The Government has announced the much-awaited implementation details of the ESS along with the penalties in case of breach of undertakings. Our most recent update on the details of the ESS can be viewed here.
This practice note considers the applicable legal principles in respect of an application for a springboard injunction as well as key takeaways for employers seeking to protect their businesses when key employees depart.
The Government has recently provided more clarity on the Employment Support Scheme (“ESS”) and expanded its scope.
Registered Foreign Lawyer Takashi Ugajin was seconded to Gall from Mori Hamada & Matsumoto (MHM), one of the Big Four law firms in Japan, last September. He shares how the opportunity to be seconded arose, what he enjoys about working at Gall and how the legal industry differs in Hong Kong to Japan. He also offers his advice to other Japanese lawyers exploring secondments.
The Finance Committee of the Legislative Council has approved the anti-epidemic relief fund of HK$ 137.5 billion which includes about HK$81 billion for an Employment Support Scheme (“ESS”). The purpose of the ESS is to provide financial assistance in exchange for employers undertaking to retain their employees who could otherwise be laid-off or made redundant.
The COVID-19 situation has caused increasing financial and operational difficulties for businesses. Various employers have either asked employees to take unpaid leave and/or annual leave during this period. This practice note examines the legal requirements for asking employees to take unpaid leave and/or annual leave.
In an effort to alleviate the financial difficulties as a result of the COVID-19 pandemic, the Hong Kong Government has announced proposed relief measures which include a HK$ 80 billion Employment Support Scheme (“ESS”).
Partner Andrea Randall presented on legal considerations for employers considering the unpaid leave option and answered questions in real-time in this webinar organised by Human Resources Online.
Post-termination restrictions (“PTRs”) are commonly found in employee’s contracts to restrict the activities of a former employee following termination of his employment. Courts in Hong Kong readily provide judicial relief to those seeking to enforce PTRs so long as it can be shown that the PTRs are (a) reasonable in the interests of the contracting parties and (b) reasonable in the interests of the public.
The Doyles Guides to Family & Divorce and to Employment have been released with Gall named as a Tier 2 firm for Family & Divorce and a Recommended firm for Employment. Executive Partner Caroline McNally, who leads the firm’s Family & Divorce team, was recognised as a Preemminent Practitioner. Partner Andrea Randall, who leads the firm’s Employment Law practice, was recognised as a Recommended Lawyer.