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Employee Post-termination restrictions in Hong Kong

Employee Post-termination Restrictions

OLN Marketing

Employee Post-termination Restrictions

May 25, 2020 by OLN Marketing

Restraints on Employee’s Activities Post-termination

Frequently employers seek to impose post-termination restrictions (“PTRs”) on employees in order to restrain the post-termination activities of the employees with the aim of protecting the employer’s businesses. Post-termination restrictions are often used by employers to restrict an employee from:-

•    joining competitors;
•    poaching employees;
•    soliciting clients or customers; or
•    dealing with clients or suppliers.

Whether or not a PTR is enforceable is a common question posed by both employers and employees who are considering joining a competitor, a competitor seeking to poach an employee as well as employers seeking the enforcement of the PTR against a recently departed employee.

Enforceability of PTRs

PTRs which amount to restraint on trade are prima facie void and unenforceable. The courts will enforce such PTRs only where it can be shown such restrictions are for the reasonable protection of the employer’s legitimate interests and are no wider than reasonably necessary.

The courts have emphasised that the application of familiar principles is highly sensitive to the individual facts of each case. Accordingly, precedents provide guidance to enforceability but are not determinative in determining whether such restraints are reasonable. The court will take into account the nature of the employment, the employee’s role within the employer and the time for which the restraint is sought to be imposed and geographical area to which the restraint applies. 

Consequences of a PTR being held unreasonable

If a PTR is held to be unreasonable, it will be struck down and will not be enforced unless the offending parts can be severed without changing the character of the clause. The courts cannot enforce a restriction of lesser extent which would have been reasonable or rewrite a defective covenant so that it becomes enforceable.

Drafting PTRs

An employer should ensure that the PTRs are drafted to mitigate the risk that they are open to challenge or held unenforceable. The following should be kept in mind when drafting PTRs:-

•    The onus is on the party seeking to rely on the PTR to show that it is reasonable and enforceable.
•    Any ambiguity or uncertainty in the drafting of the PTR gives rise to significant risk that a party against whom the PTR is enforced may choose to challenge its enforceability.
•    The language used in the PTR should be crafted keeping in mind the specific position, seniority and influence of the departed employee, as well as the connections and the shelf-life of the confidential information and knowledge retained by that departed employee.
•    Any requirement for the departed employee to serve a period of gardening leave may reduce the length of the PTRs considered to be reasonable.
•    The PTR should be clear, precise and reasonable as to duration and geographic scope.
•    In drafting PTRs it should also be borne in mind that the party seeking to enforce the PTR would have the onus of establishing sufficient evidence to obtain on an interim basis an injunction restraining the employee’s breach of such a PTR.

A recent case last year in the UK Supreme Court, which is likely to be followed in Hong Kong, provided some helpful guidance on restrictive covenants. In this case, Tillman v Egon Zehnder [2019] UKSC 32, the employee argued that her employer Egon Zehnder had sought to apply an overly wide and restrictive non-compete covenant on her.  The court found that part of the covenant did amount to an unreasonable restraint of trade, and struck it out, but it recognized at the same time that the rest of the restrictive covenant was fair. In its ruling, the court confirmed that it was possible to sever and remove troublesome parts of a restrictive covenant whilst leaving the remainder intact.  In addition, the court warned against employers drafting overly wide covenants in the first place, indicating that such employers could face additional cost penalties if the court found that their contracts “cast an unfair burden on others to clean them up”. 

Confidential Information

Frequently when drafting an employment contract an employer will seek to protect its confidential information prevent misuse by departing employees. Often such provisions will be without time limitation and such restrictions are considered a legitimate provision for the protection of the employer’s proprietary rights in its confidential information.

For further information on PTRs confidential information and other employment law related matters, please do not hesitate to contact us.

Filed Under: Employment and Business Immigration Law

Surviving the Current Economy Series Part 1: What Options are Open to Corporate Debtors

May 8, 2020 by OLN Marketing

At the start of the COVID-19 pandemic, we saw many small to medium sized businesses (SMEs) going into panic mode.  They sought legal advice on how to deal with issues arising from immediate or near immediate cash flow problems and creditors, and at the same time, limit their potential liabilities and protect their assets.

We are now more than 3 months into this new way of life.  In the business world though, for the first quarter of 2020, there are reports of most businesses suffering large percentages of revenue loss.  There are employee lay-offs, salary reductions and in some instances, companies simply closed shop for good. 

Would our legal advice be any different now compared with 3 months ago?  Yes and no.  The laws have not changed but the global spreading of the virus has created further limitations on businesses, e.g. travel limitations have resulted in the cut-off of supply chains.  Such changed or changing circumstances may require a revisit of commercial and therefore legal strategy.  

In Part 2 of this series, we will explore options available to businesses/companies operating in specific sectors of the economy at this juncture.  For now, let’s discuss the basics of insolvency law as many clients appear most concerned about outstanding debts and cashflow problems.

Commercial Considerations 

Directors and shareholders should first and foremost consider whether the business is worth keeping, taking into consideration the current economic climate, business projections and personal preferences.  An all-round risk assessment of the business and its commercial value, along with an analysis of whether short term obligations can be met should be conducted.

Negotiations with creditors

The short-term analysis is highly based on whether creditors (e.g. financial institutions, landlords, suppliers and employees) are willing to give the business a break.  

When entering into negotiations with a creditor, be straightforward and ready to offer a concrete plan of repayment.  Often times, creditors are equally interested in allowing the company to continue, with a view to the company arriving in a better position to settle the debt in the future.  A concrete repayment/fund raising plan will instil confidence in the creditor.
Where the creditor is a bank and the debt arises from a loan, the loan is usually secured against certain assets of the company (e.g. equipment, revenue), assets of the majority shareholders (e.g. landed properties) and personal guarantees of the directors and shareholders.  On the strength of the personal guarantees, bankruptcy could be a real risk faced by directors and shareholders. Successfully working out a deal with the bank is pertinent but it requires skill, especially if the business is an SME with far less bargaining power.

Negotiations with landlords can prove to be fruitful in the current HK economy, in particular where the lease is about to expire.  Extractions of rental reductions are common-place whilst negotiating for a break clause (the right to terminate the lease early), rent abatement clause (the suspension of rental payments upon the happening of certain events), force majeure clause (essentially the termination of the contract upon the happening of certain events beyond the control of the parties), and rent-free periods should be explored.  

Force majeure clauses and how they operate have been discussed by our firm here: https://oln-law.com/are-you-frustrated-by-your-force-majeure-clause.  For what the law allows when dealing with employees, our firm has published an article on this: https://oln-law.com/employment-matters-to-consider-in-economic-downturn. 

Scheme of Arrangement as an alternative to being wound up/liquidated

If negotiations fail and the company otherwise cannot find a way to pay its debts as they fall due, the company should consider entering into a scheme of arrangement which is essentially the company’s proposal on how to compromise with creditors on their respective debts, generally resulting in creditors accepting less than the amount that they are fully owed.  It is an alternative to being wound up.

Once the proposal is completed, the company must apply to the Court to convene a meeting of shareholders and/or creditors to seek their agreement to the scheme of arrangement.  Agreement under section 674 of the Companies Ordinance (Cap. 32) means 75% of creditors’ votes (in person or by proxy) in favour of the scheme.  Upon obtaining such agreement, the scheme must sanctioned by the Court.  In deciding whether to sanction the scheme, the Court will consider the following factors (Re China Singyes Solar Technologies Holdings Ltd [2020] HKCFI 467): 

(1)    whether the scheme is for a permissible purpose;
(2)    whether creditors who were called on to vote as a single class had sufficiently similar legal rights such that they could consult together with a view to their common interest at a single meeting;
(3)    whether the meeting was duly convened in accordance with the Court’s directions;
(4)    whether creditors have been given sufficient information about the scheme to enable them to make an informed decision whether or not to support it;
(5)    whether the necessary statutory majorities have been obtained;
(6)    whether the Court is satisfied in the exercise of its discretion that an intelligent and honest man acting in accordance with his interests as a member of the class within which he voted might reasonably approve the scheme; and
(7)    in an international case, whether there is sufficient connection between the scheme and Hong Kong, and whether the scheme is effective in other relevant jurisdictions.

The implementation of a scheme of arrangement in HK is time-consuming and costly, particularly as it involves separate Court applications and meetings.  Even when a meeting can be conducted, it may be difficult to obtain 75% support, for example, if creditors consider that they may have a better chance of recovery in separate legal proceedings.  Moreover, until the scheme is fully sanctioned by the Court, there is nothing that stops creditors from commencing legal proceedings in the Courts against the company. 

Winding Up

Of all options open to creditors, winding up a company is the most severe.  The process involves a liquidator stepping into the shoes of the company to collect and realize on the company’s assets and settle outstanding liabilities of the company.  The process will almost always involve directors who will be required to assist the liquidator in giving all sorts of information about the company including its financial information and flow of money, sometimes via affidavits and testimonies in Court.

An order for winding up will be made in the following 3 scenarios:

1.    The debtor fails to pay or fails to provide sufficient security for a sum of more than HK$10,000 within 21 days after being served with a statutory demand.
2.    The debtor fails to satisfy wholly or partially a judgment or order of the Court granted in favour of a creditor.
3.    When the creditor proves that the debtor is unable to pay its debts as they fall due (cash flow test) or the assets of the company are not sufficient to meet its liabilities (the balance sheet test).

One of the defences often used to resist an order for winding up is that the debt is the subject of a genuine dispute.  

Commercial transactions to avoid when the company is undergoing difficult times

The liquidator has wide powers to investigate the affairs of the company and the acts of its directors and officers.  

In particular, the liquidator may call into question the following types of transactions:
    
1.    Transactions at an undervalue, defined as where (i) the company makes a gift without receiving any consideration; or (ii) the company enters into a transaction for a consideration that is significantly less than the value of the consideration provided by the company, e.g. selling the company’s shares to a relative at a fraction of the value.  The relevant time frame under scrutiny is 5 years before the date on which the winding up of the company commences (i.e. the time that the winding-up petition is presented).

2.    Unfair preferences, defined as acts of the company that place certain creditors in a better position than they normally would have been, e.g. paying creditors with lower priority before those with higher priority.  For an unfair preference given to a person who is connected with the company (i.e. an associate which includes a spouse of the director or the director’s blood relations), the relevant time frame under scrutiny is 2 years before the date on which the winding up commences.  For an unfair preference given to an unconnected person, the relevant time frame under scrutiny is 6 months.

If a transaction is found to be a transaction at an undervalue or an unfair preference, the liquidator will commence legal proceedings to recover the assets from the current owner.  Once a transaction is found to be a transaction at an undervalue or an unfair preference, the directors of the company may face civil or criminal sanctions for approving/allowing the transaction to take place.  

For the above reasons, directors need to be extremely careful when handling the transactions of a company undergoing difficult times or that is otherwise already trading insolvent.

If you wish to learn more about what options are available to corporate debtors facing the possibility of being wound up, please feel free to speak to our litigation partner, Eunice Chiu.

Eunice Chiu
+852 2186 1885
Partner, Dispute Resolution
Oldham, Li & Nie

Filed Under: Dispute Resolution

CHINA – Strengthening Intellectual Property Protection from 2020 – 2021

April 29, 2020 by OLN Marketing

The China National Intellectual Property Administration has issued a Plan for “Implementation of the Opinions on Strengthening Intellectual Property Protection from 2020 to 2021” (“Plan”) on 20 April 2020, which detailing the roadmap to strengthen Intellectual Property Right (“IPR”) Protection in China covering patents, trade secrets, trademarks, copyrights, pharmaceutical products, e-commence as well as plan to deal with piracy, counterfeiting, and enforcement.

We summarize parts of the Plan concerning trade mark (Including infringement and counterfeiting) as follows:

1.    Trade Mark Laws and Regulations
  
•    Reviewing and revising Trademark Law as appropriate to strengthen trademark protection and enforcement

•    Stipulating punitive compensation for intellectual property infringement 

•    Refining criminal procedures and penalties, destroy infringing and counterfeit goods, and regulate government disclosures

•    Viewing legislative research on the protection of geographical indications (Completed before end of December 2021)

•    Revising the measures for the registration and management of collective marks and certification marks (Continue to advance)

•    Introducing judicial interpretations to combat online infringement and counterfeiting (Completed before end of August 2020)

•    Formulating interpretations of the Supreme People’s Court, Supreme People’s Procuratorate on the specific application of laws in handling criminal cases of intellectual property infringement (3) (Completed before end of August 2020)

•    Amending certain provisions on the Anti unfair competition of counterfeiting (Continue to advance)

•    Studying and compiling management standards for intellectual property protection of e-commerce platforms and formulating policy documents to control piracy, infringement and counterfeiting on e-commerce platforms (Completed before end of October 2020)

•    Formulating policy documents for the destruction of infringing and counterfeit goods (Completed before end of July 2020)

2.    Strengthen the administrative enforcement and judicial protection of intellectual property rights

•    Formulating and issuing standards for trademark infringement judgment (Completed before end of June 2020)

•    Publishing annual report on typical cases for patents, trademarks, copyrights, new varieties of agricultural plants and other types, as well as administrative enforcement and judicial protection in the fields of customs and cultural markets (Completed before end of December 2021 and continue to advance)

•    Cracking down on counterfeit goods with health and safety risks, increasing the frequency of handling cases, and establishing a system to publicly release the above-mentioned law enforcement action data and information on a quarterly basis (Completed before end of May 2020)

•    Promoting pilot inspection and identification of trademark infringement disputes, improving the inspection and identification system for intellectual property infringement disputes, and studying and establishing an infringement damage assessment system (Continue to advance)

•    Organizing special actions for intellectual property law enforcement protection, destruction of infringing and counterfeit commodities, and crack down on intellectual property infringement (Continue to advance)


3.    Improve the construction of a large-scale intellectual property protection mechanism

•    Studying and establishing a connection and information sharing mechanism for trademark administrative confirmation and major infringement administrative law enforcement cases and carrying out pilot projects (Continue to advance)

•    Carrying out pilot projects of hierarchical classification supervision based on credit in the field of intellectual property and regulating bad faith trademark registration (Completed before end of December 2021 and continue to advance)

4.    Optimizing key links for fast protection of intellectual property

•    Improving trademark examinations capabilities by shortening the examination period to less than 4 months (Completed before end of December 2021)

•    Exploring a rapid review mechanism for trademark registration, modification, renewal and other applications (Continue to advance)

•    Intensifying the itinerant trademark review cases and establishing an open review mechanism for major cases (Continue to advance)

•    Formulating the management, training and quality control related regulations of the Intellectual Property Protection Center and enhancing the ability of rapid collaborative protection (Completed before end of December 2020)

5.    Expand foreign exchange and cooperation in intellectual property protection

•    Improving overseas intellectual property information service, early warning and other platforms, strengthen the dynamic tracking and research mechanism construction of major trade countries (regions) intellectual property laws and policies revisions and major dispute cases, and building overseas trademark dispute case databases (Continue to advance)

6.    Strengthen the protection of intellectual property protection resources
 
•    Strengthening the construction of infringement and counterfeiting administrative law enforcement and criminal justice information sharing platforms (Continue to advance)

•    Promoting the establishment of an information system platform to combat IPR infringement cases (Continue to advance)
 
   
7.    Promote intellectual property protection publicity and cultural construction

•    Continuing to run large-scale publicity activities such as the National Intellectual Property Publicity Week, China Intellectual Property Annual Conference, China International Trademark and Brand Festival, etc (Continue to advance)
 
8.    Strengthen the protection of intellectual property protection organizations

•    Carrying out performance appraisal of cracking down on the infringement of IPR and the manufacture and sale of counterfeit and shoddy goods (Continue to advance)

•    Improving piracy report reward mechanism for IPR infringement (Continue to advance)

You will see that the CNIPA is actively pursuing changes / implementations in respect of IPR protection within two years, so we may need to wait and see on the updates of CNIPA in the coming years for the outcome of the Plan.  

Full version of the Implementation Plan can be found from the following link: https://www.cnipa.gov.cn/art/2020/4/20/art_53_118147.html (in Chinese only)

Should you have any questions related to this article, please contact evelyne.yeung@oln-law.com and we will be pleased to answer and assist.

Disclaimer: This article is for reference only. Nothing herein shall be construed as Hong Kong legal advice or any legal advice for that matter to any person. Oldham, Li & Nie shall not be held liable for any loss and/or damage incurred by any person acting as a result of the materials contained in this article.

Filed Under: Intellectual Property

New Trend of Japanese Corporates Retreating from China

April 28, 2020 by OLN Marketing

In early April 2020, the Japanese Government announced its plan to earmark about USD$2.2 billion as part of its economic stimulus package to help manufacturers to shift their production out of China.  This effort has surfaced following the outbreak of coronavirus in China and its devastating disruptions to supply chains after temporary suspension of production bases in various parts of the country. 

According to latest statistics, there are over 30,000 Japanese entities having establishments and presence in the PRC.  Not surprisingly, most of them structure their investment in China via Hong Kong intermediaries for tax efficiency reasons.  With the rolling out of the stimulus measures, will we be witnessing a new trend of Japanese companies moving out from China?  What are the factors the enterprises should consider on their decision to “exit” China? What is the most tax efficient way to structure the investment post-exit? Should the Japanese enterprises maintain their regional head office in Hong Kong post-exit?

To leave or not to leave?

Targeting at Japanese manufacturers whose production is highly dependent on China (including pharmaceutical products, automobile, electronic components and other computer components), this new funding aims to encourage these manufacturers to build a stronger supply chain by shifting more high-value added productions back to Japan (Total: JPY 220 billion) and diversifying other manufacturing activities to neighbouring ASEAN countries (Total: JPY23.5 billion yen).  Depending on the company size, these subsidies will cover from at least one half (for large corporations) to two-third (for SMEs) and even 75% (for SME groups) of their relocation expenses, including building and equipment acquisition and installation.

Though the proposed domestic return may gain support from export-oriented companies due to the rising labour costs in China and the US-China Trade War while some others may consider strengthening their procurement chain from outside China, there might be hesitation for enterprises with strong domestic market demand in China (notably the automobile industry).  In addition, it is expected that the Mainland authorities, with a very strong desire to attract foreign enterprises to develop its high-technology (e.g. AI and 5G), will continue to provide more incentives to convince them to stay in China.  At present, the tax incentives to such sector include a 15% preferential Corporate Income Tax (“CIT”) rate designated to foreign enterprises which are qualified as new/high technology enterprises, key software enterprises, technology-advanced service providers and those operating in Qianhai Shenzhen-HK Modern Services Industry Cooperation Zone and Zhuhai Hengqin New Area.  Besides, tax reductions and exemptions also apply to specific industries and projects.  For instance, qualified new/high-tech enterprises (established in certain parts of PRC) and software enterprises are entitled to enjoy a “2+3” tax holiday, meaning that they could enjoy first two years of exemption from CIT followed by three years of 50% CIT reduction.

Costs of exiting China – How to shut down a WFOE?

However attractive the stimulus measures might be, if the costs outweigh the benefit one could potentially receive, Japanese enterprises might still have hesitation to exit China. Currently, there are a number of ways to shut down a wholly foreign-invested enterprise (or commonly called “WFOE”) in China, with the most common being a formal dissolution.  After paying up all the salaries and social insurances, taxes and debts, the WFOE must submit dissolution applications with various Chinese authorities one by one (including Commerce Bureau, Industrial and Commercial Administration Bureau, Statistic Bureau, Finance Bureau, Tax Bureau, State Administration of Foreign Exchange, etc.).  The entire process, though complicated and time-consuming (often take around one year), remains the prudent way for management and shareholders as non-compliance by simply walking away and abandoning the WFOE may result in severe repercussions (including penalty, criminal and personal liability and failure to establish a new business in China again).  The likely costs involved shall include administrative and other dissolution expenses, publication of notice and tax clearance prior to dissolution.  Investors should therefore be mindful and seek independent advice for the best course of action before terminating their operation in China.

Whether to Keep Hong Kong Regional Head Office

Historically, Hong Kong is preferred over Singapore as a better option for Japanese enterprises to expand their business, likely because of the vibrant capital market, the more volatile stock market, an independent judiciary and a simple and competitive tax system.  More importantly, Hong Kong’s strategic location in the post-CEPA regime allows Japanese investors to have access to the opportunities in Mainland market. 

As alternative to the manufacturing bases in China, Japanese enterprises have found vigour by establishing more than 10,000 bases (2019) in other Southeast Asian countries, such as Thailand (3,925 bases, representing 5.2%), Indonesia (1,911, 2.5%), Vietnam (1,816, 2.4%), the Philippines (1,502, 2.0%) and Malaysia (1,295, 1.7%).  Despite the similarity between the tax system in Hong Kong and Singapore, in determining whether Hong Kong or Singapore is more appropriate to set up their regional head office, enterprises should also consider the following factors:-

  1. The relevant Double Taxation Agreements (“DTAs”) that HK and Singapore have each signed with these ASEAN countries —  While business profits are not generally at issue because they are taxed in the country where they are derived (and not in Hong Kong or Singapore on the basis of territorial source concept), attention should be paid to the reduction of withholding tax levied on incomes (e.g., dividends, interest and royalty) to be received by the Hong Kong or Singaporean head office.  The relevant applicable withholding tax rates under the DTAs with the eight ASEAN countries are summarised in the table below.

Financing Needs and Future Investors’ Pitching — Hong Kong remains the market leader in equity and debt capital raisings in Asia possessing US$2.4 trillion worth of bank assets (triple of its keen competitor Singapore).  With strong physical and technological infrastructure, Hong Kong has edge over Singapore to meet corporate financing needs with a domestic market capitalisation of US$4 trillion (as compared to US$0.8 trillion in Singapore) and its corporate bond issuance stands at US$33 million (more than double of Singapore).  Coupled with Hong Kong’s proximity to their underlying businesses in Japan, better access to strong equity and debt capital raising markets in Hong Kong will continue to attract Japanese corporations seeking a stronger presence or expansion in the region.

  1. While two cities appear to be on par in terms of various tax incentives, regard must be made to other non-tax factors, e.g. availability of talent pool, corporate structure, etc.

If you have any question regarding the topic discussed above, please contact our partner Ms. Anna Chan at anna.chan@oln-law.com for further assistance.

Disclaimer: This article is for reference only. Nothing herein shall be construed as Hong Kong legal advice or any legal advice for that matter to any person. Oldham, Li & Nie shall not be held liable for any loss and/or damage incurred by any person acting as a result of the materials contained in this article.

Filed Under: Japanese Practice

Holiday Notice from Intellectual Property Team

April 24, 2020 by OLN Marketing

Holiday Notice

Our PRC and Hong Kong offices will close on the following dates due to the public holidays. Please note that Sunday, 26 April 2020 and Saturday, 9 May 2020 are working days in China; deadlines in respect of PRC trademark matters fall on 26 April & 9 May 2020 cannot be postponed.

OfficeOffice closedResume to workSpecial working days
From-To
PRC Office1 May 2020 – 5 May 20206 May 2020Sunday, 26 April 2020
Saturday, 9 May 2020
Hong Kong Office30 April 2020 – 3 May 20204 May 2020N/A

OLN IP Team wishes you a Happy Labour Day !

Filed Under: Intellectual Property

Constructive dismissal in a nutshell in the time of COVID-19 pandemic

April 24, 2020 by OLN Marketing

Prelude
With the worldwide economy being hit hard with the COVID-19 pandemic, employers, irrespective of the scale of the business, have been forced to reduce costs to survive this economic ice age. With the diminished demand for labour force due to the stagnant economy, it is always tempting for employers to start cutting costs by downsizing the labour force or making alternative working arrangements with their employees (including requesting the employees to take no pay leave or to have a pay cut). Employers should, however, beware of constructive dismissal in the course of implementing such downsizing plan or alternative working arrangements; otherwise the additional costs incurred thereof might outweigh the costs saved by these costs-cutting measures. 

Constructive dismissal – General legal position
Subject to the factual matrix of each particular case, common circumstances which give rise to a claim for constructive dismissal include but not limited to unilateral variation of the contract of employment (for example, reduction in wages or substantial reduction in working hours), failure to pay wages, failure to provide reasonable amount of work, failure to pay statutory entitlements and discriminatory conduct at workplace etc.
In the event of constructive dismissal, an employee may terminate his employment contract without notice or payment in lieu of notice. In such case, although the employee is the party who terminates the employment contract, such dismissal is referred to as a “constructive dismissal” because the laws construe the employee’s termination of employment as a de facto dismissal by his employer. That being said, such finding might be rebutted by acts of the employee pointing to the otherwise.

Unilateral variation of the terms of employment
The relevant general legal position in Hong Kong is that an employer may not unilaterally vary the terms of employment (including imposing a substantial reduction in working hours (thus a reduction in pay) and requesting its employees to take on no pay leave), unless the relevant employment contract contains an express provision allowing the employer to do so. In the absence of any express provision to that effect, any unilateral variation of the terms of employment can therefore amount to constructive dismissal. This allows the employee to terminate their employment contracts without the need to give notice or payment in lieu of notice to the employer, and to bring common law claims for damages against the employer for any loss suffered by them as a result of the constructive dismissal. Damages which can be recovered by the employees might include:- (a) the amount which the employees would have earned has their employment been terminated with proper notice (including any outstanding wages, payment in lieu of notice, end of year payment, annual leave pay, holiday pay, bonus payment and other benefits and other payments due under the employment contract); (b) damages for breach of implied term of trust and confidence which the Court may assess the same by considering the potential loss of salary and contractual benefits on the employees’ part caused by the constructive dismissal; and (c) the legal costs of the claims.

In addition, section 32A(1)(b) of the Employment Ordinance (Cap. 57 of the laws of Hong Kong) (“EO”) confers upon an employee who has been employed under a continuous contract the right to claim remedies for “unreasonable dismissal” in the circumstances where his employer unilaterally varies the terms of his employment contract by the reason that his employer intends to extinguish or reduce any statutory right or benefit conferred upon such employee by the EO. 

Section 32A(3) of the EO further presumes that “the variation of the terms of the contract of employment by the employer as referred to in that subsection [i.e. section 32A(1)(b) of the EO] 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 [i.e. the EO]”.

Given that section 32K(c) of the EO specifically sets out that a dismissal, or the variation of an  employment contract, may be regarded as valid in the circumstances where the same is resulting from the redundancy of the employee or other genuine operational requirements of the business of the employer, it is therefore arguable that the COVID-19 pandemic triggers the application of section 32K and protects the employer from the statutory claim of “unreasonable dismissal”.

Notwithstanding the foregoing, the provisions under section 32K of the EO may only protect employers from the statutory claim of “unreasonable dismissal”. The general legal position remains that employers may not unilaterally vary the terms of employment on their employees in Hong Kong, unless the relevant employment contracts contain an express provision to allow the employers to do so. 

Requesting for voluntary resignation by the employees
It is commonly seen that an employer would ask an employee to resign “voluntarily” for face saving or in return for a favourable reference letter; otherwise the employment would still be terminated by the employer by way of dismissal.

 If an employer gives notice to an employee requiring him to resign, or giving him the option to resign or be dismissed, and subsequently the employee tenders his resignation, the Court is likely to characterize such termination as constructive dismissal rather than a resignation. That being said, the situation could be quite different in circumstances where an employer wishes to give an employee the genuine option of being able to resign rather than being dismissed by way of summary dismissal. 

Discriminatory conduct at workplace
Under the anti-discrimination laws in Hong Kong, an employer is prohibited from treating an employee less favourably in relation to employment on the grounds of an employee’s sex, disability, family status, or race. An employee may treat himself as constructively dismissed if he is subjected to discrimination or victimization conduct by his employer under the Sex Discrimination Ordinance (Cap. 480 of the laws of Hong Kong), the Disability Discrimination Ordinance (Cap. 487 of the laws of Hong Kong), the Race Discrimination Ordinance (Cap. 602 of the laws of Hong Kong), or the Family Status Discrimination Ordinance (Cap. 527 of the laws of Hong Kong), if it can be shown that the conduct complained about is initiated, encouraged or tolerated by the employer.

It is not unusual for an employer to consider (subject to the employee’s consent, if the circumstances may require):- (a) requesting some or all employees to take no pay leave; (b) requesting some or all employees to lower their working hours thus the salary on a pro-rata basis; or (c) implementing lay-off, in order to manage its costs in the time of COVID-19 pandemic. However, when implementing any of these costs-cutting measures, an employer is prohibited from selecting the employees pertaining on the employees’ sex, disability, family status, or race; otherwise, that could amount to constructive dismissal. 

How can OLN helps?
As can be seen, the downsizing of labour force by an employer in the time of the COVID-19 pandemic could easily give rise to constructive dismissal. We have practical experience in helping an employer with the implementation of temporary employment measures during the time of the COVID-19 pandemic and the review relevant documentation to ensure the same complies with the employment law regime in Hong Kong and to protect the employer from any potential claims. 

On the other hand, we also assist, from time to time, an employee on the review of the employment measures implemented by employers and advise the employee to take appropriate legal actions against the employer if any of the employment measures are in contravention of the employment laws.

If you have any question regarding the topic discussed or other employment issues, please contact our senior associate Mr. Victor Ng at victor.ng@oln-law.com or our associate Ms. Barbara Kwong at barbara.kwong@oln-law.com for further assistance.

Shall you be interested to download this article as a brochure, please click on the following link: Constructive dismissal in a nutshell in the time of COVID-19 pandemic


Disclaimer: This article is for reference only. Nothing herein shall be construed as Hong Kong legal advice or any legal advice for that matter to any person. Oldham, Li & Nie shall not be held liable for any loss and/or damage incurred by any person acting as a result of the materials contained in this article.

Filed Under: Employment and Business Immigration Law

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