The Finalists have just been announced for The Macallan ALB Hong Kong Law Awards 2019 and Gall has been shortlisted in 7 categories.
There has been much commentary (and confusion) in the news and on social media about employees’ absences from work due to and/or in support of the protests. This short article sets out the basic legal principles in respect of protests that are occurring in Hong Kong.
On 25 July 2019, the Court of Appeal handed down its reasons for judgment in an appeal brought by the Petitioner Father against the Trial Judge’s decision to allow the Respondent Mother to leave Hong Kong with the two children of the family to Miami, USA.
The Doyles Guide to Leading Hong Kong Employment Lawyer & Law Firm Rankings 2019 has just been released with Gall named as a Recommended Firm and Partner Andrea Randall named as a Recommended Lawyer.
As an international finance centre, families from all over the world relocate to Hong Kong for work purposes. In the event that the relationship between the parents break down, can one of them simply return home with his or her children?
This article considers the pro-arbitration approach of courts in Hong Kong in the context of two recent cases. It also considers other significant initiatives and developments in the arbitration regime concerning third party funding, consolidation, and costs of arbitrations.
A demotion normally involves a reduction in rank or status, or a decrease in job responsibilities and/or salary. An employer may wish to demote an employee for a variety of reasons including poor performance, capability and/or as an alternative to termination.Regardless of the reason for the demotion, an employer should be careful when demoting an employee. Any demotion should be managed professionally and lawfully; failure to do so may expose the employer to an unwanted claim.
The Labour Tribunal is intended to be a quick and informal venue for hearing disputes between an employer and employee.
The Employment (Amendment) (No. 3) Ordinance 2018 (“Amendment Ordinance”) was gazetted on 2 November 2018. Under the Amendment Ordinance, the statutory paternity leave under the Employment Ordinance Cap. 57 (“EO”) will increase from three days to five days.