relevant date occurs in 1987;

　　

(c) 8 years prior to 1 January 1986, where the relevant date occurs in 1988; and

　　

(d) 9 years prior to 1 January 1986, where the relevant date occurs in 1989 or any year thereafter.(1A) Subsection (1) shall cease to have effect on the commencement of the Employment (Amendment) Ordinance 1995 (5 of 1995). (Added 5 of 1995 s. 8)

　　

(2) Notwithstanding subsection (1), for the purposes of this Part, in the case of an employee who was employed under a continuous contract otherwise than by way of manual labour and whose average monthly wages during the period of 12 months immediately preceding the date of commencement of the Employment (Amendment) Ordinance 1990 (41 of 1990) exceed $15000, a reference to the period of employment under a continuous contract shall not include a reference to any such employment occurring more than-

　　

　　(a) 3 years prior to 1 January 1990, where the relevant date occurs in 1990;

　　

(b) 4 years prior to 1 January 1990, where the relevant date occurs in 1991;

　　

(c) 5 years prior to 1 January 1990, where the relevant date occurs in 1992;

　　

(d) 6 years prior to 1 January 1990, where the relevant date occurs in 1993;

　　

(e) 7 years prior to 1 January 1990, where the relevant date occurs in 1994;

　　

(f) 8 years prior to 1 January 1990, where the relevant date occurs in 1995;

　　

(g) 9 years prior to 1 January 1990, where the relevant date occurs in 1996;

　　

(h) 10 years prior to 1 January 1990, where the relevant date occurs in 1997 or any year thereafter. (Added 41 of 1990 s. 13)

　　

　　Cap 57 s 31X (Repealed 51 of 2000 s. 4)

　　

　　Cap 57 s 31Y Long service payment to be reduced by amount of gratuities and benefits in certain cases

　　

Remarks:

　　

For transitional and savings provisions relating to the amendment of this section made by the Employment (Amendment) (No. 2) Ordinance 2001 (18 of 2001), see section 5 of that Ordinance.

　　

　　If an employee becomes entitled to payment of a long service payment under this Part and-

　　

　　(a) because of the operation of the employee's contract of employment, one or more gratuities based on length of service or one or more relevant occupational retirement scheme benefits have been paid to the employee; or

　　

(b) a relevant mandatory provident fund scheme benefit is being held in a mandatory provident fund scheme in respect of the employee, or has been paid to or in respect of the employee,the long service payment is to be reduced by the total amount of all of the gratuities and benefits to or in respect of the employee to the extent that they relate to the employee's years of service for which the long service payment is payable.

　　

(Replaced 4 of 1998 s. 5. Amended 18 of 2001 s. 3)

　　

　　Cap 57 s 31YA Reduction of long service payment and other amounts on employee's death

　　

　　(1) If-

　　

　　(a) an employee has died; and

　　

(b) as a result of the death, a person becomes entitled to payment of a long service payment and-

　　

(i) because of the operation of the employee's contract of employment, one or more gratuities based on length of service or one or more relevant occupational retirement scheme benefits have been paid to the person in respect of the employee; or

　　

(ii) a relevant mandatory provident fund scheme benefit is being held in a mandatory provident fund scheme in respect of the employee, or has been paid to or in respect of the employee,the long service payment is to be reduced by the total amount of all of the gratuities and benefits to or in respect of the employee to the extent that they relate to the employee's years of service for which the long service payment is payable.

　　

(2) If-

　　

　　(a) an employee has died; and

　　

(b) as a result of the death, a person-

　　

(i) because of the operation of the employee's contract of employment, becomes entitled to payment of a gratuity based on length of service or to payment of a relevant occupational retirement scheme benefit; or

　　

(ii) becomes entitled to payment of a relevant mandatory provident fund scheme benefit; and(c) a long service payment under this Part has been paid to the person in respect of the employee, the gratuity or benefit is, to the extent that it is attributable to the same years of service as those for which the long service payment is payable, to be reduced by the whole of the long service payment.

　　

(3) Subsection (2) has effect even though the years of service for which the long service payment was made exceed those to which the gratuity or benefit is attributable.

　　

(4) If-

　　

　　(a) the employer of an employee who has died is, as a result of the employee's death, required to make a long service payment under section 31RA to a person; and

　　

(b) another person is entitled to one or more gratuities, relevant occupational retirement scheme benefits or relevant mandatory provident fund scheme benefits as a result of that death,that other person is entitled to be paid the gratuities, relevant occupational retirement scheme benefits and relevant mandatory provident fund scheme benefits relating to the employee's years of service only to the extent that the total amount of those gratuities and benefits exceeds the amount of the long service payment.

　　

(5) If-

　　

　　(a) the employer of an employee who has died has made a long service payment under section 31RA to a person as a result of the employee's death; and

　　

(b) the administrator of an occupational retirement scheme has paid a relevant occupational retirement scheme benefit, or the approved trustee of a mandatory provident fund scheme has paid a relevant mandatory provident fund scheme benefit, to another person as a result of that death, that other person must repay the benefit to that administrator or trustee except for the amount of the excess referred to in subsection (4).

　　

(6) On being repaid the benefit, the administrator or trustee must pay it to the employer concerned.

　　

(7) Section 70A of the Occupational Retirement Schemes Ordinance (Cap 426) and section 12A of the Mandatory Provident Fund Schemes Ordinance (Cap 485) have effect in relation to this section.

　　

(Replaced 4 of 1998 s. 5)

　　

　　Cap 57 s 31YAA Gratuity or benefit to be reduced by amount of long service payment in certain cases

　　

　　(1) If-

　　

　　(a) because of the operation of the employee's contract of employment, an employee has become entitled to payment of a gratuity based on length of service, or to payment of a relevant occupational retirement scheme benefit; or

　　

(b) a relevant mandatory provident fund scheme benefit is being held in a mandatory provident fund scheme in respect of the employee,and the employee has been paid a long service payment under this Part, the gratuity or benefit is, to the extent that it is attributable to the same years of service as those for which the long service payment is payable, to be reduced by the whole of the long service payment.

　　

(2) Subsection (1) has effect even though the years of service for which the long service payment was made exceed those to which the gratuity or benefit is attributable.

　　

(3) Section 70A of the Occupational Retirement Schemes Ordinance (Cap 426) and section 12A of the Mandatory Provident Fund Schemes Ordinance (Cap 485) have effect in relation to this section.

　　

(Replaced 4 of 1998 s. 5)

　　

　　Cap 57 s 31Z Change of ownership of business

　　

　　(1) This section shall have effect where-

　　

　　(a) a change occurs (whether by virtue of a sale or other disposition or by operation of law) in the ownership of a business for the purposes of which a person is employed, or of a part of such a business; and

　　

(b) in connection with that change the person by whom the employee is employed immediately before the change occurs (in this section referred to as "the previous owner") terminates the employee's contract in accordance with section 6 or 7.(2) If, by agreement with the employee, the person who immediately after the change occurs is the owner of the business or of the part of the business in question, as the case may be, (in this section referred to as "the new owner") renews the employee's contract of employment (with the substitution of the new owner for the previous owner) or re-engages him under a new contract of employment, section 31T(2) shall have effect as if the renewal or re-engagement had been a renewal or re-engagement by the previous owner (without any substitution of the new owner for the previous owner).

　　

(3) This section shall have effect (subject to the necessary modifications) in relation to a case where-

　　

　　(a) the person by whom a business, or part of a business, is owned immediately before a change is one of the persons by whom (whether as partners, trustees or otherwise) it is owned immediately after the change; or

　　

(b) the persons by whom a business, or part of a business, is owned immediately before a change (whether as partners, trustees or otherwise) include the person or one or more of the persons by whom it is owned immediately after the change,as this section has effect where the previous owner and the new owner are wholly different persons.

　　

(4) Nothing in this section shall be construed as requiring any variation of a contract of employment by agreement between the parties to be treated as constituting a termination of the contract.

　　

　　Cap 57 s 31ZA Associated companies

　　

　　(1) Where the employer is a company, any reference in this Part to re-engagement by the employer shall be construed as a reference to re-engagement by that company or by any associated company.

　　

(2) Subsection (1) shall not affect the operation of section 31Z in a case where the previous owner and the new owner (as defined by that section) are associated companies; and where that section applies, subsection (1) shall not apply.

　　

(3) Where an employee of a company is taken into the employment of another company which, at the time when he is taken into its employment, is an associated company of the first-mentioned company, his period of employment at that time shall count as a period of employment with the associated company, and the change of employer shall not break the continuity of the period of employment.

　　

(4) For the purposes of this section, 2 companies shall be taken to be associated companies if one is a subsidiary of the other, or both are subsidiaries of a third company, and "associated company" (相联公司) shall be construed accordingly.

　　

(5) In this section "company" (公司) and "subsidiary" (附属公司) have the meanings respectively assigned thereto by section 2 of the Companies Ordinance (Cap 32).

　　

　　Cap 57 s 31ZB Implied or constructive termination of contract

　　

　　Where in accordance with any enactment or rule of law-

　　

　　(a) any act on the part of the employer; or

　　

(b) any event affecting an employer (including, in the case of an individual, his death),operates so as to terminate a contract under which an employee is employed by him, that act or event shall for the purposes of this Part be treated as a termination of the contract by the employer, if apart from this section it would not constitute a termination of the contract by him.

　　

　　Cap 57 s 31ZC Death of employer

　　

　　The Sixth Schedule shall have effect in relation to the death of an employer.

　　

(Replaced 52 of 1988 s. 11)

　　

　　Cap 57 s 31ZD Making of long service payment

　　

　　(1) A long service payment shall be made in legal tender except that, where the person entitled to the payment so consents, payment may be made- (Amended 52 of 1988 s. 12)

　　

　　(a) by cheque, money order or postal order;

　　

(b) into an account in his name with any bank within the meaning of section 2 of the Banking Ordinance (Cap 155); or (Amended 49 of 1995 s. 53)

　　

(c) to his duly appointed agent.(2) Any employer who without reasonable excuse fails to comply with subsection (1) commits an offence and is liable to a fine at level 3. (Amended 24 of 1988 s. 2; 103 of 1995 s. 11)

　　

　　Cap 57 s 31ZE Written particulars of long service payment

　　

　　(1) On making any long service payment, the employer shall give to the person entitled to the payment a written statement indicating how the amount of the payment has been calculated. (Amended 52 of 1988 s. 13)

　　

(2) (a) An employer who without reasonable excuse fails to comply with subsection (1) shall be guilty of an offence and shall be liable to a fine at level 3.

　　

　　(b) An employer who in a statement under subsection (1) includes anything which to his knowledge is false in a material particular, or recklessly includes anything which is false in a material particular shall be guilty of an offence and shall be liable to a fine at level 5. (Replaced 103 of 1995 s. 12)(3) Without prejudice to any proceedings for an offence under subsection (2)(a), if an employer fails to comply with the requirements of subsection (1), the person entitled to the payment may by notice in writing to the employer require the employer to give to the person entitled to the payment a written statement complying with those requirements within such period (not being less than 1 week beginning with the day on which the notice was given) as may be specified in the notice. (Amended 52 of 1988 s. 13)

　　

(4) If, without reasonable excuse, an employer fails to comply with a notice under subsection (3) he commits an offence and is liable-

　　

　　(a) in the case of a first conviction, to a fine at level 3; or

　　

(b) in the case of a second or subsequent conviction, to a fine at level 5. (Amended 24 of 1988 s. 2; 103 of 1995 s. 12)

　　

(Part VB added 76 of 1985 s. 8)

　　

　　Cap 57 s 31ZF Re-employment after retirement at a specified age

　　

　　PART VC

　　

　　SUPPLEMENTARY PROVISIONS TO PARTS VA AND VB

　　

(1) Subject to subsection (2), where a continuous contract of employment specifies an age of retirement and-

　　

　　(a) the employee retires at that age; and

　　

(b) the employee has been employed under that contract for not less than 5 years of service ending at the relevant date; and (Amended 74 of 1997 s. 14)

　　

(c) he receives in relation to the years of service in respect of which long service payment would have been payable, had the employee been dismissed at the relevant date,-

　　

(i) by virtue of the terms of his contract of employment, any gratuity based upon length of service; or

　　

(ii) by virtue of a retirement scheme, any payment thereunder ; and(d) the total sum he receives under paragraph (c) is not less than the long service payment to which he would have been entitled had he been dismissed at the relevant date; and

　　

(e) immediately after his retirement, the employee is re-employed by the person by whom he was employed immediately before his retirement,then for the purposes of Parts VA and VB of this Ordinance, the employment after retirement shall be regarded as a fresh employment.

　　

(2) For the purposes of subsection (1), any reference therein to a retirement scheme payment shall not include that part, if any, of the payment which represents a return of an employee's own contributions, including any sum payable in respect of interest thereon.

　　

(Part VC added 52 of 1988 s. 14. Amended 41 of 1990 s. 16)_____________________________________________________________________________

　　

Note:

　　

The operation of this section is affected by the transitional provisions contained in s. 31ZG.

　　

　　Cap 57 s 31ZG Transitional

　　

　　The amendment made by section 14 of the Employment (Amendment) (No. 2) Ordinance 1997 (74 of 1997) to section 31ZF shall not affect employees who retired before the commencement of that amendment; and the provisions of section 31ZF as they read immediately before such commencement shall continue to apply as regards such employees as if it had not been so amended.

　　

(Added 74 of 1997 s. 15)___________________________________________________________________

　　

Note:

　　

S. 14 of 74 of 1997 amended s. 31ZF(1)(b) and came into operation on 27 June 1998. S. 31ZF(1)(b) as it reads immediately before 27 June 1998 is reproduced as follows:

　　

　　"(b) the employee has been employed under that contract for not less than the number of years of service, ending at the relevant date, specified in column 2 of the table in the Fifth Schedule opposite his age at the relevant date specified in column 1 of that table;"

　　

　　Cap 57 s 32 Restriction on deductions from wages

　　

　　PART VI

　　

　　DEDUCTIONS FROM WAGES

　　

(1) No deductions shall be made by an employer from the wages of his employee or from any other sum due to the employee otherwise than in accordance with this Ordinance.

　　

(2) The following deductions may be made by an employer from the wages of his employee-

　　

　　(a) deductions for absence from work:

　　

　　Provided that-

　　

(i) in the case of a contract of employment under which wages are calculated on a basis of time, no such deduction shall exceed a sum proportionate to the period of time during which the employee was absent from work;

　　

(ii) no such deduction shall be made for the purpose of defraying or partly defraying the cost of holiday pay or sickness allowance which the employer has paid or may be or may become liable to pay to the employee; (Replaced 39 of 1973 s. 4)(b) deductions for damage to or loss of goods, equipment or property belonging to or in the possession or control of the employer or expressly entrusted to an employee for custody, or for loss of money for which an employee is required to account, where such damage or loss is directly attributable to his neglect or default:

　　

　　Provided that-

　　

(i) the total amount recoverable by deduction in any one case shall not exceed the equivalent in value of the damage or loss suffered by the employer or $300, whichever is the less; and

　　

(ii) the total of such deductions in any one wage period shall not exceed one quarter of the wages payable to the employee in respect of that wage period;(c) deductions in respect of meals supplied by the employer at the request of the employee not exceeding the cost to the employer of such meals including expenses of production and service;

　　

(d) deduction for accommodation provided by the employer for the employee or his family made in respect of the period such accommodation has been in the occupation of the employee or his family;

　　

(e) deductions for the recovery of any advance or over-payment of wages made by the employer to the employee:

　　

　　Provided that-

　　

(i) except with the approval in writing of the Commissioner, no such deductions shall be made by way of discount, interest or any similar charge in consideration of such advance or over-payment; and

　　

(ii) the total of such deductions in any one wage period shall not exceed one quarter of the wages payable to the employee in respect of that wage period;(f) deductions, with the written consent of an employee, for the recovery of any loan made by the employer to the employee;

　　

(g) deductions made at the request in writing of the employee in respect of contributions to be paid by him through the employer for the purpose of any medical benefit scheme, superannuation scheme, retirement scheme or thrift scheme lawfully established for the benefit of the employee or his dependants; (Amended 41 of 1990 s. 17)

　　

(h) deductions which are required or authorized under any enactment to be made from the wages of an employee;

　　

(i) other deductions made at the request in writing of the employee and with the approval of the Commissioner, which may be signified in respect of any particular case in writing or in general by notice in the Gazette.(3) Except with the approval in writing of the Commissioner, the total of all deductions, excluding deductions in respect of absence from work or any deduction pursuant to an attachment order made under section 20(1) of the Guardianship of Minors Ordinance (Cap 13), section 9A(1) of the Separation and Maintenance Orders Ordinance (Cap 16) or section 28(1) of the Matrimonial Proceedings and Property Ordinance (Cap 192), made under this section from the wages of an employee in any one wage period shall not exceed one half of the wages payable to the employee in respect of the wage period. (Amended 69 of 1997 s. 34)

　　

(4) Nothing in this section shall be construed as preventing an employer from paying to an employee at any time before the due date the amount of wages and other remuneration proportionate to work done and adjusting any amount so paid against the total amount payable at the end of the wage period.

　　

　　Cap 57 s 32A Employee's entitlement to employment protection

　　

　　PART VIA

　　

　　EMPLOYMENT PROTECTION

　　

　　(1) An employee may be granted remedies against his employer under this Part-

　　

　　(a) where he has been employed under a continuous contract for a period of not less than 24 months ending with the relevant date and he is dismissed by the employer because the employer intends to extinguish or reduce any right, benefit or protection conferred or to be conferred upon the employee by this Ordinance;

　　

(b) where he is employed under a continuous contract and the employer, without his consent and, in the absence of an express term in his contract of employment which so permits, varies the terms of his contract of employment because the employer intends to extinguish or reduce any right, benefit or protection conferred or to be conferred upon the employee by this Ordinance; or

　　

(c) where he is dismissed by the employer other than for a valid reason within the meaning of section 32K and in contravention of-

　　

(i) section 15(1), 21B(2)(b), 33(4B) or 72B(1);

　　

(ii) section 6 of the Factories and Industrial Undertakings Ordinance (Cap 59); or

　　

(iii) section 48 of the Employees' Compensation Ordinance (Cap 282),

　　

whether or not the employer has been convicted of an offence in respect of the dismissal.(2) For the purposes of subsection (1)(a), an employee who has been dismissed by the employer shall, unless a valid reason is shown for that dismissal within the meaning of section 32K, be taken to have been so dismissed because the employer intends to extinguish or reduce any right, benefit or protection conferred or to be conferred upon the employee by this Ordinance.

　　

(3) For the purposes of subsection (1)(b), the variation of the terms of the contract of employment by the employer as referred to in that subsection shall, unless a valid reason is shown for that variation within the meaning of section 32K, be taken to be a variation of the terms of the contract of employment by the employer by reason that the employer intends to extinguish or reduce any right, benefit or protection conferred or to be conferred upon the employee by this Ordinance.

　　

(4) For the purposes of subsection (1)(c)-

　　

　　(a) it shall not be necessary for an employee to show in relation to-

　　

(i) subsection (1)(c)(i), that his contract of employment was terminated by reason of his exercising any of the rights vested in an employee by or by virtue of section 21B(1) or by reason of the fact of his doing any of the things mentioned in section 72B(1);

　　

(ii) subsection (1)(c)(ii), that his contract of employment was terminated by reason of the fact of his doing any of the things mentioned in section 6 of the Factories and Industrial Undertakings Ordinance (Cap 59); and(b) an employee who has been dismissed by the employer shall be taken to have been dismissed without a valid reason unless a valid reason is shown for that dismissal within the meaning of section 32K.(5) For the purposes of subsection (1)(c), an employee shall be entitled to remedies under this Part if and only if-

　　

　　(a) in relation to a dismissal in contravention of section 21B(2)(b), the employee has exercised any of the rights mentioned in section 21B(1) within a period of 12 months immediately preceding such dismissal by the employer;

　　

(b) in relation to a dismissal in contravention of section 72B(1), the employee has done any of the things mentioned in that section within a period of 12 months immediately preceding such dismissal by the employer;

　　

(c) in relation to a dismissal in contravention of section 6 of the Factories and Industrial Undertakings Ordinance (Cap 59), the employee has done any of the things mentioned in that section within a period of 12 months immediately preceding such dismissal by the employer.

　　

(Part VIA added 75 of 1997 s. 4)

　　

　　Cap 57 s 32B Dismissal by employer

　　

　　(1) For the purposes of section 32A(1)(a) and subject to this Part, where an employee is dismissed because the employer intends to extinguish or reduce his right to a severance payment or to a long service payment, he shall be taken to be dismissed by his employer if, but only if-

　　

　　(a) the contract under which he is employed is terminated by the employer with or without notice or payment in lieu otherwise than in accordance with section 9;

　　

(b) where under that contract he is employed for a fixed term, that term expires without being renewed under the same contract; or

　　

(c) the employee terminates that contract with or without notice or payment in lieu, in circumstances such that he is entitled to terminate it without notice or payment in lieu in accordance with section 10 by reason of the employer's conduct.(2) Subject to subsection (1), an employee shall be taken for the purposes of section 32A(1)(a) and (c) to be dismissed by his employer when the contract under which he is employed is terminated by the employer with or without notice or payment in lieu otherwise than in accordance with section 9.

　　

(3) An employee shall not be taken for the purposes of section 32A(1)(a) to be dismissed by his employer if-

　　

　　(a) his contract of employment is renewed, or he is re-engaged by the same employer under a new contract of employment; and

　　

(b) the renewal or re-engagement takes effect immediately on the ending of his employment under the previous contract.(4) For the purposes of the application of subsection (3) to a contract under which the employment ends on a rest day or holiday, the renewal or re-engagement shall be treated as taking effect immediately on the ending of the employment under the previous contract if it takes effect on or before the next day after that rest day or holiday.

　　

(Part VIA added 75 of 1997 s. 4)

　　

　　Cap 57 s 32C General exclusions from right to remedies

　　

　　(1) An employee shall not be entitled to remedies under this Part if, not less than 7 days before the relevant date, the employer has offered to renew his contract of employment, or to re-engage him under a new contract so that-

　　

　　(a) the provisions of the contract as renewed, or of the new contract, as the case may be, would not differ from the corresponding provisions of the contract as in force immediately before the dismissal; and

　　

(b) the renewal or re-engagement would take effect on or before the relevant date,and the employee has unreasonably refused that offer.

　　

(2) An employee shall not be entitled to remedies under this Part if, not less than 7 days before the relevant date, the employer has made to him an offer in writing to renew his contract of employment, or to re-engage him under a new contract, so that in accordance with the particulars specified in the offer the provisions of the contract as renewed, or of the new contract, as the case may be, would differ, wholly or in part, from the corresponding provisions of the contract as in force immediately before the dismissal, but-

　　

　　(a) the offer constitutes an offer of suitable employment in relation to the employee;

　　

(b) the offer constitutes an offer of employment no less favourable to the employee than hitherto; and

　　

(c) the renewal or re-engagement would take effect on or before the relevant date,and the employee has unreasonably refused that offer.

　　

(3) Where the relevant date falls on a rest day or holiday, the references in subsections (1)(b) and (2)(c) to the relevant date shall be construed as references to the next day after that rest day or holiday.

　　

(4) An employee shall not be entitled to remedies under this Part by reason of dismissal where, having been given notice of the termination of his contract of employment by his employer in accordance with section 6, he leaves the service of his employer before the expiration of that notice unless he so leaves-

　　

　　(a) with the prior consent of the employer; or

　　

(b) after having made a payment in lieu to the employer in accordance with section 7.(5) Subsections (1) to (3) shall not apply where an employee is dismissed in any of the circumstances mentioned in section 32A(1)(c).

　　

(Part VIA added 75 of 1997 s. 4)

　　

　　Cap 57 s 32D Change of ownership of business

　　

　　(1) This section shall have effect where-

　　

　　(a) a change occurs (whether by virtue of a sale or other disposition or by operation of law) in the ownership of a business for the purposes of which a person is employed, or of a part of such a business; and

　　

(b) in connection with that change the person by whom the employee is employed immediately before the change occurs (in this section referred to as "the previous owner") terminates the employee's contract in accordance with section 6 or 7.(2) If, by agreement with the employee, the person who immediately after the change occurs is the owner of the business or of the part of the business in question, as the case may be (in this section referred to as "the new owner"), renews the employee's contract of employment (with the substitution of the new owner for the previous owner) or re-engages him under a new contract of employment, section 32B(3) shall have effect as if the renewal or re-engagement had been a renewal or re-engagement by the previous owner (without any substitution of the new owner for the previous owner).

　　

(3) If the new owner offers to renew the employee's contract of employment (with the substitution of the new owner for the previous owner) or to re-engage him under a new contract of employment, but the employee refuses the offer, section 32C(1) or (2) (as the case may be) shall have effect, subject to subsection (4), in relation to that offer and refusal as it would have had effect in relation to the like offer made by the previous owner and a refusal of that offer by the employee.

　　

(4) For the purposes of the operation, in accordance with subsection (3), of section 32C(1) or (2) in relation to an offer made by the new owner-

　　

　　(a) the offer shall not be treated as one whereby the provisions of the contract as renewed, or of the new contract, as the case may be, would differ from the corresponding provisions of the contract as in force immediately before the dismissal by reason only that the new owner would be substituted for the previous owner as the employer; and

　　

(b) no account shall be taken of that substitution in determining whether the refusal of the offer was unreasonable.(5) This section shall have effect (subject to the necessary modifications) in relation to a case where-

　　

　　(a) the person by whom a business, or part of a business, is owned immediately before a change is one of the persons by whom (whether as partners, trustees or otherwise) it is owned immediately after the change; or

　　

(b) the persons by whom a business, or part of a business, is owned immediately before a change (whether as partners, trustees or otherwise) include the person or one or more of the persons by whom it is owned immediately after the change,as this section has effect where the previous owner and the new owner are wholly different persons.

　　

(6) Nothing in this section shall be construed as requiring any variation of a contract of employment by agreement between the parties to be treated as constituting a termination of the contract.

　　

(Part VIA added 75 of 1997 s. 4)

　　

　　Cap 57 s 32E Associated companies

　　

　　(1) Where the employer is a company, any reference in section 32B, 32C or 32D to renewal or re-engagement by the employer shall be construed as a reference to renewal or re-engagement by that company or by any associated company, and any reference in section 32B, 32C or 32D to an offer made by the employer shall be construed as including a reference to an offer made by an associated company.

　　

(2) Subsection (1) shall not affect the operation of section 32D in a case where the previous owner and the new owner are associated companies; and where that section applies, subsection (1) shall not apply.

　　

(3) For the purposes of this section, 2 companies shall be taken to be associated companies if one is a subsidiary of the other, or both are subsidiaries of a third company, and "associated company" shall be construed accordingly.

　　

(4) In this section, "company" (公司) and "subsidiary" (附属公司) have the meanings respectively assigned to them by section 2 of the Companies Ordinance (Cap 32).

　　

(Part VIA added 75 of 1997 s. 4)

　　

　　Cap 57 s 32F Relevant date

　　

　　For the purposes of and subject to this Part, "relevant date" (有关日期)-

　　

　　(a) in relation to the termination of employment of an employee, has the same meaning as in section 2(1); and

　　

(b) in relation to the employer varying the terms of the contract of employment of an employee, means the date on which that variation takes effect.

　　

(Part VIA added 75 of 1997 s. 4)

　　

　　Cap 57 s 32G Death of employer or employee

　　

　　For the purposes of this Part, Part I of the Eighth Schedule shall have effect in relation to the death of an employer and Part II of that Schedule shall have effect in relation to the death of an employee.

　　

(Part VIA added 75 of 1997 s. 4)

　　

　　Cap 57 s 32H (Repealed 51 of 2000 s. 4)

　　

　　Cap 57 s 32I Claim for remedies

　　

　　Notwithstanding anything in this Part, an employee shall not be entitled to remedies under this Part unless-

　　

　　(a) the employee has made a claim for such remedies by notice in writing given to the employer before the end of the period of 3 months beginning with the relevant date, or within such extended period not exceeding 6 months as the Commissioner may permit; or

　　

(b) a question as to the right of the employee to such remedies has been made the subject of a claim filed with the Registrar of the Labour Tribunal in accordance with Part IV of the Labour Tribunal Ordinance (Cap 25) before the end of the period of 9 months beginning with the relevant date.

　　

(Part VIA added 75 of 1997 s. 4)

　　

　　Cap 57 s 32J Jurisdiction of Labour Tribunal

　　

Remarks:

　　

Adaptation amendments retroactively made - see 25 of 1998 s. 2

　　

　　(1) Subject to this section, the Labour Tribunal established under the Labour Tribunal Ordinance (Cap 25) shall have jurisdiction to inquire into, hear and determine a claim made by an employee under this Part in accordance with this Part and with that Ordinance.

　　

(2) Notwithstanding section 9 of the Labour Tribunal Ordinance (Cap 25), the Labour Tribunal shall not have jurisdiction to inquire into, hear and determine a claim or part of a claim under this Part if the relevant date in respect of that claim falls more than 9 months before the date on which the claim is filed with the Registrar of the Labour Tribunal, unless the parties to the claim, by a memorandum signed by them and filed with the Registrar, have agreed that the Tribunal shall have jurisdiction.

　　

(3) Where the Labour Tribunal has jurisdiction by virtue of subsection (2), the Labour Tribunal may transfer the claim to the Court of First Instance or the District Court under section 10 of the Labour Tribunal Ordinance (Cap 25) and thereupon the court may make all or any of the orders or awards provided under sections 32N to 32P but there is no jurisdiction in either of those courts apart from such a transfer and section 9(3) of the Labour Tribunal Ordinance (Cap 25) does not apply. (Amended 25 of 1998 s. 2)

　　

(Part VIA added 75 of 1997 s. 4)

　　

　　Cap 57 s 32K Reasons for the dismissal or the variation of the terms of the contract of employment

　　

　　For the purposes of this Part, it shall be a valid reason for the employer to show that the dismissal of the employee or the variation of the terms of the contract of employment with the employee was by the reason of-

　　

　　(a) the conduct of the employee;

　　

(b) the capability or qualifications of the employee for performing work of the kind which he was employed by the employer to do;

　　

(c) the redundancy of the employee or other genuine operational requirements of the business of the employer;

　　

(d) the fact that the employee or the employer or both of them would, in relation to the employment, be in contravention of the law, if the employee were to continue in the employment of the employer or, were to so continue without that variation of the terms of his contract of employment; or

　　

(e) any other reason of substance, which, in the opinion of the court or the Labour Tribunal, was sufficient cause to warrant the dismissal of the employee or the variation of the terms of that contract of employment.

　　

(Part VIA added 75 of 1997 s. 4)

　　

　　Cap 57 s 32L Determination of claim

　　

　　(1) On a claim for remedies under this Part, in determining whether or not an employer has shown that he has a valid reason for the dismissal of an employee or for the variation of the terms of the contract of employment with an employee within the meaning of section 32K, the court or the Labour Tribunal shall take into consideration the circumstances of the claim.

　　

(2) Without affecting the generality of subsection (1), the circumstances of a claim include the length of time that the employee has been employed under that contract of employment with the employer as compared to the length of qualifying service required for the right, benefit or protection conferred or to be conferred upon the employee by this Ordinance which is capable of being extinguished or reduced by means of the dismissal or the variation of the terms of the contract of employment.

　　

(Part VIA added 75 of 1997 s. 4)

　　

　　Cap 57 s 32M Remedies for employment protection

　　

　　(1) On a claim for remedies under this Part if the court or Labour Tribunal finds that the employer has not shown a valid reason as specified under section 32K, the employer is deemed to intend to extinguish or reduce any right, benefit or protection conferred or to be conferred upon the employee by this Ordinance and the dismissal or the variation is deemed to be unreasonable and the court or Labour Tribunal may make an order under section 32N or an award of terminal payments under section 32O.

　　

(2) On a claim for remedies under this Part if, in relation to the dismissal of an employee in any of the circumstances mentioned in section 32A(1)(c), the court or Labour Tribunal finds that the employer has not shown a valid reason for that dismissal within the meaning of section 32K and, upon that finding the employer, after having been given an opportunity to do so, refuses or fails to show that the dismissal is not in contravention of-

　　

　　(a) section 15(1), 21B(2)(b), 33(4B) or 72B(1);

　　

(b) section 6 of the Factories and Industrial Undertakings Ordinance (Cap 59); or

　　

(c) section 48 of the Employees' Compensation Ordinance (Cap 282),then the court or Labour Tribunal may make an order under section 32N or an award of terminal payments under section 32O and, in the case where the court or Labour Tribunal does not make an order under section 32N, the court or Labour Tribunal may, whether or not it has made an award of terminal payments under section 32O, make an award of compensation under and in accordance with section 32P to be payable to the employee by the employer as it considers just and appropriate in the circumstances.

　　

(3) An order or award made under this Part shall not affect the civil or criminal liability of an employer otherwise than under this Part in respect of the dismissal or the variation of the terms of the contract of employment.

　　

(Part VIA added 75 of 1997 s. 4)

　　

　　Cap 57 s 32N Order for reinstatement and re-engagement

　　

　　(1) Subject to this section and to section 32M, an order under this section may be an order for reinstatement (in accordance with subsections (4) and (5)) or an order for re-engagement (in accordance with subsections (6) and (7)) as the court or Labour Tribunal may decide and on terms which it considers just and appropriate in the circumstances.

　　

(2) The court or Labour Tribunal shall first consider whether to make an order for reinstatement, and if it decides not to make an order for reinstatement it shall then consider whether to make an order for re-engagement.

　　

(3) Where the court or Labour Tribunal finds that an order for reinstatement or re-engagement, as the case may be, is appropriate, it shall explain to both the employer and the employee what order for reinstatement or re-engagement may be made, and shall ask them whether they agree to the court or Labour Tribunal making such an order. If the employer and the employee express such agreement, the court or Labour Tribunal shall make an order for reinstatement or re-engagement in accordance with that agreement.

　　

(4) An order for reinstatement is an order that the employer shall treat the employee in all respects as if he had not been dismissed or as if there had been no such variation of the terms of the contract of employment, and on making such an order the court or Labour Tribunal shall specify the terms on which reinstatement is to take place including-

　　

　　(a) any rights and privileges, including seniority and pension rights, which must be restored to the employee;

　　

(b) the continuity of the period of employment of the employee shall not be treated as broken by any absence on his part from work between the relevant date or where the contract was terminated by the employer by payment in lieu of notice, the last date on which the employee renders services to the employer, and the date of reinstatement for the purpose of reckoning the existing and future entitlements under this Ordinance and his employment contract;

　　

(c) the date by which the order must be complied with; and

　　

(d) where the employer fails to comply with the order on or before the date specified in paragraph (c), the amount of terminal payments payable under section 32O and where appropriate, the amount of compensation payable under section 32P.(5) On the making of an order for reinstatement, if the court or Labour Tribunal considers just and appropriate in the circumstances, it may specify-

　　

　　(a) any amount payable by the employer to the employee in respect of any arrears of pay and statutory entitlements under this Ordinance which the employee might reasonably be expected to have had but for the dismissal or the variation of the terms of the contract of employment, for the period between the relevant date and the date of reinstatement; or

　　

(b) any amount to be restored by the employee to the employer in respect of any statutory entitlements that the employee has been paid by the employer under this Ordinance and that the employee should not have had upon reinstatement.(6) An order for re-engagement is an order that the employee shall be engaged by the employer, or by a successor of the employer or by an associated company, in an employment on terms comparable to his original terms of the employment or in other suitable employment, and on making such an order the court or Labour Tribunal shall specify the terms on which re-engagement is to take place including-

　　

　　(a) the identity of the employer;

　　

(b) the nature of the employment;

　　

(c) the remuneration for the employment;

　　

(d) any rights and privileges, including seniority and pension rights, which must be restored to the employee;

　　

(e) the continuity of the period of employment of the employee shall not be treated as broken by any absence on his part from work between the relevant date or where the contract was terminated by the employer by payment in lieu of notice, the last date on which the employee renders services to the employer, and the date of re-engagement for the purpose of reckoning the existing and future entitlements under this Ordinance and his employment contract;

　　

(f ) the date by which the order must be complied with; and

　　

(g) where the employer fails to comply with the order on or before the date specified in paragraph (f), the amount of terminal payments payable under section 32O and where appropriate, the amount of compensation payable under section 32P.(7) On the making of an order for re-engagement, if the court or Labour Tribunal considers just and appropriate in the circumstances, it may specify-

　　

　　(a) any amount payable by the employer to the employee in respect of any arrears of pay and statutory entitlements under this Ordinance which the employee might reasonably be expected to have had but for the dismissal or the variation of the terms of the contract of employment, for the period between the relevant date and the date of re-engagement; or

　　

(b) any amount to be restored by the employee to the employer in respect of any statutory entitlements that the employee has been paid by the employer under this Ordinance and that the employee should not have had upon re-engagement.(8) For the purposes of subsection (6)-

　　

　　(a) "successor" (继承人), in relation to the employer of an employee, means (subject to paragraph (b)) a person who in consequence of a change occurring (whether by virtue of a sale or other disposition or by operation of law) in the ownership of the undertaking, or of part of the undertaking, for the purposes of which the employee was employed, has become the owner of the undertaking or part;

　　

(b) the definition in paragraph (a) has effect (subject to the necessary modifications) in relation to a case where-

　　

(i) the person by whom an undertaking or part of an undertaking is owned immediately before a change is one of the persons by whom (whether as partners, trustees or otherwise) it is owned immediately after the change; or

　　

(ii) the persons by whom an undertaking or part of an undertaking is owned immediately before a change (whether as partners, trustees or otherwise) include the persons by whom, or include one or more of the persons by whom, it is owned immediately after the change, as it has effect where the previous owner and the new owner are wholly different persons;(c) "associated company" shall be construed in accordance with section 32E.

　　

(Part VIA added 75 of 1997 s. 4)

　　

　　Cap 57 s 32O Award of terminal payments

　　

　　(1) Subject to section 32M, if no order for reinstatement or re-engagement is made under section 32N, the court or Labour Tribunal may make an award of terminal payments to be payable by the employer to the employee as it considers just and appropriate in the circumstances.

　　

(2) Terminal payments under this section refer to the statutory entitlements under this Ordinance that the employee has not been paid and that the employee is entitled to upon the termination of the contract of employment, or that he might reasonably be expected to be entitled to upon the termination of the contract of employment had he been allowed to continue with his original employment or original terms of the contract of employment to attain the minimum qualifying length of service required for the entitlements under this Ordinance.

　　

(3) Subject to subsection (4), terminal payments include-

　　

　　(a) any wages and other payments due to the employee under his contract of employment;

　　

(b) any payment in lieu of notice payable under Part II, in the case of a dismissal without due notice;

　　

(c) any end of year payment payable under Part IIA;

　　

(d) any maternity leave pay or sum payable under Part III;

　　

(e) any severance payment payable under Part VA or any long service payment payable under Part VB;

　　

(f) any sickness allowance or sum payable under Part VII;

　　

(g) any holiday pay payable under Part VIII;

　　

(h) any annual leave pay payable under Part VIIIA; and

　　

(i) any other payments due to the employee under this Ordinance and under his contract of employment.(4) Notwithstanding that the employee has not attained the qualifying length of service required for the entitlements under this Ordinance, the court or Labour Tribunal may make an award for terminal payments under subsection (1) or (5) which shall be reckoned according to the actual length of time that the employee has been employed under that contract of employment with the employer.

　　

(5) For the purposes of this section, where no order for reinstatement or re-engagement is made for an unreasonable variation of the terms of the contract of employment, the court or Labour Tribunal may treat the unreasonable variation of the terms of the contract of employment as an unreasonable dismissal by the employer and make an award for terminal payments and such terminal payments should be calculated up to the last date on which the employee renders services to the employer or the date on which an award of terminal payments under this section is made by the court or Labour Tribunal, whichever is the earlier.

　　

(6) The respective provisions governing the calculation of the statutory entitlements shall apply to the calculation of the terminal payments; and, subject to subsection (4), in the case of an employee aged at the relevant date less than 45 years who at that date has less than 5 years service with his employer, any long service payment payable by virtue of subsection (3)(e) shall be calculated in the same manner as any long service payment payable under Part VB to an employee aged at the relevant date less than 45 years who at that date has 5 years service with his employer.

　　

(7) Sections 31I and 31IA shall apply to any severance payment paid under this section.

　　

(8) Sections 31Y, 31YAA and 31YA shall apply to any long service payment paid under this section.

　　

(Part VIA added 75 of 1997 s. 4)

　　

　　Cap 57 s 32P Award of compensation

　　

　　(1) Subject to section 32M, the court or Labour Tribunal may, whether or not it has made an award of terminal payments under section 32O, make an award of compensation to be payable to the employee by the employer as it considers just and appropriate in the circumstances, if-

　　

　　(a) neither order for reinstatement nor order for re-engagement under section 32N is made; and

　　

(b) the employee is dismissed by the employer in contravention of section 15(1), 21B(2)(b), 33(4B) or 72B(1), section 6 of the Factories and Industrial Undertakings Ordinance (Cap 59), or section 48 of the Employees' Compensation Ordinance (Cap 282), whether or not the employer has been convicted of the offence in respect of the dismissal.(2) In determining an award of compensation and the amount of the award of compensation under this section, the court or Labour Tribunal shall take into account the circumstances of the claim.

　　

(3) Without affecting the generality of subsection (2) the circumstances of a claim include-

　　

　　(a) the circumstances of the employer and the employee;

　　

(b) the length of time that the employee has been employed under the contract of employment with the employer;

　　

(c) the manner in which the dismissal took place;

　　

(d) any loss sustained by the employee which is attributable to the dismissal;

　　

(e) possibility of the employee obtaining new employment;

　　

(f) any contributory fault borne by the employee; and

　　

(g) any payments that the employee is entitled to receive in respect of the dismissal under this Ordinance, including any award of terminal payments under section 32O.(4) The amount of an award of compensation under this section shall be such amount as the court or Labour Tribunal considers just and appropriate but no such award shall exceed an amount of $150000.

　　

(5) The Commissioner for Labour may amend the amount specified in subsection (4) by notice in the Gazette.

　　

(Part VIA added 75 of 1997 s. 4)

　　

　　Cap 57 s 32Q Exclusion

　　

　　This Part shall not apply to acts of-

　　

　　(a) sex discrimination within the meaning of the Sex Discrimination Ordinance (Cap 480);

　　

(b) discrimination against persons on the ground of their or their associates' disability within the meaning of the Disability Discrimination Ordinance (Cap 487); (Amended 7 of 2001 s. 7)

　　

(c) discrimination against persons on the ground of family status within the meaning of the Family Status Discrimination Ordinance (Cap 527). (Added 7 of 2001 s. 7)

　　

(Part VIA added 75 of 1997 s. 4)

　　

　　Cap 57 s 33 Sickness allowance

　　

　　PART VII

　　

　　SICKNESS ALLOWANCE

　　

(1) An employee who has been employed by his employer under a continuous contract for a period of 1 month or more immediately preceding a sickness day shall be paid by his employer sickness allowance in accordance with this section and section 35. (Amended 1 of 1977 s. 2; 48 of 1984 s. 14)

　　

(2) Subject to subsection (2A), an entitlement to sickness allowance shall accrue at the rate of-

　　

　　(a) 2 paid sickness days for each completed month of the employee's employment under the continuous contract with his employer during the first 12 months of such employment; and

　　

(b) 4 paid sickness days for each such month thereafter,and may be accumulated from time to time up to a maximum of 120 paid sickness days. (Replaced 57 of 1983 s. 5)

　　

(2A) In the case of an employee who has been employed by his employer under a continuous contract for a period of 1 month or more immediately preceding the commencement* of the Employment (Amendment) Ordinance 1983 (57 of 1983), the employee's entitlement to sickness allowance shall, with effect from and without prejudice to the entitlement to sickness allowance accrued at such commencement, accrue at the rate prescribed by subsection (2) as amended by that Ordinance, and his employment for part of a month (if any) at such commencement shall be taken into account in calculating his entitlement to sickness allowance under and at the rate prescribed by that subsection. (Added 57 of 1983 s. 5)

　　

(3) Subject to subsection (3C), an employee who takes less than 4 consecutive days as sickness days shall not be entitled to be paid sickness allowance in respect thereof. (Amended 22 of 1981 s. 7)

　　

(3A) Where a female employee who is pregnant or who has given birth to a child and who is required to attend a medical examination in relation to her pregnancy or post confinement medical treatment, any day on which she is absent from work for such examination or treatment shall be a sickness day. (Added 22 of 1981 s. 7)

　　

(3B) Where a female employee suffers a miscarriage, any day on which she is absent from work by reason of such miscarriage shall be a sickness day. (Added 22 of 1981 s. 7)

　　

(3C) A female employee who has an entitlement to a sickness allowance under this section shall, notwithstanding subsection (3), be paid sickness allowance for every sickness day under subsection (3A) or (3B), and subsections (4), (4A), (5), (5A) and (7) shall apply to any such sickness day and sickness allowance in respect thereof. (Added 22 of 1981 s. 7. Amended 57 of 1983 s. 5)

　　

(4) Subject to subsections (5) and (5A), an employee who takes 4 or more consecutive days as sickness days shall be entitled to be paid sickness allowance for the total number of sickness days taken by him, but not exceeding the number of paid sickness days accumulated by him, under subsections (2) and (2A), immediately before the commencement of the sickness days taken. (Replaced 57 of 1983 s. 5)

　　

(4A) The number of sickness days in respect of which an employee has been paid sickness allowance under subsection (4) shall be deducted in accordance with section 37(1B) from the total number of paid sickness days accumulated by him. (Added 57 of 1983 s. 5)

　　

(4B) Subject to subsection (4BAA), an employer shall not terminate a contract of employment of an employee otherwise than in accordance with section 9 on any sickness day taken by the employee in respect of which sickness allowance is payable under this section. (Replaced 7 of 2001 s. 8)

　　

(4BA) An employer who contravenes subsection (4B) shall be liable to pay to the dismissed employee-

　　

　　(a) the sum which would have been payable if the contract had been terminated by the employer under section 7; and

　　

(b) a further sum equivalent to the amount of wages which would have been accrued to the employee during a period of 7 days. (Added 103 of 1995 s. 13)(4BAA) An employer who terminates the continuous contract of employment of an employee on any sickness day taken by the employee in respect of which sickness allowance is payable under this section shall be taken for the purposes of subsection (4B) to terminate the contract otherwise than in accordance with section 9-

　　

　　(a) unless the contrary is proved; or

　　

(b) subject to subsection (4BAB), unless the employer proves that-

　　

(i) he purported to terminate the contract in accordance with that section; and

　　

(ii) at the time of such termination, he reasonably believed that he had a ground to do so. (Added 7 of 2001 s. 8)(4BAB) Subsection (4BAA)(b) shall not apply in the case of civil proceedings. (Added 7 of 2001 s. 8)

　　

(4BB) Any employer who contravenes subsection (4B) shall be guilty of an offence and shall be liable on conviction to a fine at level 6. (Replaced 7 of 2001 s. 8)

　　

(4C) Where an employer terminates a contract of employment of an employee on any sickness day taken by the employee, the employer shall, notwithstanding the termination of the contract of employment, pay to the employee sickness allowance for the total number of sickness days in respect of which the employee would have been entitled to be paid sickness allowance under subsection (4), and subsections (5), (5A) and (7) shall apply to any such sickness day and sickness allowance in respect thereof as if the contract of employment had not been terminated. (Added 57 of 1983 s. 5)

　　

(5) An employer shall not be liable to pay sickness allowance to an employee in respect of any sickness day-

　　

　　(a) subject to subsection (5A), unless such day is a day specified in the appropriate medical certificate as a day on which, in the opinion of the medical practitioner or registered dentist by whom the certificate is issued, the employee was, is or will be, as the case may be, unfit for work on account of sickness or injury; (Amended 57 of 1983 s. 5; 5 of 1995 s. 9)

　　

(b) if, where the employer is operating a recognized scheme of medical treatment, the employee, at any time during the sickness or injury, unless he is a patient in a hospital, refuses without reasonable excuse to submit himself for treatment by the medical practitioner or registered dentist employed by the employer for the purposes of the scheme; (Amended 57 of 1983 s. 5; 5 of 1995 s. 9)

　　

(c) if, where the employer is operating a recognized scheme of medical treatment, the employee, having submitted himself for treatment by the medical practitioner or registered dentist employed by the employer for the purposes of the scheme or being a patient in a hospital, at any time during the sickness or injury, without reasonable excuse, disregards the advice of such medical practitioner or registered dentist or the advice of the medical practitioner or registered dentist by whom he is being attended in the hospital; (Amended 57 of 1983 s. 5; 5 of 1995 s. 9)

　　

(d) if the unfitness for work of the employee is caused by his serious and wilful misconduct;

　　

(e) if the unfitness for work of the employee is on account of an injury or occupational disease in respect of which compensation is payable in accordance with the Employees' Compensation Ordinance (Cap 282);

　　

(f) in respect of which the employee has received holiday pay.(5A) Where an employee takes paid sickness days entered in category 2 of the record kept in respect of him under section 37(1A), he shall, if so required by his employer, produce to the employer, in respect of each such sickness day, a medical certificate that is issued by a medical practitioner or registered dentist attending the employee as an out-patient or in-patient in a hospital. (Added 57 of 1983 s. 5. Amended 5 of 1995 s. 9)

　　

(6) For the purposes of this section-

　　

　　(a) the expression "hospital" (医院) means a hospital or specialist clinic maintained by the Crown, a public hospital within the meaning of the Hospital Authority Ordinance (Cap 113) or a hospital in respect of which a person is registered under the Hospitals, Nursing Homes and Maternity Homes Registration Ordinance (Cap 165); (Amended 81 of 1991 s. 2)

　　

(b) in subsection (5)(a), the expression "appropriate medical certificate" (适当的医生证明书) means-

　　

(i) where, on the day on which the certificate is issued, the employer is operating a recognized scheme of medical treatment, a certificate issued by the medical practitioner or registered dentist employed by the employer for the purposes of the scheme; (Amended 5 of 1995 s. 9)

　　

(ii) where, on the day on which the certificate is issued, the employee is a patient in a hospital, a certificate issued by the medical practitioner or registered dentist attending the employee in the hospital; (Amended 5 of 1995 s. 9)

　　

(iii) in any other cases, a certificate issued by any medical practitioner or registered dentist. (Replaced 57 of 1983 s. 5. Amended 5 of 1995 s. 9)(7) Every medical certificate shall, in addition to specifying the number of days on which, in the opinion of the medical practitioner or registered dentist by whom it is issued, the employee was, is or will be, as the case may be, unfit for work, specify the nature of the sickness or injury on account of which, in the opinion of the medical practitioner or registered dentist, the employee was, is or will be, as the case may be, unfit for work and, in the case of a medical certificate produced by an employee for the purposes of subsection (5A), the medical certificate shall, if so required by his employer, contain or be accompanied by a brief record of the investigation carried out and the treatment prescribed by the medical practitioner or registered dentist. (Amended 57 of 1983 s. 5; 5 of 1995 s. 9)

　　

_____________________________________________________________________________

　　

Note:

　　

* 1.11.1983-L.N. 349 of 1983.

　　

　　Cap 57 s 34 Recognized scheme of medical treatment

　　

　　(1) The Director may recognize for the purposes of this Ordinance a scheme of medical treatment operated by an employer, if he is satisfied that each employee, who is qualified to be paid sickness allowance by the employer by whom the scheme is operated, is provided, without expense to the employee, by a medical practitioner or registered dentist with such medical treatment as an out-patient as the Director considers reasonable. (Amended 5 of 1995 s. 10)

　　

(2) The Director may, having given to the employer by whom the scheme is operated not less than 1 month's notice of his intention so to do, withdraw his recognition of any scheme of medical treatment.

　　

(3) Whenever the Director has recognized, or has withdrawn his recognition of, any scheme of medical treatment, he shall publish a notice thereof in the Gazette.

　　

　　Cap 57 s 35 Rate of sickness allowance

　　

　　(1) Subject to subsection (3), the daily rate of sickness allowance shall be a sum equivalent to four-fifths of the wages which the employee would have earned if he had worked on the sickness day. (Amended 48 of 1984 s. 15; 60 of 1996 s. 2)

　　

(2) Notwithstanding subsection (1) and subject to subsection (3), where an employee is employed on piece rates or where the daily wages of an employee vary from day to day, the sickness allowance shall be a sum equivalent to four-fifths of the average daily wage earned by the employee, and for the purposes of this subsection the average daily wage shall be the average of the daily wages earned by the employee on each day on which he worked during every complete wage period, comprising not less than 28 days and not more than 31 days, immediately preceding or expiring on the first sickness day. (Replaced 48 of 1984 s. 15. Amended 60 of 1996 s. 2)

　　

(3) Where a contract of employment of an employee is terminated, sickness allowance payable under section 33(4C) shall be calculated in accordance with subsection (1) or (2) whichever is applicable to the employee at the time his contract of employment is terminated. (Added 48 of 1984 s. 15)

　　

(Amended 1 of 1977 s. 3)

　　

　　Cap 57 s 35A Transitional

　　

　　Section 35 as in force immediately before the commencement* of the Employment (Amendment) Ordinance 1996 (60 of 1996) shall continue to apply in the calculation of sickness allowance payable to an employee under section 33 in respect of sickness days taken by that employee before that commencement.

　　

(Added 60 of 1996 s. 3) _____________________________________________________________________________

　　

Note:

　　

* Commencement date: 1 November 1996

　　

　　Cap 57 s 36 Time for payment of sickness allowance

　　

　　(1) Except in the case of an employee who is normally paid his wages daily, sickness allowance shall be paid to the employee or his duly appointed agent in the manner and at the place specified in section 26 not later than the day on which the employee is next paid his wages.

　　

(2) In the case of an employee who is normally paid his wages daily, sickness allowance shall be paid to him or his duly appointed agent in the manner and at the place specified in section 26 at least once in every 7 days.

　　

(3) Where a contract of employment of an employee is terminated, sickness allowance payable under section 33(4C) shall be paid to that employee in accordance with subsection (1) or (2) whichever is applicable to the employee as if the contract of employment had not been terminated. (Added 48 of 1984 s. 16)

　　

　　Cap 57 s 37 Employer to keep record of sickness days

　　

　　(1) Every employer shall keep a record-

　　

　　(a) of the date of commencement and termination of the employment of each employee;

　　

(b) in accordance with subsection (1A), of all paid sickness days accumulated by each employee under section 33;

　　

(c) of all paid sickness days taken by each employee in respect of which sickness allowance is payable under section 33, and such sickness days shall be deducted in accordance with subsection (1B); and

　　

(d) of all sickness allowance paid to each employee and the sickness days in respect of which the sickness allowance was paid. (Replaced 57 of 1983 s.6)(1A) A record kept for the purposes of subsection (1)(b) shall contain the following heads and details-

　　

　　Category 1:

　　

in which shall be entered the number of paid sickness days accumulated by an employee-

　　

(a) under section 33(2A); and

　　

(b) in respect of each month under section 33(2),

　　

but so however that the total number of paid sickness days in this category does not at the time of entry exceed 36 days; and

　　

　　Category 2:

　　

in which shall be entered every paid sickness day in excess of 36 days which cannot be entered in category 1, but so however that the total number of paid sickness days in this category does not at the time of entry exceed 84 days,and references in this section to category 1 and category 2 shall be construed as references to category 1 and category 2 respectively in this subsection. (Added 57 of 1983 s. 6)

　　

(1B) The number of paid sickness days taken consecutively by an employee shall be deducted from the total number of paid sickness days in category 1 accumulated by him immediately before the commencement of those sickness days and where the number of paid sickness days taken exceeds the total number of paid sickness days in that category, the excess paid sickness days shall be deducted from the total number of paid sickness days in category 2 accumulated by him immediately before such commencement. (Added 57 of 1983 s. 6)

　　

(2) If an employer maintains a record under subsection (1)-

　　

　　(a) an employee who returns to work after a sickness day shall, as soon as is practicable but not later than 7 days after his return to work, sign the entry in the record specifying the days on which he has been absent;

　　

(b) an employee shall be entitled to inspect that part of the record which relates to him at any reasonable time during working hours and, where an employee has ceased to be employed by his employer, he may inspect that part of the record which relates to him at any reasonable time during working hours in the period of 2 months next following the date on which he ceased to be employed.(3) If an employer fails to maintain the record under subsection (1) in respect of any employee employed by him, or if the record is lost or destroyed, the employee shall, notwithstanding any sickness allowance paid to him by his employer under section 33, be entitled to paid sickness days for each completed month of his employment in accordance with section 33. (Amended 57 of 1983 s. 6)

　　

　　Cap 57 s 38 Records to be produced to Commissioner

　　

　　For the purposes of section 37, the Commissioner may, either by notice in writing served by registered post or by notice in the Gazette, require any employer or class of employers to send to him all or any records of sickness days in respect of any period not exceeding 2 years preceding the date of the notice.

　　

(Part VII added 39 of 1973 s. 5)

　　

　　Cap 57 s 39 Grant of holidays

　　

　　PART VIII

　　

　　HOLIDAYS WITH PAY

　　

(1) Subject to subsections (1A), (2) and (3), an employee shall be granted a statutory holiday by his employer on each of the following days*-

　　

　　(a) Lunar New Year's Day or, if that day falls on a Sunday, then the day immediately preceding Lunar New Year's Day; (Amended 27 of 1982 s. 2)

　　

(b) the second day of Lunar New Year or, if that day falls on a Sunday, then the day immediately preceding Lunar New Year's Day;

　　

(c) the third day of Lunar New Year or, if that day falls on a Sunday, then the day immediately preceding Lunar New Year's Day;

　　

(d) Ching Ming (清明) Festival;

　　

(da) Labour Day, being the first day of May; (Added 100 of 1997 s. 2. Amended 35 of 1998 s. 5)

　　

(e) Tuen Ng (端午) Festival; (Amended 35 of 1998 s. 5)

　　

(f) the day following the Chinese Mid-Autumn (中秋) Festival or, if that day falls on a Sunday, the Chinese Mid-Autumn Festival Day; (Amended 27 of 1982 s. 2);

　　

(g) the Chung Yeung (重阳) Festival;

　　

(h) the Chinese Winter Solstice Festival (冬节) or Christmas Day, at the option of the employer;

　　

(i) the first day of January; (Replaced 53 of 1976 s. 2)

　　

(j) Hong Kong Special Administrative Region Establishment Day, being the first day of July; and (Added 137 of 1997 s. 3. Amended 35 of 1998 s. 5)

　　

(k) National Day, being the first day of October. (Added 137 of 1997 s. 3. Amended 35 of 1998 s. 5)(1A) The operation of subsection (1)(da) shall be suspended for the year 1998. (Added 137 of 1997 s. 3)

　　

(2) An employer may, instead of granting an employee a holiday on a statutory holiday, grant the employee an alternative holiday on another day (which is not a statutory holiday or a substituted holiday) within the period of 60 days immediately preceding or next following the statutory holiday, if the employer has notified the employee, either orally or in writing or by notice posted in a conspicuous place in the place of employment, of the day on which he will be granted the alternative holiday-

　　

　　(a) where the alternative holiday is to be taken on a day within the period of 60 days immediately preceding the statutory holiday, not less than 48 hours before that day; or

　　

(b) where the alternative holiday is to be taken on a day within the period of 60 days next following the statutory holiday, not less than 48 hours before the statutory holiday.(2A) Subsection (2) shall apply to and in relation to a holiday under subsection (4) as it applies to and in relation to a statutory holiday. (Added 137 of 1997 s. 3)

　　

(3) An employer and his employee may agree that another day shall be substituted for a statutory holiday or an alternative holiday or a holiday under subsection (4), if such substituted holiday falls within the period of 30 days of such statutory holiday, alternative holiday or holiday under subsection (4). (Amended 27 of 1982 s. 2)

　　

(4) Where-

　　

　　(a) a statutory holiday falls on a rest day, or in the case of an employee who is a young person, on a day on which, by virtue of the Employment of Young Persons (Industry) Regulations (Cap 57 sub. leg.), the employment of the employee in an industrial undertaking is not allowed, the employee shall be granted a holiday on the next day thereafter which is not a statutory holiday or an alternative holiday or a substituted holiday or a rest day; or (Amended 7 of 2001 s. 9)

　　

(b) a statutory holiday falls on the same day as that of another statutory holiday, an employee shall be granted a holiday on the next day thereafter which is not a statutory holiday or an alternative holiday or a substituted holiday or a rest day. (Replaced 137 of 1997 s. 3)#(5)-(9) (Repealed 137 of 1997 s. 3)

　　

(Amended 53 of 1976 s. 2; 137 of 1997 s. 3)_____________________________________________________________________________

　　

Note:

　　

* For additional statutory holidays in 1981, 1986 and 1997, see 39 of 1981, 35 of 1986, 84 of 1997 and s. 2(1) of 111 of 1997.

　　

# For savings provisions, please see s. 6 of 137 of 1997.

　　

　　Cap 57 s 40 Payment of holiday pay

　　

　　Subject to section 12(11), an employee who has been employed by his employer under a continuous contract for a period of 3 months immediately preceding a statutory holiday shall, not later than the day on which the employee is next paid his wages after that holiday, be paid by his employer holiday pay at the rate specified in section 41, whether the employee takes a holiday on the statutory holiday or on an alternative or substituted holiday or a holiday under section 39(4).

　　

(Amended 53 of 1976 s. 3; 71 of 1976 s. 6; 48 of 1984 s. 17)

　　

　　Cap 57 s 40A Restriction on pay in lieu of holiday

　　

　　(1) Subject to subsection (2), no payment of holiday pay payable under section 40, or other sum, shall be made in lieu of the grant of a holiday.

　　

(2) Notwithstanding subsection (1), where a contract of employment of an employee is terminated, holiday pay in respect of a holiday granted as an alternative holiday or substituted holiday under section 39(2), (2A) or (3) prior to the termination of the contract of employment but falling after such termination shall be paid to that employee as soon as is practicable but in any case not later than 7 days after the day of termination; and such holiday pay shall be calculated in accordance with section 41(1) or (2) whichever is applicable to the employee as if the contract of employment had not been terminated. (Amended 137 of 1997 s. 4)

　　

(Added 48 of 1984 s. 18)

　　

　　Cap 57 s 41 Rate of holiday pay

　　

　　(1) Holiday pay shall be a sum equivalent to the wages which the employee would have earned on a full working day. (Amended 41 of 1990 s. 18)

　　

(2) Notwithstanding subsection (1), where an employee is employed on piece rates or where the daily wages of an employee vary from day to day, the holiday pay shall be a sum equivalent to the average daily wage earned by the employee, and for the purposes of this subsection the average daily wage shall be the average of the daily wages earned by the employee on each day on which he worked during every complete wage period, comprising not less than 28 days and not more than 31 days, immediately preceding or expiring on the holiday or first day of the holidays.

　　

(Amended 48 of 1984 s. 19)

　　

(Part VIII added 39 of 1973 s. 5)

　　

　　Cap 57 s 41A Definitions (Part VIIIA)

　　

　　PART VIIIA

　　

　　ANNUAL LEAVE WITH PAY

　　

　　In this Part, in relation to an employee-

　　

"appropriate day" (适用日) means-

　　

　　(a) where the employee becomes entitled under section 41F(3) to any annual leave, the first day of the close down as regards which the entitlement arises or where he becomes so entitled more than once in any period of 12 months, the first day of the more or most recent, as appropriate, of such close downs; or

　　

(b) where the employee does not become so entitled-

　　

(i) the day following the end of the employee's last (or only) leave year; or

　　

(ii) where there is no such leave year, the day on which his employment commenced;"final employment period" (最终雇佣期) means the period beginning on the appropriate day and ending on the termination of his employment;

　　

"leave year" (假期年), unless the context otherwise requires, means any period of 12 months- (Amended 61 of 1993 s. 6)

　　

　　(a) commencing on-

　　

(i) in case the employee is entitled under section 41F(3) to any annual leave, the first day of the close down as regards which the entitlement arose; or

　　

(ii) in the case of any other employee, the day on which his employment commenced; or(b) commencing on an anniversary of such day;"notional leave pay" (假定假期薪酬) means an amount equal to the annual leave pay which would have been due to the employee had his contract of employment terminated, or been terminated, on the appropriate day's anniversary next following such contract's actual termination and had that pay been calculated by reference to his wages at the time of the actual termination.

　　

(Replaced 53 of 1990 s. 2)

　　

　　Cap 57 s 41AA Annual leave

　　

　　(1) Subject to this Part, every employee who has been in employment under a continuous contract for not less than 12 months shall, in respect of each leave year, be entitled to paid leave (in this Part referred to as "annual leave") calculated in accordance with subsection (2).

　　

(2) Where an employee has been in employment under a continuous contract for a period specified in column (1) of the Table to this section, the amount of annual leave to which he shall be entitled in respect of any leave year in that period shall be the number of days specified in column (2) of such Table in respect of the period.

　　

(3) Subject to subsection (5)(c), times at which annual leave is granted shall be determined by the employer after consultation with the employee concerned or his representatives.

　　

(4) An employer shall give an employee not less than 14 days' notice in writing of the time he has determined for the grant of a period of annual leave, except where a shorter period of notice is agreed to by the employer and employee.

　　

(5) Annual leave to which an employee is entitled-

　　

　　(a) shall be granted by his employer and be taken by the employee within the period of 12 months beginning immediately after the expiration of the leave year to which it relates;

　　

(b) subject to paragraph (c), shall be for an unbroken period; and

　　

(c) subject to subsection (9), shall, if the employee so requests his employer, be divided as follows-

　　

(i) where the leave entitlement does not exceed 10 days, it shall be granted on consecutive days except that not more than 3 days of the period of leave may be granted on any day or days (whether consecutive or not); and

　　

(ii) where such entitlement exceeds 10 days, 7 days of the period of leave shall be granted on consecutive days and the remaining leave may be granted on any day or days (whether consecutive or not).(6) If a rest day or holiday falls within any period of annual leave granted in accordance with this section, it shall be counted as annual leave and another rest day or holiday shall be substituted in accordance with section 18(5) or section 39(2), (2A), (3) or (4), as the case may require. (Amended 137 of 1997 s. 5)

　　

(7) No period of total incapacity for work by reason of sickness or injury occurring during a period of annual leave shall count as part of that annual leave unless it commences after the commencement of the period of annual leave.

　　

(8) Where-

　　

　　(a) an employer continues to employ an employee after the expiration of a period during which annual leave should have been granted to him and the employer has not granted that leave, then at the option of the employee but subject to paragraph (b) the employer shall (whether or not proceedings have been taken for an offence under section 63(4)(e))-

　　

(i) pay to the employee, in addition to any pay due to him, compensation equal in amount to the annual leave pay which he would have received had the leave been granted so as to end on the expiration of the period during which it should have been granted; or

　　

(ii) grant the employee paid leave equal to the leave which should have been granted;(b) an employee opts under paragraph (a) to take paid leave, he shall take the leave on such day or days as may be agreed to by the employer and him or, if there is no such agreement, as shall be specified by the employer.(9) Where-

　　

　　(a) an employer proposes to close down his business or part thereof for the purpose of granting annual leave to any of his employees; and

　　

(b) notice of the proposed close down is duly given under section 41F; and

　　

(c) such close down will not result in any person who has been in employment in the business under a continuous contract for 12 months or more having to take annual leave on fewer consecutive days than-

　　

(i) where his leave entitlement does not exceed 10 days, the number of consecutive days' leave that would be required to be granted under subsection (5)(c)(i) were his leave being divided under that subsection;

　　

(ii) 7 days where his leave entitlement exceeds 10 days,then nothing in this section shall prevent or restrict, or be construed as preventing or restricting, the close down.

　　

(10) For the avoidance of doubt it is declared that annual leave is, and shall be granted, in addition to the rest days, holidays and maternity leave to which an employee is entitled under this Ordinance.

　　

　　TABLE

　　

　　(1)

　　

　　Period of

　　

employment

　　

　　(2)

　　

　　Number of days' annual leave

　　

for a leave year ending-

　　

　　in the part of 1990

　　

beginning on the

　　

coming into

　　

operation of this

　　

Table and ending

　　

on the following

　　

31 December

　　

　　in

　　

1991

　　

　　in

　　

1992

　　

　　in

　　

1993

　　

　　in 1994

　　

or in any

　　

subsequent

　　

year

　　

　　At least 1 year but less than 3 years

　　

　　7

　　

　　7

　　

　　7

　　

　　7

　　

　　7

　　

　　At least 3 years but less than 4 years

　　

　　8

　　

　　8

　　

　　8

　　

　　8

　　

　　8

　　

　　At least 4 years but less than 5 years

　　

　　9

　　

　　9

　　

　　9

　　

　　9

　　

　　9

　　

　　At least 5 years but less than 6 years

　　

　　10

　　

　　10

　　

　　10

　　

　　10

　　

　　10

　　

　　At least 6 years but less than 7 years

　　

　　10

　　

　　11

　　

　　11

　　

　　11

　　

　　11

　　

　　At least 7 years but less than 8 years

　　

　　10

　　

　　11

　　

　　12

　　

　　12

　　

　　12

　　

　　At least 8 years but less than 9 years

　　

　　10

　　

　　11

　　

　　12

　　

　　13

　　

　　13

　　

　　At least 9 years

　　

　　10

　　

　　11

　　

　　12

　　

　　13

　　

　　14

　　

(Added 53 of 1990 s. 2)

　　

　　Cap 57 s 41AB Option for common leave year

　　

　　(1) Notwithstanding anything in this Part, an employer may, at his option, elect to use a 12 month period determined by him as the leave year for the purpose of calculating the annual leave of all of his employees and, in that case, each of his employees is entitled to an annual leave under this Part determined in accordance with this section.

　　

(2) An employer shall, before making an election under this section, give 1 month's notice-

　　

　　(a) to each of his employees in writing; or

　　

(b) by posting a notice in a conspicuous place in the place of employment,stating his intention to make the election, the 12 month period he intends to elect to use and the date from which he will commence using it.

　　

(3) Where an employer makes an election under this section, he shall thenceforth use that 12 month period as the leave year for the purpose of calculating the annual leave entitlement of all of his employees and, where an employee has not been in employment under a continuous contract for the full period of a leave year-

　　

　　(a) the employer shall calculate the leave entitlement on a pro rata basis, based on the number of calendar days between the day the employee commenced employment and the end of the leave year, divided by 365, and any fraction of a day resulting from the calculation shall be counted as a full day's leave; and

　　

(b) the employee may, at his option-

　　

(i) after consultation with his employer, take his leave entitlement for the pro rata portion referred to in paragraph (a); or

　　

(ii) carry it forward and combine it with his leave entitlement for the next full leave year.(4) Where an employee was already employed on the day an employer commences using a 12 month period for calculating annual leave for all of his employees under this section-

　　

　　(a) the employee is entitled to an annual leave calculated on a pro rata basis, based on the number of calendar days between the day he commenced employment (or the anniversary of such day, as the case may be) and the day preceding the day on which the employer commenced using the 12 month period under this section, divided by 365, and any fraction of a day resulting from the calculation shall be counted as a full day's leave; and

　　

(b) the employee may, at his option-

　　

(i) after consultation with his employer, take his leave entitlement for the pro rata portion referred to in paragraph (a); or

　　

(ii) carry it forward and combine it with his leave entitlement for the first full leave year calculated in accordance with this section.(5) Where section 41F applies to an employer who has made an election under this section-

　　

　　(a) the annual leave granted shall be in respect of the leave year immediately preceding the period of the close down; and

　　

(b) section 41F(3) to (6) shall not apply to the calculation of the leave entitlement.

　　

(Added 61 of 1993 s. 7)

　　

　　Cap 57 s 41B Payment of annual leave pay

　　

　　Where an employee is granted any period of annual leave, the employer shall pay him annual leave pay in respect of that period not later than the day on which he is next paid his wages after that period.

　　

　　Cap 57 s 41C Rate of annual leave pay

　　

　　(1) Annual leave pay shall, subject to subsection (2), be a sum equivalent to the wages which the employee would have earned if he had worked every day during the period of annual leave. (Amended 11 of 1979 s. 3)

　　

(2) Where an employee is employed on piece rates or where the wages of an employee vary from day to day, the annual leave pay shall be calculated by reference to the average daily wage earned by the employee, and for the purposes of this subsection the average daily wage shall be the average of the daily wages earned by the employee on each day on which he worked during every complete wage period, comprising not less than 28 days and not more than 31 days, immediately preceding or expiring on the first day of the annual leave or on the day on which the contract of employment terminates, as the case may be.

　　

(Amended 48 of 1984 s. 20)

　　

　　Cap 57 s 41D Payment of annual leave pay on cesser of employment

　　

　　(1) Where-

　　

　　(a) an employee ceases to be employed; and

　　

(b) annual leave is due to him,the person by whom he was formerly employed shall, as soon as practicable and in any case not later than 7 days after such cesser, pay to him in respect of the annual leave compensation equal in amount to the annual leave pay he would have received had the leave so due been granted immediately after such cesser.

　　

(2) Where-

　　

　　(a) an employee ceases to be employed;

　　

(b) the cesser occurs otherwise than on the expiration of a leave year of the employee;

　　

(c) his contract of employment terminates or is terminated otherwise than under section 9 for any reason whatsoever (including his resignation); and

　　

(d) the termination occurs at least 3 months after the appropriate day,he shall, as soon as practicable and in any case not later than 7 days after the termination, be paid by the person by whom he was formerly employed, in addition to any sum due under subsection (1), a sum equal in amount to that which bears to the notional leave pay the same proportion as the number of days in the final employment period bears to 365.

　　

(Replaced 53 of 1990 s. 3)

　　

　　Cap 57 s 41E Restriction on pay in lieu of leave

　　

　　(1) Where an employee is entitled to annual leave, subject to sections 41AA(8)(a) and 41D and to subsection (2), no remuneration shall be paid to him by his employer in lieu of his taking all or any part of the annual leave.

　　

(2) Where an employee is entitled to more than 10 days' annual leave in respect of a particular leave year, he may, in lieu of taking part of the leave, work on not more than the number of days by which such annual leave exceeds 10, and in case an employee so agrees, the amount payable to him in respect of any such day shall not be less than the aggregate of the following-

　　

　　(a) the wages receivable by him in respect of the period worked on that day; and

　　

(b) the annual leave pay he would have received had he been granted leave on that day.

　　

(Replaced 53 of 1990 s. 3)

　　

　　Cap 57 s 41EA Inclusion of certain provisions in contracts of employment prohibited

　　

　　The inclusion by any person in a contract of employment of any term or condition which purports to affect in any way the provisions of section 41E(2) in their application to such employee, is prohibited and any such term or condition, if so included, shall be void.

　　

(Added 53 of 1990 s. 3)

　　

　　Cap 57 s 41F Annual leave shutdown

　　

　　(1) Every employer who intends to close down his business or part thereof for the purpose of granting annual leave to any of his employees shall give one month's notice in writing of his intention so to do to every employee who will as a result have to take annual leave or otherwise stop work during the period of closure.

　　

(2) The provisions of subsection (1) shall be deemed to be complied with if not later than one month before commencement of the period of closure, the employer exhibits in a conspicuous place in the place of employment notice of the closure and of the names of all employees who will as a result have to take annual leave or otherwise stop working, or in lieu of such names, a description or other details enabling such employees to be clearly identified.

　　

(3) Every person who is an employee at the commencement of the period during which the business or part thereof is closed down for the purpose specified in subsection (1), and who is not otherwise entitled to annual leave pay in respect of any day during that period, shall, as regards the period beginning on the appropriate day and ending on the day preceding the first day of the close down, be entitled to annual leave calculated in accordance with subsection (4). (Amended 53 of 1990 s. 4)

　　

(4) The amount of annual leave to which an employee is entitled under subsection (3) shall be determined as follows-

　　

　　(a) a calculation shall be made using the formula

　　

　　A

　　

　　_______ × B

　　

　　365

　　

where-

　　

A is the number of days in the period beginning on the relevant day and ending on the day preceding the first day of the close down as regards which the entitlement arose; and

　　

B is the annual leave to which the employee would be entitled under this Ordinance had there been no close down (or partial close down) of the business concerned and had he been in his employment under a continuous contract for the period of 12 months beginning on the relevant day;(b) where the result is not a whole number, the result shall be rounded up to the next whole number; and

　　

(c) (i) if the result or, where appropriate, the result when rounded up (which result in this section referred to as "the calculated number") equals or is less than the number of days occurring during the relevant close down being days and as regards none of which the employee is, apart from subsection (3), entitled to annual leave (which days are in this section referred to as "relevant closure days"), the amount of annual leave shall equal the number of relevant closure days; or

　　

(ii) if the calculated number exceeds the number of relevant closure days, the number of days of annual leave shall equal the calculated number. (Added 53 of 1990 s. 4)(5) Where an employee is entitled to annual leave under subsection (3) and such leave exceeds the relevant closure days, unless the employee and his employer otherwise agree, the remaining annual leave shall be granted by the employer and be taken by the employee during an unbroken period beginning on the working day next following the last day of the relevant close down or, in case there is only 1 day's remaining annual leave, it shall be so given and taken on such working day. (Added 53 of 1990 s. 4)

　　

(6) For the avoidance of doubt it is hereby declared that where an employee is entitled to annual leave under subsection (3), no period shall, by reason only of the entitlement, be regarded for the purposes of this Ordinance as being a leave year. (Added 53 of 1990 s. 4)

　　

(7) In this section "the relevant day" (有关日期) means, in relation to an employee-

　　

　　(a) where the employee previously became entitled under subsection (3) to any annual leave in the immediately preceding period of 12 months, the first day of the close down as regards which the entitlement arose, to where he became so entitled more than once in such period of 12 months, the first day of the more or most recent, as appropriate, of such close downs; or

　　

(b) in any other case-

　　

(i) the day following the end of the employee's last (or only) leave year; or

　　

(ii) where there is no such leave year, the day on which his employment commenced. (Added 53 of 1990 s. 4)

　　

　　Cap 57 s 41G Employer to keep annual leave records

　　

　　Every employer shall keep a record of-

　　

　　(a) the date of commencement and termination of-

　　

(i) the employment of each employee;

　　

(ii) all periods of annual leave taken by each employee; and

　　

(iii) all periods of closure of his business or part thereof for the purpose of granting any annual leave to any of his employees; and(b) all annual leave pay received by each employee.

　　

(Part VIIIA added 53 of 1977 s. 3)

　　

　　Cap 57 s 42 Ordinary wages instead of holiday pay, annual leave pay, maternity leave pay or sickness allowance

　　

　　PART IX

　　

　　ANCILLARY PROVISIONS RELATING TO SICKNESS ALLOWANCE

　　

AND HOLIDAYS AND ANNUAL LEAVE WITH PAY

　　

(Amended 53 of 1977 s.4)

　　

Where, pursuant to the terms of his contract of employment or the terms of any other agreement or for any other reason, an employee is paid his ordinary wages in respect of any holiday, annual leave, maternity leave or sickness day, the employee shall not, in addition to such ordinary wages, be entitled to be paid holiday pay, annual leave pay, maternity leave pay or sickness allowance, as the case may be.

　　

(Amended 53 of 1977 s. 5; 22 of 1981 s. 9)

　　

　　Cap 57 s 43 Payment of holiday pay, etc. in event of bankruptcy, etc.

　　

　　For the purposes of section 38 of the Bankruptcy Ordinance (Cap 6) and section 265 of the Companies Ordinance (Cap 32), any holiday pay, annual leave pay, end of year payment or any proportion thereof, maternity leave pay or sickness allowance to which an employee is entitled shall, whenever the employee became or becomes entitled thereto, be deemed to be wages in respect of services rendered during the relevant period prescribed in the said section 38 or the said section 265 or in section 79 of the Companies Ordinance (Cap 32), as the case may be.

　　

(Amended 53 of 1977 s. 6; 22 of 1981 s. 10; 48 of 1984 s. 21)

　　

(Part IX added 39 of 1973 s. 5)

　　

　　Cap 57 s 43A Interpretation

　　

　　PART IXA

　　

　　LIABILITY TO PAY WAGES OF SUB-CONTRACTOR'S AND

　　

NOMINATED SUB-CONTRACTOR'S EMPLOYEES

　　

　　Interpretation and application

　　

(1) In this Part, unless the context otherwise requires-

　　

"building works" (建筑工程) means the construction, site formation, reconstruction, maintenance (including redecoration and external cleaning), repairs, alteration or demolition of the whole or any part of-

　　

　　(a) any building, dock, pier, bridge, viaduct or other structure; or

　　

(b) any harbour or port works, reclamation, road, tunnel, sewer, drain, well or waterworks,and any installation works in respect of such building works;

　　

"main nominated sub-contractor" (主要指定次承判商) means a nominated sub-contractor who enters into a contract, express or implied, directly with a principal contractor to perform all or any part of the work which the principal contractor has contracted to perform;

　　

"nominated sub-contractor" (指定次承判商) means-

　　

　　(a) any person-

　　

(i) who enters into a contract, express or implied, with a principal contractor to perform all or any part of the work which the principal contractor has contracted to perform; or

　　

(ii) who enters into a contract, express or implied, to perform all or any part of the work which a person referred to in sub-paragraph (i) has contracted to perform,

　　

who is nominated by an owner or occupier of property, or by an agent or authorized architect, surveyor or civil, municipal or structural engineer of such owner or occupier; and(b) any person who subsequently enters into a contract, express or implied, to perform all or any part of the work agreed to be performed by a nominated sub-contractor within the meaning of paragraph (a) of this definition;"principal contractor" (总承判商) means a person who enters into a contract directly with an owner or occupier of property, or with an agent or authorized architect, surveyor or civil, municipal or structural engineer of such owner or occupier, to perform any work for such owner or occupier;

　　

"sub-contractor" (次承判商) means-

　　

　　(a) any person who enters into a contract, express or implied, with a principal contractor to perform all or any part of the work which the principal contractor has contracted to perform; and

　　

(b) any other person who enters into a contract, express or implied, to perform all or any part of the work which a sub-contractor within the meaning of paragraph (a) has contracted to perform,but does not include a nominated sub-contractor;

　　

"work" (工作) means-

　　

　　(a) building works; and

　　

(b) the supply of manual labour for the purposes of or in connection with building works.(2) For the purposes of this Part-

　　

　　(a) a sub-contractor is a superior sub-contractor to another sub-contractor if all or any part of the work which he contracted to perform is sub-contracted to that other sub-contractor, whether or not such work is performed by that other sub-contractor or further sub-contracted by that other sub-contractor;

　　

(b) a nominated sub-contractor is a superior nominated sub-contractor to another nominated sub-contractor if all or any part of the work which he contracted to perform is sub-contracted to that other nominated sub-contractor, whether or not such work is performed by that other nominated sub-contractor or further sub-contracted by that other nominated sub-contractor.

　　

　　Cap 57 s 43B Application

　　

　　This Part shall not apply to wages for any work for which a contract was entered into by a principal contractor, nominated sub-contractor or sub-contractor prior to the commencement* of the Employment (Amendment) (No. 4) Ordinance 1977 (54 of 1977).

　　

_____________________________________________________________________________

　　

Note:

　　

* 1 November 1977-L.N. 207 of 1977

　　

　　Cap 57 s 43C Liability of principal contractor and superior sub-contractor to pay wages of employees of sub-contractors

　　

　　Sub-contractor's employees' wages

　　

　　(1) Subject to this Part, if any wages become due to an employee who is employed by a sub-contractor on any work which the sub-contractor has contracted to perform, and such wages are not paid within the period specified in section 23, 24 or 25, as the case may be, such wages shall be payable to the employee-

　　

　　(a) where the sub-contractor has contracted with the principal contractor, by the principal contractor; and

　　

(b) where the sub-contractor has contracted with a superior sub-contractor, by the principal contractor and every superior sub-contractor to the sub-contractor, jointly and severally.(2) The liability of a principal contractor and of a principal contractor and superior sub-contractor or superior sub-contractors jointly and severally under subsection (1) shall be limited-

　　

　　(a) to the wages of an employee whose employment relates wholly to the work which the principal contractor has contracted to perform and whose place of employment is wholly on the site of the building works; and

　　

(b) to the wages due to such an employee for 2 months without any deductions under this Ordinance and such months shall be the first 2 months of the period in respect of which the wages are due to the employee.(3) Subject to subsection (4) the wages payable under subsection (1) shall be paid by the principal contractor or superior sub-contractor, as the case may be, not later than 30 days after the date on which a notice under section 43D is received by him or service thereof is deemed to be effected on him.

　　

(4) Where any claim in respect of the wages payable under subsection (1) is filed with the Minor Employment Claims Adjudication Board or Labour Tribunal and an award or order is made in favour of the employee, the wages shall be paid within such time as the Minor Employment Claims Adjudication Board or Labour Tribunal may direct, or, in the absence of any direction, not later than 30 days after the making of the award or order. (Amended 61 of 1994 s. 53)

　　

　　Cap 57 s 43D Notice by employee to principal contractor

　　

　　(1) Where the wages of an employee who is employed by a sub-contractor are not paid by his employer within the period specified in section 23, 24 or 25, as the case may be, the employee shall serve on the principal contractor, within 60 days (or such other additional period not exceeding 90 days as the Commissioner may permit) after the date on which the wages become due, a notice in writing stating the- (Amended 48 of 1984 s. 22)

　　

　　(a) name and address of the employee;

　　

(b) name and address of his employer;

　　

(c) address of the place of employment of the employee;

　　

(d) particulars of the work in respect of which the wages are due; and

　　

(e) amount of wages due and the period to which they relate.(2) A principal contractor who receives a notice under subsection (1) from an employee of a sub-contractor shall, within 14 days after the receipt of the notice, serve a copy of the notice on every superior sub-contractor to that sub-contractor (if any) of whom he is aware.

　　

(3) A principal contractor and superior sub-contractor (if any) shall not be liable to pay any wages under section 43C to the employee of a sub-contractor if that employee fails to serve a notice on the principal contractor under subsection (1).

　　

(4) A principal contractor who without reasonable excuse fails to comply with subsection (2) shall be guilty of an offence and shall be liable on conviction to a fine at level 5. (Amended 24 of 1988 s. 2; 103 of 1995 s. 14)

　　

　　Cap 57 s 43E Employer to supply information at request of employee

　　

　　(1) Where an employer who is a sub-contractor fails to pay, within the period specified in section 23, 24 or 25, as the case may be, any wages due to an employee employed by him on work which he has contracted to perform, he shall within 7 days of the receipt of a written request made by the employee supply to the employee the name and address of the principal contractor and every superior sub-contractor to him and shall, within such 7 days' period, deliver a copy of the written request to the principal contractor and every superior sub-contractor to him.

　　

(2) An employer who without reasonable excuse fails to comply with subsection (1) shall be guilty of an offence and shall be liable on conviction to a fine at level 5. (Amended 24 of 1988 s. 2; 103 of 1995 s. 15)

　　

　　Cap 57 s 43F Recovery of wages paid by principal contractor or superior sub-contractor

　　

　　(1) If a principal contractor or superior sub-contractor pays to an employee any wages under section 43C, the wages so paid shall be a debt due by the employer of that employee to the principal contractor or superior sub-contractor, as the case may be.

　　

(2) Any principal contractor or superior sub-contractor who pays to an employee any wages under section 43C may either-

　　

　　(a) claim contribution from every superior sub-contractor to the employee's employer or from the principal contractor and every other such superior sub-contractor as the case may be; or

　　

(b) deduct by way of set-off the amount paid by him from any sum due or which may become due-

　　

(i) to any sub-contractor to whom he has sub-contracted all or any part of work that he contracted to perform being work upon which the employee was employed, and

　　

(ii) in respect of the work that he has sub-contracted.(3) For the purposes of this section any amount-

　　

　　(a) paid by a principal contractor or a superior sub-contractor by way of contribution under subsection (2)(a), or

　　

(b) deducted by a principal contractor or a superior sub-contractor from any sum due by him by way of set-off under subsection (2)(b),shall be deemed to be payment by the principal contractor or superior sub-contractor who has paid the amount by way of contribution or by the superior sub-contractor who has suffered a deduction from any sum due to him by way of set-off to an employee of wages under section 43C.

　　

　　Cap 57 s 43G Liability of superior nominated sub-contractor to pay wages of employees of nominated sub-contractors

　　

　　Nominated sub-contractor's employees' wages

　　

(1) Subject to this Part, if any wages become due to an employee who is employed by a nominated sub-contractor on any work which the nominated sub-contractor has contracted to perform, and such wages are not paid within the period specified in section 23, 24 or 25, as the case may be, such wages shall be payable to the employee by every superior nominated sub-contractor to the nominated sub-contractor by whom the employee is employed, jointly and severally.

　　

(2) The liability of a superior nominated sub-contractor or superior nominated sub-contractors jointly and severally under subsection (1) shall be limited-

　　

　　(a) to the wages of an employee whose employment relates wholly to the work which the main nominated sub-contractor has contracted to perform whether or not his place of employment is on the site of the building works; and

　　

(b) to the wages due to such an employee for 2 months without any any deductions under this Ordinance and such months shall be the first 2 months of the period in respect of which the wages are due to the employee.(3) Subject to subsection (4) the wages payable under subsection (1) shall be paid by the superior nominated sub-contractor not later than 30 days after the date on which a notice under section 43H is received by him or service thereof is deemed to be effected on him.

　　

(4) Where any claim in respect of the wages payable under subsection (1) is filed with the Minor Employment Claims Adjudication Board or Labour Tribunal and an award or order is made in favour of the employee, the wages shall be paid within such time as the Minor Employment Claims Adjudication Board or Labour Tribunal may direct, or, in the absence of any direction, not later than 30 days after the making of the award or order. (Amended 61 of 1994 s. 54)

　　

　　Cap 57 s 43H Notice by employee to main nominated sub-contractor

　　

　　(1) Where the wages of an employee who is employed by a nominated sub-contractor are not paid by his employer within the period specified in section 23, 24 or 25, as the case may be, the employee shall serve on the main nominated sub-contractor, within 60 days (or such other additional period not exceeding 90 days as the Commissioner may permit) after the date on which the wages became due, a notice in writing containing the particulars specified in section 43D(1). (Amended 48 of 1984 s. 23)

　　

(2) A main nominated sub-contractor who receives a notice under subsection (1) from an employee of a nominated sub-contractor shall, within 14 days after the receipt of the notice, serve a copy of the notice on every superior nominated sub-contractor to that nominated sub-contractor (if any) of whom he is aware.

　　

(3) A superior nominated sub-contractor shall not be liable to pay any wages under section 43G to the employee of a nominated sub-contractor if that employee fails to serve a notice on the main nominated sub-contractor under subsection (1).

　　

(4) A main nominated sub-contractor who without reasonable excuse fails to comply with subsection (2) shall be guilty of an offence and shall be liable on conviction to a fine at level 5. (Amended 24 of 1988 s. 2; 103 of 1995 s. 16)

　　

　　Cap 57 s 43I Employer to supply information at request of employee

　　

　　(1) Where an employer who is a nominated sub-contractor fails to pay, within the period specified in section 23, 24 or 25, as the case may be, any wages due to an employee employed by him on work which he has contracted to perform, he shall within 7 days of the receipt of a written request made by the employee supply to the employee the name and address of the main nominated sub-contractor and every superior nominated sub-contractor to him and shall, within such 7 days' period, deliver a copy of the written request to the main nominated sub-contractor and every superior nominated sub-contractor to him.

　　

(2) An employer who without reasonable excuse fails to comply with subsection (1) shall be guilty of an offence and shall be liable on conviction to a fine at level 5. (Amended 24 of 1988 s. 2; 103 of 1995 1995 s. 17)

　　

　　Cap 57 s 43J Recovery of wages paid by superior nominated sub-contractor

　　

　　(1) If a superior nominated sub-contractor pays to an employee any wages under section 43G, the wages so paid shall be a debt due by the employer of that employee to the superior nominated sub-contractor.

　　

(2) Any superior nominated sub-contractor who pays to an employee any wages under section 43G may either-

　　

　　(a) claim contribution from every other superior nominated sub-contractor to the employee's employer; or

　　

(b) deduct by way of set-off the amount paid by him from any sum due or which may become due-

　　

(i) to any nominated sub-contractor to whom he has sub-contracted all or any part of work that he contracted to perform being work upon which the employee was employed; and

　　

(ii) in respect of the work that he has sub-contracted.(3) For the purposes of this section any amount-

　　

　　(a) paid by a superior nominated sub-contractor by way of contribution under subsection (2)(a), or

　　

(b) deducted by a superior nominated sub-contractor from any sum due by him by way of set-off under subsection (2)(b),shall be deemed to be payment by the superior nominated sub-contractor who has paid the amount by way of contribution or has suffered a deduction from any sum due to him by way of set-off to an employee of wages under section 43G.

　　

　　Cap 57 s 43K Cessation of employer's liability for wages paid by principal contractor, superior sub-contractor or superior nominated sub-contractor

　　

　　General

　　

　　Where any wages are paid to an employee by a principal contractor or superior sub-contractor under section 43C or by a superior nominated sub-contractor under section 43G, the liability of the employer shall, subject to sections 43F(1) and 43J(1), cease.

　　

　　Cap 57 s 43L Service of notice

　　

　　(1) A notice under section 43D or 43H may be served on a principal contractor or a main nominated sub-contractor respectively and a request under section 43E or 43I may be served on an employer-

　　

　　(a) by delivering it to him personally;

　　

(b) by leaving it at his usual address or last known residential or business address; or

　　

(c) by sending it to him by registered post to any address referred to in paragraph (b).(2) Service under subsection (1)(b) shall be deemed to have been effected on the day on which the notice or request is left at the premises.

　　

　　Cap 57 s 43M Employee's rights against employer not affected

　　

　　Nothing in this Part shall prejudice the right of an employee to recover any wages due to him by an employer directly from the employer.

　　

(Part IXA added 54 of 1977 s. 2)

　　

　　Cap 57 s 44 Information to persons entering employment

　　

　　PART X

　　

　　INFORMATION RESPECTING CONDITIONS OF SERVICE

　　

(Amended 48 of 1984 s. 25)

　　

(1) Every employer shall inform each person in detail before such person enters his employment, in a manner intelligible to such person, of the conditions with regard to-

　　

　　(a) the wages and the wage period;

　　

(b) where Part IIA applies to such person, the end of year payment or proportion of the end of year payment and the payment period; and

　　

(c) the length of notice required to terminate the proposed contract of employment,under which he is to be employed. (Replaced 48 of 1984 s. 25)

　　

(2) Where the contract of employment is not in writing, upon receipt, before such employment is entered into, of a written request therefor from such person the employer shall forthwith deliver to him a notice in writing containing such conditions. (Amended 41 of 1990 s. 19)

　　

(3) Where the contract of employment is in writing, the employer shall provide such person with a copy of the contract immediately after it is signed or immediately after the procedure to validate the contract is completed where such procedure is required. (Added 41 of 1990 s. 19)

　　

　　Cap 57 s 45 Information to employees

　　

　　(1) Every employer shall inform his employee, in a manner intelligible to the employee-

　　

　　(a) whenever any change takes place in the conditions referred to in section 44 or the conditions in force at any time, of such change;

　　

(b) at the time of each payment to him of his wages, in so far as such particulars may be subject to change, of the particulars of his wages for the wage period concerned.(2) Where there is no written amendment to a contract of employment, upon receipt of a written request from his employee the employer shall deliver to him- (Amended 41 of 1990 s. 20)

　　

　　(a) where the request relates to changes in the conditions referred to in subsection (1)(a), forthwith; or

　　

(b) where it relates to the particulars referred to in subsection (1)(b), at the time of the payment to him of his wages for the wage period concerned,a notice in writing containing such changes in conditions or particulars, as the case may be.

　　

(3) Where there is any written amendment made to a contract of employment, the employer shall provide his employee with a copy of the written amendment immediately after the amendment is reduced to writing or immediately after the procedure to validate the amendment is completed where such procedure is required. (Added 41 of 1990 s. 20)

　　

　　Cap 57 s 46 Details of conditions and particulars of wages

　　

　　(1) The conditions referred to in sections 44 and 45 shall include the rate of wages, the overtime rate and any allowances, whether calculated by the piece, job, hour, day, week or otherwise, of the person or employee concerned.

　　

(2) The particulars referred to in section 45 shall include-

　　

　　(a) particulars of the amount earned, including overtime earnings (if any), by the employee; and

　　

(b) particulars of any deductions made from the wages of the employee and the reasons therefor.

　　

　　Cap 57 s 47 Records to be kept by employers

　　

　　PART XI

　　

　　RECORDS, FORMS AND RETURNS

　　

　　(1) Every employer who is a member of a class specified under subsection (2) shall in respect of-

　　

　　(a) each of his employees; or

　　

(b) any class of them,keep records in such form as may be specified to enable him to comply with Part X.

　　

(2) For the purposes of subsection (1), the Commissioner may, by notice in the Gazette, specify any class of employers.

　　

　　Cap 57 s 48 Returns to be made to Commissioner

　　

　　(1) For the purposes of this Ordinance, the Commissioner may, either by notice in writing served by registered post or by notice in the Gazette, require any employer or class of employers to make returns in such form and at such times as he may in any such notice direct:

　　

Provided that the Commissioner shall not require in any return information or particulars in respect of a time or period more than 6 months immediately preceding the date of the notice.

　　

(2) Copies of any such form shall be supplied to an employer free of charge on application to the Commissioner.

　　

　　Cap 57 s 49 Form of notices, records, etc.

　　

　　(1) The Commissioner may specify the form of any consent, request, notice in writing, certificate, application, record or return required for the purposes of this Ordinance. (Amended 52 of 1988 s. 15)

　　

(2) The Commissioner may publish in the Gazette any forms specified by him under subsection (1).

　　

　　Cap 57 s 49A Requirement to keep wage and employment records

　　

　　(1) Every employer shall at all times keep and maintain a record in which is set out the wage and employment history of each employee covering the period of his employment during the preceding 6 months. (Amended L.N. 34 of 1990)

　　

(2) The wage records referred to in subsection (1) shall be kept-

　　

　　(a) at the employer's place of business or at the place where the employee is employed; and

　　

(b) for a period of 6 months after the employee ceases to be employed.(3) A record which includes particulars in relation to each employee of-

　　

　　(a) his name and identity card number;

　　

(b) the date he commenced his employment;

　　

(c) his job title;

　　

(d) the wages paid to him in respect of each wage period;

　　

(e) his wage period;

　　

(f) periods of annual leave, sick leave, maternity leave and holidays-

　　

(i) to which he is entitled; and

　　

(ii) that he has taken together with details of payments made in respect of such period;(g) the amount of any end of year payment payable under Part IIA and the period to which it relates;

　　

(h) the period of notice required for termination of contract;

　　

(i) the date of any termination of employment,shall be a sufficient record for the purposes of subsection (1).

　　

(Added 12 of 1985 s. 29)

　　

　　Cap 57 s 50 Interpretation and application of Part

　　

　　PART XII

　　

　　EMPLOYMENT AGENCIES

　　

(1) In this Part, unless the context otherwise requires-

　　

"certificate of exemption" (豁免证明书) means a certificate issued under section 54;

　　

"employment agency" (职业介绍所) means a person who operates a business the purpose of which is-

　　

　　(a) to obtain employment for another person; or

　　

(b) to supply the labour of another person to an employer,whether or not the person who operates the business will derive any pecuniary or

　　

other material advantage from either the employer or such other person; (Amended 41 of 1990 s. 21)"licence" (牌照) means a licence issued under section 52 and "licensee" (持牌人) shall be construed accordingly.

　　

(2) Subject to subsection (3), this Part shall apply to any employment agency which is carried on in Hong Kong, whether the employment is to take place within or outside Hong Kong.

　　

(3) This Part shall not apply to any employment agency-

　　

　　(a) which is carried on or subvented by Her Majesty's Government or the Hong Kong Government;

　　

(b) which is carried on under the terms of a permit to maintain a crew department granted or deemed to be granted under the Merchant Shipping (Seafarers) Ordinance (Cap 478); (Amended 44 of 1995 s. 143)

　　

(c) (Repealed 41 of 1990 s. 21)

　　

(d) (Repealed 10 of 1980 s. 4)

　　

(e) which is carried on by an employer for the sole purpose of recruiting persons for employment on his own behalf;

　　

(f) which is carried on by a contractor, or sub-contractor, who employs any person on work for another person;

　　

(g) which is carried on by the proprietor of a newspaper or other publication if the operation of an employment agency is non-profit making and is not the principal purpose of the publication of the newspaper or other publication;

　　

(h) which is-

　　

(i) non-profit making;

　　

(ii) wholly maintained or managed by the owner, staff or students of a school, college, university or other educational institution recognized by the Permanent Secretary for Education and Manpower; and (Amended 3 of 2003 s. 41)

　　

(iii) carried on solely for or in connection with the employment of the students or graduates of such school, college, university or other educational institution; or(i) subject to any regulations which may be applicable thereto, in respect of which a certificate of exemption has been issued.

　　

　　Cap 57 s 51 Prohibitions in respect of the operation of employment agencies

　　

　　(1) No person shall operate, manage or assist in the management of an employment agency unless-

　　

　　(a) he is the holder of a licence or certificate of exemption issued in respect of the employment agency; or

　　

(b) he is in the employment of the holder of a licence or certificate of exemption.(2) No person shall operate, manage or assist in the management of an employment agency at any place other than the place of business specified in the licence or certificate of exemption issued in respect of the employment agency.

　　

(3) (Repealed 28 of 1992 s. 2)

　　

　　Cap 57 s 52 Application for and issue of licences

　　

　　(1) The Commissioner may issue a licence to operate an employment agency to any person who applies therefor in such manner as may be prescribed.

　　

(1A) Where the applicant for a licence is a company, the application shall be submitted by a director of the company on its behalf. (Added 28 of 1992 s. 3)

　　

(2) A licence issued under this section shall-

　　

　　(a) be in a form determined by the Commissioner; and (Replaced 28 of 1992 s. 3)

　　

(b) specify the place of business of the employment agency in respect of which it is issued. (Amended 28 of 1992 s. 3)

　　

(c) (Repealed 28 of 1992 s. 3)(2A) A licensee shall cause his licence to be displayed at all times in a conspicuous position at his place of business. (Added 28 of 1992 s. 3)

　　

(2B) Where a licensee operates an employment agency at more than one place of business, he shall designate which place of business is the main location and shall obtain a duplicate licence for each branch location and cause the duplicate licence to be displayed at all times in a conspicuous position at the branch location. (Added 28 of 1992 s. 3)

　　

(2C) Where a licensee operates an employment agency at more than one location using different names, the agencies shall be deemed to be separate entities and he shall obtain a separate licence for each name used. (Added 28 of 1992 s. 3)

　　

(3) (Repealed 28 of 1992 s. 3)

　　

(4) Subject to section 53, a licence issued under subsection (1) shall be valid for 12 months after the date on which it is issued.

　　

(5) The Commissioner may, upon application in such manner as may be prescribed, renew a licence issued under subsection (1).

　　

　　Cap 57 s 53 Refusal to issue, or revocation of, licences

　　

　　(1) The Commissioner may refuse to issue or renew a licence, or may revoke a licence, if he is satisfied on reasonable grounds-

　　

　　(a) that the name under which the employment agency is operated or is intended to be operated-

　　

(i) is identical with the name of another employment agency which is being, or has been, carried on by another person; or

　　

(ii) so nearly resembles the name of another employment agency as to be likely to deceive the public;(b) that the employment agency is being, or is likely to be, used for unlawful or immoral purposes; or

　　

(c) that the person operating, or intending to operate, the employment agency-

　　

(i) is an undischarged bankrupt;

　　

(ii) has, within the preceding 5 years, been convicted of an offence against the person of a child, young person or woman or of an offence involving membership of a triad society, fraud, dishonesty or extortion;

　　

(iii) has knowingly furnished to the Commissioner any false or misleading information in connection with his application for the issue or renewal of the licence;

　　

(iv) has contravened any provision of this Part or any regulation made under section 62; or

　　

(v) is not, for any other reason, a fit and proper person to operate an employment agency.(2) The Commissioner shall, if he refuses to issue or renew a licence or revokes a licence, within 14 days after such refusal or revocation, notify the applicant or licensee in writing of the grounds for such refusal or revocation.

　　

(3) Any person aggrieved by a decision of the Commissioner taken in respect of him under subsection (1) may, within 28 days after he is notified under subsection (2), appeal to the Administrative Appeals Board. (Replaced 6 of 1994 s. 35)

　　

(4) (Repealed 6 of 1994 s. 35)

　　

(5) The licensee shall, if the Commissioner refuses to renew or revokes his licence under subsection (1),-

　　

　　(a) within 28 days after he is notified under subsection (2); or

　　

(b) if he has appealed under subsection (3), within 14 days after he withdraws or abandons the appeal or he is notified of the Administrative Appeals Board's dismissal of the appeal,deliver the licence, and every copy thereof, to the Commissioner. (Replaced 6 of 1994 s. 35)

　　

　　Cap 57 s 54 Commissioner's power of exemption

　　

　　(1) Subject to subsection (2), the Commissioner may, upon application in such manner as may be prescribed, exempt an employment agency from obtaining a licence under section 52, subject to such conditions as he may specify, if he is satisfied that the employment agency is non-profit making and should, in the public interest, be so exempted.

　　

(2) (Repealed 28 of 1992 s. 4)

　　

(3) The Commissioner shall issue to any person exempted under subsection (1) a certificate of exemption.

　　

(4) A certificate of exemption issued under subsection (3) shall-

　　

　　(a) be in a form determined by the Commissioner; (Replaced 28 of 1992 s. 4)

　　

(b) specify the place of business of the employment agency in respect of which it is issued; and

　　

(c) specify any conditions subject to which it is issued.

　　

　　Cap 57 s 55 Withdrawal of exemption

　　

　　(1) The Commissioner may, at any time, withdraw an exemption granted under section 54 if he is satisfied that the employment agency has ceased to be non-profit making or should not be so exempted in the public interest.

　　

(2) Without prejudice to the generality of subsection (1), the grounds on which the Commissioner may withdraw an exemption shall include mutatis mutandis the grounds contained in section 53(1) on which he may refuse to issue or renew a licence or revoke a licence.

　　

(3) Where the Commissioner withdraws his exemption from any person under subsection (1) he shall notify such person in writing of the grounds for such withdrawal.

　　

(4) The holder of a certificate of exemption shall, within 14 days after he is notified under subsection (3) of the withdrawal of the Commissioner's exemption, deliver the certificate of exemption, and every copy thereof, to the Commissioner.

　　

(5) No appeal shall lie under this Part against the decision of the Commissioner to withdraw an exemption granted to an employment agency.

　　

　　Cap 57 s 56 Maintenance and delivery to the Commissioner of prescribed registers, records and returns

　　

　　(1) A licensee shall-

　　

　　(a) maintain a record of-

　　

(i) all job applicants registered with his employment agency; and

　　

(ii) job applicants who, at the time of registration, were not residents of Hong Kong and who were placed in employment in Hong Kong by his employment agency,

　　

containing the person's name, address, Hong Kong Identity Card number or, in the case of a non-resident, passport number and citizenship, fee and commission received, date of employment and name and address of employer; and (Replaced 28 of 1992 s. 5)(b) keep such records available for inspection at the place of business of the employment agency by the Commissioner, or by any public officer authorized by him in that behalf, at all reasonable times. (Amended 28 of 1992 s. 5)(2) A licensee shall, within such time as may be prescribed, deliver to the Commissioner such returns in respect of the employment agency as may be prescribed.

　　

(3) The records referred to in subsection (1) shall be retained by the licensee for a period of not less than 12 months after the expiration of each accounting year of the employment agency concerned. (Amended 28 of 1992 s. 5)

　　

　　Cap 57 s 57 Prohibited acts in respect of employment agencies

　　

　　A licensee shall not, directly or indirectly-

　　

　　(a) receive from any person on account of having obtained, or in connection with obtaining or seeking to obtain, employment for that person-

　　

(i) any reward of any kind; or

　　

(ii) any payment or other advantage in respect of expenses or otherwise, except the prescribed commission; (Replaced 87 of 1975 s. 2. Amended 28 of 1992 s. 6)(b) share with any person, other than another licensee or a bona fide partner or shareholder in his employment agency, the prescribed commission which he is permitted to charge and receive; or (Amended 87 of 1975 s. 2; 28 of 1992 s. 6)

　　

(c) enter, except with the written permission of the Commissioner, into an agreement, express or implied, with any employer whereby-

　　

(i) the employer undertakes to employ only persons who seek employment through the licensee's employment agency; and

　　

(ii) the licensee agrees to pay or give to the employer some form of material benefit.

　　

　　Cap 57 s 58 Inspection of places of business of licensed or exempted employment agencies

　　

　　The Commissioner, and any public officer authorized by him in that behalf may-

　　

　　(a) enter and inspect without a warrant at any reasonable time the place of business of an employment agency;

　　

(b) require the production of, inspect, examine or take copies of any record or other document relating to an employment agency; (Amended 28 of 1992 s. 7)

　　

(c) require any person who operates, manages or assists in the management of an employment agency to furnish such information or particulars relating to the employment agency as he may specify; and

　　

(d) make such other inquiries from any other person connected or associated with the employment agency as he thinks fit.

　　

　　Cap 57 s 59 Investigation of suspected offences

　　

　　(1) If the Commissioner, any public officer authorized by him in that behalf or any police officer not below the rank of inspector suspects on reasonable grounds that there is in any premises or place evidence of an offence under this Part he may-

　　

　　(a) enter and search without a warrant any such premises (other than domestic premises) at any reasonable time; and

　　

(b) require the production of, seize, detain and remove any article, record or other document which may be evidence of an offence under this Part. (Amended 28 of 1992 s. 7)(2) A magistrate may, if he is satisfied by information on oath that there may be found in any domestic premises any evidence of an offence under this Part, issue a warrant authorizing the Commissioner, any public officer authorized in that behalf by the Commissioner or any police officer not below the rank of inspector to enter and search the domestic premises at any reasonable time.

　　

(3) (Repealed 24 of 1988 s. 2 )

　　

　　Cap 57 s 60 Offences

　　

　　(1) Any person who contravenes section 51(2) shall be guilty of an offence and shall be liable on conviction to a fine at level 3. (Amended 24 of 1988 s. 2; 28 of 1992 s. 8)

　　

(2) Any person who contravenes section 53(5) or 55(4) shall be guilty of an offence and shall be liable on conviction to a fine at level 3. (Amended 24 of 1988 s. 2)

　　

(3) Any licensee who contravenes section 52(2A), (2B) or (2C) or 56(1), (2) or (3) shall be guilty of an offence and shall be liable on conviction to a fine at level 3. (Amended 24 of 1988 s. 2; 28 of 1992 s. 8)

　　

(4) (Repealed 24 of 1988 s. 2)

　　

(5) Any person who-

　　

　　(a) in connection with any application to the Commissioner under section 52(1) or 54(1) furnishes any information which he knows or reasonably ought to know to be false or misleading in any material particular; or

　　

(b) in connection with any inquiry or inspection under section 58-

　　

(i) fails without reasonable excuse to produce any record or other document relating to the employment agency when required to do so by the Commissioner or any public officer authorized in that behalf by the Commissioner; or (Amended 28 of 1992 s. 7)

　　

(ii) furnishes to the Commissioner or any such public officer any information which he knows or reasonably ought to know to be false or misleading in any material particular,shall be guilty of an offence and shall be liable on conviction to a fine at level 5. (Amended 24 of 1988 s. 2)

　　

(6) Any person who contravenes section 51(1) shall be guilty of an offence and shall be liable on conviction to a fine at level 5. (Added 24 of 1988 s. 2)

　　

(7) Any licensee who contravenes any provision of section 57 shall be guilty of an offence and shall be liable on conviction to a fine at level 5. (Added 24 of 1988 s. 2.)

　　

(Amended 103 of 1995 s. 18)

　　

　　Cap 57 s 61 Application of sections 52(2A), (2B) and (2C), 56, 57, 58 and 59 to holders of certificates of exemption and exempted employment agencies

　　

　　(1) Sections 52(2A), (2B) and (2C), 56, 57, 58 and 59 shall apply to holders of certificates of exemption in the same manner as they apply to licensees.

　　

(2) Every reference to an employment agency in sections 52(2A), (2B) and (2C), 56, 57, 58 and 59 shall, except where the context otherwise requires, be construed as a reference to both an employment agency licensed under section 52 and an employment agency exempted under section 54.

　　

(Amended 28 of 1992 s. 9)

　　

　　Cap 57 s 62 Power to make regulations

　　

Remarks:

　　

Adaptation amendments retroactively made - see 56 of 2000 s. 3

　　

　　The Chief Executive in Council may make regulations for all or any of the following purposes- (Amended 56 of 2000 s. 3)

　　

　　(a) prescribing the procedure for the issue of licences and certificates of exemption;

　　

(b) fixing the fees to be paid for the issue and renewal of a licence or certificate of exemption and the method of payment of such fees;

　　

(c) prescribing the procedure to be followed when a licensee or holder of a certificate of exemption-

　　

(i) ceases to operate his employment agency; or

　　

(ii) changes the place of business of his employment agency;(d) prescribing the procedure to be followed when-

　　

(i) a company is issued with a licence or certificate of exemption; and

　　

(ii) there is a change in the management of the company;(e) requiring a licensee and the holder of a certificate of exemption to display his licence or certificate of exemption conspicuously at the place of business of the employment agency;

　　

(f) providing for the publication in the Gazette of particulars of all licences and certificates of exemption;

　　

(g) prescribing the nature of services in respect of which an employment agency may charge and receive any fee, commission or expenses;

　　

(h) prescribing the maximum fees and charges which may be charged and received by an employment agency;

　　

(i) prescribing any thing which is to be or may be prescribed under this Part; and

　　

(j) generally for the better carrying out of the provisions and purposes of this Part.

　　

(Part XII replaced 35 of 1973 s. 2)

　　

　　Cap 57 s 63 Offences and penalty

　　

　　PART XIII

　　

　　OFFENCES AND PENALTIES

　　

　　(1) Any employer who wilfully and without reasonable excuse contravenes any of the provisions of section 11E or 11F(3) or (4) shall be guilty of an offence. (Amended 71 of 1970 s. 4; 48 of 1984 s. 26; 24 of 1988 s. 2)

　　

(2) Any employer who-

　　

　　(a) without reasonable excuse, fails-

　　

(i) to grant to any employee any rest day which he is required to grant under Part IV; or

　　

(ii) (Repealed 103 of 1995 s. 19)(b) contravenes section 19,shall be guilty of an offence. (Added 23 of 1970 s. 4)

　　

(3) Any person who wilfully contravenes section 67(2) shall be guilty of an offence. (Added 71 of 1970 s. 4)

　　

(4) Any employer who without reasonable excuse fails-

　　

　　(a) to grant to any employee any holiday which he is required to grant under section 39; or

　　

(b) to pay to any employee-

　　

(i) any sickness allowance which he is required to pay under section 33; or

　　

(ii) any holiday pay which he is required to pay under section 40 or 40A(2); or (Amended 48 of 1984 s. 26)(c) to give to any employee any leave which he is required to grant or allow by section 41AA or 41F(3); or (Replaced 53 of 1990 s. 5)

　　

(d) to grant to any employee any rest day or holiday which he is required to grant under section 41AA(6); or (Amended 53 of 1990 s. 5)

　　

(e) to pay to an employee-

　　

(i) pay as regards leave which he is required to grant or allow under section 41AA or 41F(3); or

　　

(ii) a sum or compensation which he is required to pay under section 41D, (Replaced 53 of 1990 s. 5)shall be guilty of an offence. (Added 39 of 1973 s. 6. Amended 53 of 1977 s. 7)

　　

(5) Any person who contravenes section 40A(1) or 41B shall be guilty of an offence. (Replaced 103 of 1995 s. 19)

　　

(5A) Any person who-

　　

　　(a) fails to comply with a requirement made by any officer under any of the provisions of section 72 other than subsection (1)(a), (b) and (c) of that section; (Amended 31 of 1992 s. 2)

　　

(b) wilfully or recklessly gives information which is false in a material particular or withholds information as to any of the matters in respect of which information is required to be given under any of the provisions of section 72 other than subsection (1)(b) and (c) of that section; or (Amended 31 of 1992 s. 2)

　　

(c) (Repealed 24 of 1988 s. 2)

　　

(d) fails to comply with any condition imposed on the granting of any exemption under section 73(2),shall be guilty of an offence. (Added 55 of 1979 s. 2)

　　

(5B) (a) Any person who makes a payment in contravention of section 41E(1) shall be guilty of an offence.

　　

　　(b) In any proceedings for an offence under this subsection the onus shall be on the defendant to show that any payment to which the offence relates was made pursuant to an agreement duly made under section 41E(2). (Added 53 of 1990 s. 5)(5C) Any employer who contravenes section 41EA shall be guilty of an offence. (Added 53 of 1990 s. 5)

　　

(6) Any person who fails to comply with the requirements of a notice in writing or a notice published in the Gazette under section 48(1) shall be guilty of an offence.

　　

(7) A person who is guilty of an offence under this section shall be liable on conviction to a fine at level 5. (Amended 24 of 1988 s. 2; 103 of 1995 s. 19)

　　

　　Cap 57 s 63A Offences relating to sections 31, 72A and 72B and penalty

　　

　　(1) Any employer who wilfully and without reasonable excuse contravenes any of the provisions of section 31 shall be guilty of an offence. (Amended 31 of 1992 s. 3)

　　

(2) (Repealed 103 of 1995 s. 20)

　　

(3) A person who is guilty of an offence under subsection (1) shall be liable on conviction to a fine at level 6. (Replaced 103 of 1995 s. 20)

　　

(4) Any person who contravenes section 72A(3) shall be guilty of an offence and shall be liable on conviction to a fine at level 5. (Added 103 of 1995 s. 20)

　　

(5) Any person who contravenes any of the provisions of section 72(B)(1)(a), (b), (c) or (d) shall be guilty of an offence and shall be liable on conviction to a fine at level 6. (Added 103 of 1995 s. 20)

　　

(Added 24 of 1988 s. 2)

　　

　　Cap 57 s 63B Offences relating to sections 32 and 72(1)(a), (b) and (c)

　　

　　(1) Any person who contravenes section 32 or fails to comply with a requirement made by an officer under section 72(1)(a), (b) or (c) commits an offence.

　　

(2) Any person who wilfully or recklessly gives information which is false in a material particular or withholds information as to any of the matters in respect of which information is required to be given under section 72(1)(b) or (c) commits an offence.

　　

(3) A person who commits an offence under this section is liable to a fine at level 6 and to imprisonment for 1 year. (Amended 103 of 1995 s. 21)

　　

(Added 31 of 1992 s. 4)

　　

　　Cap 57 s 63C Offences relating to time and payment of wages

　　

　　Any employer who wilfully and without reasonable excuse contravenes section 23, 24 or 25 commits an offence and is liable to a fine of $200000 and to imprisonment for 1 year.

　　

(Added 31 of 1992 s. 4)

　　

　　Cap 57 s 63CA Offences relating to interest on late payment of wages

　　

　　Any employer who wilfully and without reasonable excuse contravenes section 25A commits an offence and is liable to a fine at level 3.

　　

(Added 74 of 1997 s. 16. Amended L.N. 312 of 1998)

　　

　　Cap 57 s 63D Minor offences

　　

　　(1) Any person who contravenes section 18(2), 26, 27, 28(2), 29, 30, 41AA(4) or (5), 41F(1), 41G, 44, 45, 47(1), 49A or 72A(1) or (2) shall be guilty of an offence.

　　

(2) A person who is guilty of an offence under this section is liable on conviction to a fine at level 3.

　　

(Added 103 of 1995 s. 22)

　　

　　Cap 57 s 64 Prosecution of offences

　　

　　(1) No prosecution for an offence under section 31RA(6) or section 63(1) or (3) or 63A(1) or 63B or 63C shall be commenced without the consent in writing of the Commissioner. (Amended 71 of 1970 s. 4A; 24 of 1988 s. 2; 52 of 1988 s. 16; 31 of 1992 s. 5)

　　

(2) Before the Commissioner gives his consent to prosecute under subsection (1) he shall hear the person against whom the allegation is made, or give him an opportunity of being heard.

　　

(3) Subject to subsection (1), a prosecution for any offence under this Ordinance may be brought in the name of the Commissioner and may be commenced and conducted by any officer of the Labour Department authorized in that behalf in writing by the Commissioner. (Replaced 48 of 1984 s. 27)

　　

(4) Nothing in this section shall derogate from the powers of the Secretary for Justice in respect of the prosecution of criminal offences. (Amended L.N. 362 of 1997)

　　

　　Cap 57 s 64A Service of summons

　　

　　(1) Any summons relating to an offence alleged to have been committed under this Ordinance by an employer may be served by leaving a copy of the summons with some person for him at the place of employment mentioned in the summons.

　　

(2) Any such summons may be addressed to "the employer" without specifying the name of the employer.

　　

(3) Any summons relating to an offence alleged to have been committed under this Ordinance by an employee may be served by leaving a copy of the summons either with some person for him at his last or usual place of abode or with some person for him at his place of employment mentioned in the summons.

　　

(4) Any summons relating to an offence alleged to have been committed under this Ordinance by a company may be served by leaving a copy of the summons at, or sending it by registered post to, the registered office of the company.

　　

(Added 48 of 1984 s. 28)

　　

　　Cap 57 s 64B Liability of directors, partners, etc.

　　

　　(1) Where an offence under section 63B or 63C committed by a body corporate is proved to have been committed with the consent or connivance of, or to be attributable to any neglect on the part of, any director, manager, secretary or other similar officer of the body corporate, the director, manager, secretary or other similar officer shall be guilty of the like offence.

　　

(2) Where an offence under section 63B or 63C committed by a partner in a firm is proved to have been committed with the consent or connivance of, or to be attributable to any neglect on the part of, any other partner in the firm or any person concerned in the management of the firm, that partner or the person concerned in the management of the firm shall be guilty of the like offence.

　　

(Added 31 of 1992 s. 6)

　　

　　Cap 57 s 65 Liability for outstanding wages

　　

　　(1) An employer convicted of an offence under this Ordinance shall, in addition to any fine imposed under this Ordinance, if the court before which the conviction was obtained so orders, pay any wages or other sum outstanding at the time of the conviction and in respect of which the offence was committed.

　　

(2) Where the employer is acquitted of an offence under this Ordinance on grounds that his default was not wilful or not without reasonable excuse, the court may, if it finds that any wages or other sums in respect of which the charge was brought are due, order the employer to pay such wages or other sums.

　　

(Amended 31 of 1992 s. 7)

　　

　　Cap 57 s 66 Wages not to be attached

　　

Remarks:

　　

Adaptation amendments retroactively made - see 56 of 2000 s. 3

　　

　　PART XIV

　　

　　MISCELLANEOUS

　　

No order for the attachment of wages, or, in the case of an employee to whom Part IIA applies, any end of year payment or proportion thereof, of an employee shall be made by any court:

　　

Provided that a civil debt due to the Government under any enactment may be recovered from the wages of an employee by attachment or otherwise.

　　

(Amended 48 of 1984 s. 29; 56 of 2000 s. 3)

　　

　　Cap 57 s 67 Application for apprehension of absconding employer

　　

　　(1) If an employer or former employer is about to leave Hong Kong with intent to evade payment of- (Amended 48 of 1984 s. 30)

　　

　　(a) any wages earned by any of his employees and owed by the employer, whether or not the payment of such wages is yet due; or

　　

(b) any other moneys owed by the employer under a contract of employment to any of his employees,any of his employees may apply to a District Judge to issue a warrant in accordance with the Second Schedule, and in respect of any such application the Second Schedule shall apply.

　　

(2) No person shall make an application under subsection (1) unless he has reasonable grounds for making such application.

　　

(Added 71 of 1970 s. 5)

　　

　　Cap 57 s 67A Amendment of limitation imposed on severance payment and long service payment

　　

　　The Legislative Council may, by resolution published in the Gazette, amend the references to $22500 in sections 31G and 31V and in this section by substituting a different amount specified in the resolution.

　　

(Replaced 41 of 1990 s. 22. Amended L.N. 264 of 1995)

　　

　　Cap 57 s 68 Amendment of forms

　　

Remarks:

　　

Adaptation amendments retroactively made - see 56 of 2000 s. 3

　　

　　The Chief Executive may, by order published in the Gazette, amend Part II of the Second Schedule.

　　

(Added 44 of 1971 s. 5. Amended 56 of 2000 s. 3)

　　

　　Cap 57 s 69 Saving as to existing contracts of service

　　

　　Save as is otherwise provided in this section, any agreement or contract of employment entered into between an employer and an employee, which is valid and in force at the commencement of this Ordinance, shall continue to be in force and, subject to any express conditions contained in any such agreement or contract, the parties thereto shall be subject to and entitled to the benefit of the provisions of this Ordinance:

　　

Provided that where any express condition in the agreement or contract is contrary to the provisions of this Ordinance, the express condition shall be void.

　　

　　Cap 57 s 70 Contracting out

　　

　　Any term of a contract of employment which purports to extinguish or reduce any right, benefit or protection conferred upon the employee by this Ordinance shall be void.

　　

(Added 5 of 1970 s. 8)

　　

　　Cap 57 s 71 Saving as to schemes of medical treatment under repealed Industrial Employment (Holidays with Pay and Sickness Allowance) Ordinance

　　

　　Any scheme of medical treatment which is operated by an employer and is recognized by the Director under section 8 of the repealed Industrial Employment (Holidays with Pay and Sickness Allowance) Ordinance* shall continue in force and have effect as if it were operated and approved under the corresponding provision in this Ordinance.

　　

(Added 39 of 1973 s. 7)_____________________________________________________________________________

　　

Note:

　　

* See Cap 333, 1964 Ed.

　　

　　Cap 57 s 72 Powers of officers

　　

　　(1) The Commissioner, or any public officer authorized by the Commissioner in writing for the purpose and on production of that authority, may-

　　

　　(a) subject to subsection (2), enter, inspect and examine at all reasonable times, by day and night, any premises or place, in which he knows or has reasonable cause to believe that persons are employed;

　　

(b) require the production of any register, record, form or other document required to be kept under this Ordinance and inspect, examine and copy the same;

　　

(c) make such examination and inquiry as may be necessary to ascertain whether the requirements of this Ordinance are complied with, and seize anything which may appear to be evidence of an offence against this Ordinance;

　　

(d) examine, either alone or in the presence of any other person, as he thinks fit, respecting matters under this Ordinance, any person whom he finds in any industrial undertaking within the meaning of the Factories and Industrial Undertakings Ordinance (Cap 59), or whom he has reasonable cause to believe has been within the preceding 2 months employed in any industrial undertaking within the meaning of the Factories and Industrial Undertakings Ordinance (Cap 59), or require any such person to be so examined and to sign a declaration of the truth of the matters respecting which he has been so examined; (Added 10 of 1980 s. 6)

　　

(e) require any person who employs or has employed any young person or child in an industrial undertaking within the meaning of the Factories and Industrial Undertakings Ordinance (Cap 59) or any agent or servant of any such employer to give to him all information in the possession of such person, agent or servant with reference to such young person or child and to the labour conditions and treatment of every young person or child employed by such employer; (Added 10 of 1980 s. 6. Amended 7 of 2001 s. 10)

　　

(f) require the posting up, in such place and manner and for such period as he may direct, of any notice or form in connection with the provisions of this Ordinance or of any Ordinance specified in the Fourth Schedule; (Added 10 of 1980 s. 6. Amended 48 of 1984 s. 31)

　　

(g) exercise any other powers which may be conferred on him by any regulations made under this Ordinance. (Added 10 of 1980 s. 6)(2) No premises or part of a premises which is used for dwelling purposes shall be entered under subsection (1) except by virtue of a warrant issued by a magistrate, where such magistrate is satisfied by information on oath that there is reasonable ground for suspecting that an offence against this Ordinance has been, is being or is about to be committed in such premises or part or that there is in such premises or part anything likely to be or contain evidence of such offence.

　　

(3) An officer exercising any power conferred on him by subsection (1) in relation to any industrial undertaking within the meaning of the Factories and Industrial Undertakings Ordinance (Cap 59) may take with him any person whom he may reasonably need to assist him in carrying out his duties under this Ordinance and in particular may, for his assistance, take persons who have been engaged by the Commissioner, on account of their special expertise, to advise the Labour Department on any matters necessary for carrying out the purposes of this Ordinance. (Added 10 of 1980 s. 6)

　　

(4) A person who accompanies an officer pursuant to subsection (3)-

　　

　　(a) may give to the officer such assistance in the exercise of any power conferred on him by subsection (1) as the officer may reasonably require;

　　

(b) shall be deemed to be a public officer for the purposes of sections 72A and 72B. (Added 10 of 1980 s. 6)

　　

(Added 55 of 1979 s. 2)

　　

　　Cap 57 s 72A Duty of public officers not to disclose source of complaint, etc.

　　

　　(1) Save with the consent of the person who has made the complaint or as provided in subsection (4), no public officer shall disclose to any person, other than another public officer in the course of official duty, the name or identity of any person who has made a complaint alleging a contravention of this Ordinance or as a result of which a contravention of this Ordinance has come to his notice or to the notice of any other public officer.

　　

(2) No public officer shall disclose to an employer or his agent or servant that a visit to the place of employment maintained by that employer was made in consequence of the receipt of any such complaint as is referred to in subsection (1).

　　

(3) Save as provided in subsection (4), where, arising out of, or in connection with, the enforcement of this Ordinance, any manufacturing or commercial secret or any working process comes to the knowledge of a public officer, such officer shall not at any time, and notwithstanding that he is no longer a public officer, disclose such secret or process to any person.

　　

(4) Where in any proceedings a court or a magistrate considers that justice so requires, the court may order the disclosure of the name or identity of any person who has made any such complaint as is referred to in subsection (1) or the disclosure of any such secret or process as is referred to in subsection (3).

　　

(Added 10 of 1980 s. 7)

　　

　　Cap 57 s 72B Employment not to be terminated, etc. by reason of fact that employee has given evidence in proceedings under Ordinance, etc.

　　

　　(1) No employer shall terminate, or threaten to terminate, the employment of, or in any way discriminate against, any of his employees by reason of the fact that the employee has- (Amended 61 of 1993 s. 9)

　　

　　(a) given evidence, or agreed to give evidence, in any proceeding for the enforcement of this Ordinance; (Amended 29 of 1992 s. 3)

　　

(b) given information to a public officer in any inquiry made by such officer for the purposes of or in connection with the enforcement of this Ordinance;

　　

(c) given evidence, or agreed to give evidence, in any proceeding relating to an accident to an employee arising out of and in the course of his employment or for the breach of a statutory duty in relation to the safety of persons at work; or (Added 29 of 1992 s. 3)

　　

(d) given information to a public officer in any inquiry made by such officer for the purposes of or in connection with an accident to an employee arising out of and in the course of his employment or for the breach of a statutory duty in relation to the safety of persons at work. (Added 29 of 1992 s. 3)(2) Where an employer is convicted of an offence under section 63A(5) in respect of an action prohibited by this section, the court or magistrate before which the conviction is obtained may, in addition to any fine that may be imposed, order the employer to pay as compensation to the employee who was the victim of the offence, such amount as the court or magistrate considers appropriate having regard to the circumstances of the case. (Added 61 of 1993 s. 9. Amended 103 of 1995 s. 23)

　　

(Added 10 of 1980 s. 7)

　　

　　Cap 57 s 72C Presumptions

　　

　　In any prosecution under this Ordinance-

　　

　　(a) where the age of any person at any time is material for the purposes of any provision of this Ordinance, his age at the material time shall be deemed to be or have been that which appears to the court or magistrate, after considering any available evidence, to be or to have been his age at that time;

　　

(b) if the charge alleges the contravention of any of the provisions of this Ordinance prohibiting or controlling the employment of young persons or children and the defendant in such prosecution is the employer at the place of employment in or in respect of which the offence is alleged to have been committed, it shall, until the contrary is proved, be presumed that any young person or child to whom the charge relates and who was employed in the place of employment on the day on which the offence is alleged to have been committed was employed therein on that day by such employer. (Amended 7 of 2001 s. 11)

　　

(Added 10 of 1980 s. 7)

　　

　　Cap 57 s 73 Regulations

　　

　　(1) The Chief Executive in Council may make regulations for all or any of the following purposes- (Amended 56 of 2000 s. 3)

　　

　　(a) prohibiting or controlling the employment of persons or any class of persons in any industry, occupation or trade;

　　

(b) requiring records to be kept and forms to be maintained in respect of employees or any class of employees employed in any industry, occupation or trade;

　　

(c) imposing obligations for securing compliance with the provisions of this Ordinance upon employers, their agents or servants, and upon employees;

　　

(d) imposing duties and liabilities on employers and employees;

　　

(e) defining the functions, duties and powers of public officers appointed or authorized for the purposes of this Ordinance;

　　

(f) exempting any industry, occupation or trade, or any class or part of any industry, occupation or trade, from the operation of this Ordinance or any provision thereof;

　　

(g) providing that this Ordinance or any provision thereof shall not apply, or may be modified, in relation to any class of persons;

　　

(h) (Repealed 56 of 2000 s. 3)

　　

(ha) providing that, where the Commissioner is satisfied that work in any industrial undertaking within the meaning of the Factories and Industrial Undertakings Ordinance (Cap 59), or class or description thereof, is subject to seasonal or other special pressure, he may by order published in the Gazette as respects any such industrial undertaking, or class or description thereof, increase for any employee during any period of such pressure the hours of work or period of employment specified in relation to that employee in regulations made under this Ordinance for a period in any year not exceeding that specified in the order; (Added 10 of 1980 s. 8. Amended 7 of 2001 s. 12)

　　

(hb) providing that-

　　

(i) any document purporting to be a copy of any document or notice and purporting to be signed by a person or his duly authorized agent shall be admitted in evidence in proceedings before any court or magistrate on its production by a public officer without further proof; and

　　

(ii) until the contrary is proved, the court or magistrate before which such document is produced shall presume that the document is a true copy and that it is signed by that person or his duly authorized agent; and

　　

(iii) the document shall be conclusive evidence of the facts stated therein; (Added 10 of 1980 s. 8)(hc) providing that any person who works in any place of employment at any kind of work whatsoever incidental to or connected with the process, trade or business for which the place of employment is used shall, save as may be provided otherwise in the regulations, be deemed to be employed therein for the purposes of any regulations made under this Ordinance or of any proceedings thereunder; (Added 10 of 1980 s. 8)

　　

(i) generally, carrying into effect the provisions of this Ordinance.(2) The Commissioner may in writing, in such cases as he thinks fit and for such period and subject to such conditions as he may specify, exempt any person or class of persons from any regulations made under this section.

　　

(3) (Repealed 24 of 1988 s. 2 )

　　

(Added 55 of 1979 s. 2. Amended 10 of 1988 s. 8)

　　

　　Cap 57 s 74 Penalty for contravention of regulations

　　

　　Regulations under this Ordinance may provide that a contravention thereof shall be an offence and may provide penalties therefor not exceeding a fine at level 6.

　　

(Added 24 of 1988 s. 2. Amended 103 of 1995 s. 24)

　　

　　Cap 57 Sched 1 CONTINUOUS EMPLOYMENT

　　

　　[section 3]

　　

1. (a) The provisions of this Schedule are to ascertain whether or not any contract of employment is a "continuous contract" for the purposes of this Ordinance.

　　

　　(b) In the case of a contract of employment existing at the commencement of this Ordinance, such period of employment next preceding the date of commencement of the Ordinance as may be necessary shall be taken into account in order to ascertain whether or not the contract of employment is a continuous contract.

　　

2. Subject to the following provisions, where at any time an employee has been employed under a contract of employment during the period of 4 or more weeks next preceding such time he shall be deemed to have been in continuous employment during that period.

　　

　　3. (1) For the purposes of paragraph 2, no week shall count unless the employee has worked for 18 hours or more in that week, and in determining whether he has worked in any hour the provisions of sub-paragraph (2) shall apply.

　　

(2) If in any hour the employee is, for the whole or part of the hour-

　　

　　(a) incapable of work in consequence of sickness or injury; provided that any such incapability in excess of 48 hours is supported by a certificate issued by a registered medical practitioner or registered dentist; or (Amended 5 of 1995 s. 11)

　　

(b) absent from work in circumstances such that, by law, mutual arrangement or the custom of the trade, business or undertaking, he is regarded as continuing in the employment of his employer for any purpose,then, save as provided in paragraph 4, that hour shall count as an hour in which he has worked.

　　

　　4. Where an employee is absent from work for the whole or part of any hour-

　　

　　(a) because of a strike (which is not illegal) in which he takes part; or

　　

(b) because of a lock-out by his employer, that hour shall not count as an hour in which he has worked, but the continuity of his period of employment shall not be treated as broken by any such absence.

　　

5. If a trade, business or undertaking is transferred from one person to another, the period of employment of an employee in the trade, business or undertaking at the time of the transfer shall count as a period of employment with the transferee, and the transfer shall not break the continuity of the period employment.

　　

　　6. For the purposes of this Schedule, any reference to hours in which an employee has worked shall mean hours in which he has worked for his employer whether or not the hours were worked under the same or another contract of employment with that employer and whether or not they were consecutive hours. (Replaced 41 of 1990 s. 23)

　　

　　7. In this Schedule, unless the context otherwise requires-

　　

"lock-out" (闭厂) and "strike" (罢工), respectively, have the meanings assigned to them in the Trade Unions Ordinance (Cap 332);

　　

"week" (星期) means a week ending with Saturday.

　　

(Amended 5 of 1970 s. 9; 71 of 1970 s. 6; 41 of 1990 s. 23)

　　

　　Cap 57 Sched 2 PROCEDURE FOR APPREHENSION OF ABSCONDING EMPLOYER

　　

Remarks:

　　

Adaptation amendments retroactively made - see 56 of 2000 s. 3

　　

　　[section 67]

　　

　　PART I

　　

　　1. In this Part, the wages and moneys described in section 67(1)(a) and (b) are referred to as "the debt". (Amended 32 of 2000 s. 48)

　　

　　2. An application under section 67 shall be as in Form 1 in Part II.

　　

　　3. If a District Judge, after making such investigation as he considers necessary in respect of an application made under section 67, is satisfied that there is probable cause for believing that the employer is about to leave Hong Kong with intent to evade payment of the debt, he may issue a warrant as in Form 2 in Part II ordering that the employer be apprehended and brought before a District Judge to show cause why the employer should not be required to give security in accordance with paragraph 5. (Amended 48 of 1984 s. 32)

　　

　　4. If an employer who is brought before a District Judge in accordance with a warrant issued under paragraph 3 shows cause why he should not be required to give security in accordance with paragraph 5, the warrant shall be discharged and the employer shall be released.

　　

　　5. (1) If an employer who is brought before a District Judge in accordance with a warrant issued under paragraph 3 does not show cause why he should not be required to give security in accordance with this paragraph, the District Judge may make an order requiring the employer to enter a bond, in accordance with sub-paragraph (3), for his appearance before a District Judge whenever called upon until he has paid to the employee the full amount of the debt.

　　

(2) If the employer offers, in lieu of entering a bond under sub-paragraph (1), to secure the payment to the employee of the full amount of the debt by any other arrangement, the District Judge may accept such other arrangement as security for the payment to the employee of the full amount of the debt in lieu of the bond.

　　

(3) A bond entered under sub-paragraph (1)-

　　

　　(a) shall be in favour of the employee;

　　

(b) shall be as in Form 3 in Part II;

　　

(c) shall be for such sum, not exceeding the amount of the debt, as the District Judge may order; and

　　

(d) shall be a bond with such number of sureties, approved by the District Judge, as the District Judge may order.

　　

6. If an employer complies with an order made under paragraph 5(1), or secures the payment to the employee of the full amount of debt by any other arrangement under paragraph 5(2), the warrant issued under paragraph 3 shall be discharged and the employer shall be released.

　　

　　7. If an employer fails to comply with an order made under paragraph 5(1), a District Judge may commit him to prison until the order is complied with or until the expiration of 3 months from the date of committal, whichever event occurs first.

　　

　　8. (1) On the application of the employer, or of any surety for a bond entered under paragraph 5, a District Judge, if he is satisfied that any of the conditions specified in sub-paragraph (2) have been fulfilled, shall order as may be appropriate-

　　

　　(a) that any warrant issued under paragraph 3 be discharged;

　　

(b) that the employer, if apprehended or brought before a District Judge under paragraph 3, or committed to prison under paragraph 7, be released;

　　

(c) that any bond entered under paragraph 5 shall be void (notwithstanding the conditions thereof); and

　　

(d) that the employer be released from any arrangement made under paragraph 5(2).(2) The conditions referred to in sub-paragraph (1) are-

　　

　　(a) that the debt has been satisfied in full or has been abandoned;

　　

(b) that no proceedings have been brought within 14 days after the application under section 67 to recover any part of the debt from the employer;

　　

(c) that no proceedings brought to recover the debt or any part of the debt from the employer have been prosecuted diligently;

　　

(d) that all proceedings brought to recover the debt or any part of the debt from the employer have been finally struck out or dismissed.

　　

9. (1) Any surety for a bond entered under paragraph 5 may at any time apply to a District Judge to be discharged from his obligation under the bond.

　　

(2) On receipt of an application under sub-paragraph (1), the District Judge shall call upon the employer to appear before a District Judge.

　　

(3) On the appearance of the employer before the District Judge, the District Judge shall order the surety by whom the application under sub-paragraph (1) is made to be discharged from his obligation under the bond, and shall order the employer to provide another surety or sureties, approved by the District Judge, for the bond.

　　

(4) If an employer is ordered under sub-paragraph (3) to provide an approved surety or sureties for a bond, the provisions of paragraphs 6 and 7 shall apply as if the order were an order made under paragraph 5(1).

　　

10. No fees shall be payable to the District Court in respect of or in connection with an application made under section 67 or under paragraph 8 or 9.

　　

　　PART II

　　

　　FORM 1

　　

　　[Employment Ordinance,

　　

Second Schedule, Part I,

　　

paragraph 2]

　　

APPLICATION FOR WARRANT FOR APPREHENSION OF ABSCONDING

　　

EMPLOYER

　　

　　Title

　　

IN THE DISTRICT COURT OF HONG KONG

　　

Held at ............................................................

　　

No. ................................................ of 19 ........

　　

IN THE MATTER of an application under section 67 of the Employment Ordinance, for a warrant for the apprehension of......................................................................................

　　

..............................................................................................................., an employer.

　　

　　EX PARTE......................................................................................................., an employee.

　　

　　I, ...................................................... , of ....................................................................

　　

　　(name of applicant)

　　

(address of applicant)apply for the issue of a warrant in accordance with paragraph 3 of Part I of the Second Schedule to the Employment Ordinance in respect of ...........................................................

　　

(name of employer)

　　

of .........................................................

　　

(address of employer)

　　

.............................................................

　　

(occupation of employer)

　　

　　2. The grounds for my application are-

　　

　　(a) that I am an employee/former employee (1) of ..................................................;

　　

(name of employer)(b) that ............................................................................. is the employer/former

　　

(name of employer)

　　

employer (1) of each person specified in the First Column of the Schedule;(c) that the employer owes to such employees the wages and/or(1) other moneys specified in the Second Column of the Schedule opposite their names, by reason of the facts specified in the Third Column of the Schedule; and

　　

(d) that I believe for the following reasons that the employer is about to leave Hong Kong with intent to evade payment of the wages and/or(1) other moneys specified in the Second Column of the Schedule-.......................................................................................................................

　　

.......................................................................................................................

　　

　　SCHEDULE

　　

　　FIRST COLUMN

　　

　　SECOND COLUMN

　　

　　THIRD COLUMN

　　

　　Name and address of employee

　　

　　Amount of wages and/

　　

or(1) other moneys owing to employee

　　

　　Reason for which moneys owing

　　

　　Total amount owing to employees

　　

　　Dated this day of 19 .

　　

　　...............................................Applicant.

　　

　　AFFIDAVIT IN SUPPORT OF APPLICATION

　　

I, .................................................................. make oath/do solemnly, sincerely and truly declare and affirm(1) and say that the facts stated in paragraph 2 of the above application are correct to the best of my knowledge and belief.

　　

　　Sworn/affirmed(1) at

　　

　　Hong Kong, the day of 19 .

　　

　　Before me,

　　

　　A Commissioner, &c.

　　

Note: (1) Delete whichever is inapplicable.

　　

(Amended L.N. 48 of 1972; L.N. 177 of 1981)

　　

___________________

　　

　　FORM 2

　　

　　[Employment Ordinance,

　　

Second Schedule, Part I,

　　

paragraph 3]

　　

　　WARRANT FOR APPREHENSION OF ABSCONDING EMPLOYER

　　

[Title as in Form 1]

　　

To each and all the police officers and bailiffs of Hong Kong.

　　

　　Whereas I am satisfied, on application made on the day of 19 by [name of applicant that the applicant [and the other persons referred to in the application](2) is/are/was/were(1) the employee/employees(1) of [name of employer], and that there is probable cause for believing that the said [name of employer] is about to leave Hong Kong with intent to evade payment of the sum of [amount of debt] being moneys earned by and owed to such employee/employees(1):

　　

　　This is therefore to command you forthwith to apprehend the said [name of employer] and to bring him before a District Judge to show cause why he the said [name of employer] should not be required to give security in accordance with paragraph 5 of Part I of the Second Schedule to the Employment Ordinance, and to be further dealt with according to law.

　　

　　Dated this day of 19 .

　　

　　........................................District Judge.

　　

[L.S.]

　　

　　Notes: (1) Delete whichever is inapplicable.

　　

　　(2) Delete if inapplicable.

　　

(Amended L.N. 177 of 1981; 56 of 2000 s. 3)

　　

___________________

　　

　　FORM 3

　　

　　[Employment Ordinance,

　　

Second Schedule, Part I,

　　

paragraph 5]

　　

　　BOND TO SECURE PAYMENT OF WAGES DUE TO EMPLOYEES BY EMPLOYER

　　

I/We(1) [name of employer] of [address], [name of surety] of [address], and [name of surety] of [[address], is/are(1) bound to [name of employee [and the other employees of (name of employer) specified in the application of (name of applicant) made on the day of 19 to District Judge , under section 67 of the Employment Ordinance](2) in the sum of $ , to be paid to [name of employee] [and the said other employees](2) or his/their respective(1) executors, administrators or assignees; for which payment to be made I/we jointly and severally(1) bind myself/ourselves(1), and my/our respective(1) heirs, executors and administrators.

　　

　　In witness whereof I/we(1) have hereto set my hand and seal/our hands and seals(1) this day of 19 .

　　

　　The condition of this obligation is that if [name of employer] appears before a District Judge whenever called upon until he has paid [name of employee] [and the said other employees](2) the full amount of $ specified in the application, then this obligation shall be void but this obligation shall otherwise remain in full force.

　　

　　Signed, sealed and

　　

｝

　　

[Employer] (L.S.)

　　

　　delivered in the

　　

[Surety] (L.S.)

　　

　　presence of

　　

[Surety] (L.S.)

　　

Notes: (1) Delete whichever is inapplicable.

　　

　　(2) Delete if inapplicable.

　　

(Second Schedule added 71 of 1970 s. 7)

　　

　　Cap 57 Sched 3 DEATH OF EMPLOYER OR OF EMPLOYEE

　　

　　[section. 31M]

　　

　　PART I

　　

　　DEATH OF EMPLOYER

　　

1. This Part shall have effect in relation to an employee where his employer (in this Part referred to as "the deceased employer") dies.

　　

　　2. Section 31J shall not apply to any change whereby the ownership of the business, for the purposes of which the employee was employed by the deceased employer, passes to a personal representative of the deceased employer.

　　

　　3. Where, by virtue of section 31L(1), the death of the deceased employer is to be treated for the purposes of Part VA of this Ordinance as a termination by him of the contract of employment, the employee shall nevertheless not be treated for these purposes as having been dismissed by the deceased employer if-

　　

　　(a) his contract of employment is renewed by a personal representative of the deceased employer, or he is re-engaged under a new contract of employment by such a personal representative; and

　　

(b) the renewal or re-engagement takes effect not later than 4 weeks after the death of the deceased employer.

　　

4. Where, by reason of the death of the deceased employer, the employee is treated for the purposes of Part VA of this Ordinance as having been dismissed by him, he shall not be entitled to a severance payment in respect of that dismissal if a personal representative of the deceased employer has made to him an offer in writing to renew his contract of employment, or to re-engage him under a new contract, so that in accordance with the particulars specified in the offer the renewal or re-engagement would take effect not later than 4 weeks after the death of the deceased employer and either-

　　

　　(a) the provisions of the contract as renewed, or of the new contract, as the case may be, as to the capacity and place in which he would be employed, and as to the other terms and conditions of his employment, would not differ from the corresponding provisions of the contract as in force immediately before the death; or

　　

(b) if, in accordance with the particulars specified in the offer, those provisions would differ (wholly or in part) from the corresponding provisions of the contract as in force immediately before the death, the offer constitutes an offer of suitable employment in relation to that employee,and (in either case) the employee has unreasonably refused that offer.

　　

　　5. For the purposes of paragraph 4-

　　

　　(a) an offer shall not be treated as one whereby the provisions of the contract as renewed, or of the new contract, as the case may be, would differ from the corresponding provisions of the contract as in force immediately before the death of the deceased employer by reason only that the personal representative would be substituted as the employer for the deceased employer; and

　　

(b) no account shall be taken of that substitution in determining whether the refusal of the offer was unreasonable.

　　

6. Whereby virtue of section 31L(1) the death of the deceased employer is to be treated as a termination by him of the contract of employment, any reference in subsection (2) of that section to section 31D(2) shall be construed as including a reference to paragraph 3.

　　

　　7. Where by virtue of paragraph 3 the employee is treated as not having been dismissed by reason of a renewal or re-engagement taking effect after the death of the deceased employer, then-

　　

　　(a) in determining, for the purposes of section 31B(1), whether he has been employed under a continuous contract for the requisite period, the interval between the death and the date on which the renewal or re-engagement takes effect shall count as a period of employment with the personal representative of the deceased employer, if apart from this paragraph it would not count for that purpose as such a period of employment; and

　　

(b) in computing the period specified in section 31B(1), the continuity of the employee's period of employment shall be treated as not being broken by any week which falls within that interval.

　　

8. For the purposes of the application, in accordance with section 31B(3), of Part VA of this Ordinance in relation to an employee who was employed as a domestic servant in, or in connection with, a private household, any reference to a personal representative in this Part of this Schedule shall be construed as including a reference to any person to whom, otherwise than in pursuance of a sale or other disposition for valuable consideration, the management of the household has passed in consequence of the death of the deceased employer.

　　

　　9. Subject to this Part of this Schedule, in relation to an employer who has died-

　　

　　(a) any reference in Part VA of this Ordinance to the doing of anything by, or in relation to, an employer shall be construed as including a reference to the doing of that thing by, or in relation to, any personal representative of the deceased employer; and

　　

(b) any reference in Part VA of this Ordinance to a thing required or authorized to be done by, or in relation to, an employer shall be construed as including a reference to anything which, in accordance with any provision of Part VA of this Ordinance as modified by this Part of this Schedule (including sub-paragraph (a)), is required or authorized to be done by, or in relation to, any personal representative of his.

　　

10. Where by virtue of Part VA of this Ordinance, as modified by this Part of this Schedule, a personal representative of the deceased employer is liable to pay a severance payment, or part of a severance payment, and that liability had not accrued before the death of the deceased employer, it shall be treated for all purposes as if it were a liability of the deceased employer which had accrued immediately before his death.

　　

　　PART II

　　

DEATH OF EMPLOYEE

　　

11. Where an employer has given notice to an employee to terminate his contract of employment, and before that notice expires the employee dies, Part VA of this Ordinance shall apply as if the contract had been duly terminated by the employer by notice expiring on the date of the employee's death.

　　

　　12. Where an employer has given notice to an employee to terminate his contract of employment, and has offered to renew his contract of employment, or to re-engage him under a new contract, and-

　　

　　(a) the employee dies without having either accepted or refused the offer; and

　　

(b) the offer has not been withdrawn before his death,subsection (2) or (as the case may be) subsection (3) of section 31C shall apply as if, for the words "the employee has unreasonably refused", there were substituted the words "it would have been unreasonable on the part of the employee to refuse".

　　

　　13. In relation to the making of a claim by a personal representative of a deceased employee who dies before the end of the period of 1 month beginning with the relevant date, section 31N shall apply with the substitution, for the words "3 months", of the words "6 months". (Amended 76 of 1985 s. 9)

　　

　　14. Subject to this Part of this Schedule, in relation to an employee who has died, any reference in Part VA of this Ordinance to-

　　

　　(a) the doing of anything by, or in relation to, an employee shall be construed as including a reference to the doing of that thing by, or in relation to, any personal representative of the deceased employee; and

　　

(b) a thing required or authorized to be done by, or in relation to, an employee shall be construed as including a reference to anything which, in accordance with Part VA of this Ordinance as modified by this Part of this Schedule (including sub-paragraph (a)), is required or authorized to be done by, or in relation to, any personal representative of his.

　　

15. Any right of a personal representative of a deceased employee to a severance payment, where that right had not accrued before the employee's death, shall devolve as if it had accrued before his death.

　　

(Third Schedule added 67 of 1974 s. 6)

　　

　　Cap 57 Sched 4 SPECIFIED ORDINANCES

　　

　　[section 72(1)]

　　

　　Item

　　

　　Title

　　

　　1.

　　

　　Labour Tribunal Ordinance (Cap 25).

　　

　　2.

　　

　　Apprenticeship Ordinance (Cap 47).

　　

　　3.

　　

　　Labour Relations Ordinance (Cap 55).

　　

　　4.

　　

　　Contracts for Employment Outside Hong Kong Ordinance (Cap 78).

　　

　　5.

　　

　　Employees' Compensation Ordinance (Cap 282).

　　

　　6.

　　

　　Trade Unions Ordinance (Cap 332).

　　

　　7.

　　

　　Pneumoconiosis (Compensation) Ordinance (Cap 360).

　　

　　8.

　　

　　Minor Employment Claims Adjudication Board Ordinance (Cap 453). (Added 61 of 1994 s. 55)

　　

(Fourth Schedule added 48 of 1984 s. 33)

　　

　　Cap 57 Sched 5 (Repealed 74 of 1997 s. 18)

　　

　　Cap 57 Sched 6 DEATH OF EMPLOYER-LONG SERVICE PAYMENTS

　　

　　[section 31ZC]

　　

1. This Schedule shall have effect in relation to an employee where his employer (in this Schedule referred to as "the deceased employer") dies.

　　

　　2. Section 31Z shall not apply to any change whereby the ownership of the business, for the purposes of which the employee was employed by the deceased employer, passes to a personal representative of the deceased employer.

　　

　　3. Where, by virtue of section 31ZB, the death of the deceased employer is to be treated for the purposes of Part VB of this Ordinance as a termination by him of the contract of employment, the employee shall nevertheless not be treated for these purposes as having been dismissed by the deceased employer if-

　　

　　(a) his contract of employment is renewed by a personal representative of the deceased employer, or he is re-engaged under a new contract of employment by such a personal representative; and

　　

(b) the renewal or re-engagement takes effect not later than 4 weeks after the death of the deceased employer.

　　

4. Where by virtue of paragraph 3 the employee is treated as not having been dismissed by reason of a renewal or re-engagement taking effect after the death of the deceased employer, then-

　　

　　(a) in determining, for the purposes of section 31R or 31RA, whether he has been employed under a continuous contract for the requisite number of years of service, the interval between the death and the date on which the renewal or re-engagement takes effect shall count as a period of employment with the personal representative of the deceased employer, if apart from this paragraph it would not count for that purpose as such a period of employment; and

　　

(b) in computing the number of years of service specified in section 31R or 31RA, the continuity of the employee's period of employment shall be treated as not being broken by any week which falls within that interval.

　　

5. For the purposes of the application, in accordance with section 31RB, of Part VB of this Ordinance in relation to an employee who was employed as a domestic servant in, or in connection with, a private household, any reference to a personal representative in this Schedule shall be construed as including a reference to any person to whom, otherwise than in pursuance of a sale or other disposition for valuable consideration, the management of the household has passed in consequence of the death of the deceased employer.

　　

　　6. Subject to this Schedule, in relation to an employer who has died-

　　

　　(a) any reference in Part VB of this Ordinance to the doing of anything by, or in relation to, an employer shall be construed as including a reference to the doing of that thing by, or in relation to, any personal representative of the deceased employer; and

　　

(b) any reference in Part VB of this Ordinance to a thing required or authorized to be done by, or in relation to, an employer shall be construed as including a reference to anything which, in accordance with any provision of Part VB of this Ordinance as modified by this Schedule (including sub-paragraph (a)), is required or authorized to be done by, or in relation to, any personal representative of his.

　　

7. Where by virtue of Part VB of this Ordinance, as modified by this Schedule, a personal representative of the deceased employer is liable to pay a long service payment, or part of a long service payment, and that liability had not accrued before the death of the deceased employer, it shall be treated for all purposes as if it were a liability of the deceased employer which had accrued immediately before his death.

　　

(Sixth Schedule added 76 of 1985 s. 10. Amended 52 of 1988 s. 17; 41 of 1990 s. 24)

　　

　　Cap 57 Sched 7

　　

　　[sections 31G & 31V]

　　

TABLE A

　　

　　Column 1

　　

　　Column 2

　　

　　Relevant date

　　

　　Maximum amount

　　

　　Before the date of commencement of the Employment (Amendment) Ordinance 1995(5 of 1995)

　　

　　The total amount of wages earned by the employee during the period of 12 months immediately preceding the relevant date, or $180000, whichever is less

　　

　　On or after the date of commencement of the Employment (Amendment) Ordinance 1995 (5 of 1995), but before 1 October 1995

　　

　　$210000

　　

　　1 October 1995 to 30 September 1996

　　

　　$230000

　　

　　1 October 1996 to 30 September 1997

　　

　　$250000

　　

　　1 October 1997 to 30 September 1998

　　

　　$270000

　　

　　1 October 1998 to 30 September 1999

　　

　　$290000

　　

　　1 October 1999 to 30 September 2000

　　

　　$310000

　　

　　1 October 2000 to 30 September 2001

　　

　　$330000

　　

　　1 October 2001 to 30 September 2002

　　

　　$350000

　　

　　1 October 2002 to 30 September 2003

　　

　　$370000

　　

　　On or after 1 October 2003

　　

　　$390000

　　

　　TABLE B

　　

　　Column 1

　　

　　Column 2

　　

　　Relevant date

　　

　　Fully reckonable

　　

years of service

　　

　　On or after the date of commencement of the Employment (Amendment) Ordinance 1995 (5 of 1995), but before 1 October 1995

　　

　　25 years

　　

　　1 October 1995 to 30 September 1996

　　

　　27 years

　　

　　1 October 1996 to 30 September 1997

　　

　　29 years

　　

　　1 October 1997 to 30 September 1998

　　

　　31 years

　　

　　1 October 1998 to 30 September 1999

　　

　　33 years

　　

　　1 October 1999 to 30 September 2000

　　

　　35 years

　　

　　1 October 2000 to 30 September 2001

　　

　　37 years

　　

　　1 October 2001 to 30 September 2002

　　

　　39 years

　　

　　1 October 2002 to 30 September 2003

　　

　　41 years

　　

　　1 October 2003 to 30 September 2004

　　

　　43 years

　　

(Seventh Schedule added 5 of 1995 s. 12)

　　

　　Cap 57 Sched 8 EMPLOYMENT PROTECTION

　　

　　[section 32G]

　　

　　DEATH OF EMPLOYER OR OF EMPLOYEE

　　

　　PART I

　　

　　DEATH OF EMPLOYER

　　

1. If an employer dies after his employee's right of action has arisen under Part VIA of this Ordinance on employment protection but before the adjudication of the claim, the claim shall be actionable by the employee against the personal representative of the deceased employer.

　　

　　2. In relation to the death of an employer, a reference to renewal or re-engagement by the employer in section 32B or 32C shall be construed as including a reference to renewal or re-engagement by any personal representative of the deceased employer, and a reference to an offer made by the employer shall be construed as including a reference to an offer made by any personal representative of the deceased employer.

　　

　　PART II

　　

　　DEATH OF EMPLOYEE

　　

　　3. If an employee dies after his right of action has arisen under Part VIA of this Ordinance on employment protection but before the adjudication of the claim, the claim shall be actionable by a personal representative of the deceased employee.

　　

　　4. Where an employer has given notice to an employee to terminate his contract of employment and before that notice expires the employee dies, Part VIA of this Ordinance on employment protection shall apply as if the contract had been terminated by the employer by notice expiring on the date of the employee's death.

　　

　　5. Where an employer has given notice to an employee to terminate his contract of employment and has offered to renew his contract of employment or to re-engage him under a new contract and-

　　

　　(a) the employee dies without having either accepted or refused that offer; and

　　

(b) the offer has not been withdrawn by the employer before the death of the employee,section 32C(1) or (2), as the case may be, shall apply as if, for the words "the employee has unreasonably refused", there were substituted the words "it would have been unreasonable on the part of the employee to refuse".

　　

(Eighth Schedule added 75 of 1997 s. 5)

　　


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关联法条

《上海市建筑市场管理条例》 第七条

《上海市建筑市场管理条例》 第九条

《上海市建筑市场管理条例》

《上海市建筑市场管理条例》

《上海市建筑市场管理条例》 第四十九条

《上海市建筑市场管理条例》 第二十三条

《上海市建筑市场管理条例》 第三十九条

《上海市建筑市场管理条例》 第三十二条

《上海市建筑市场管理条例》 第三十三条

《上海市建筑市场管理条例》 第四十条

《上海市建筑市场管理条例》 第五十二条

《上海市建筑市场管理条例》 第五十四条

《上海市建筑市场管理条例》 第六十二条

《上海市建筑市场管理条例》 第五十八条

《上海市建筑市场管理条例》 第七十二条

《上海市建筑市场管理条例》 第六十七条

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