高李嚴律師行非常榮幸與伸手助人協會合作,為地區內的長者及低收入人士傳遞愛心與關懷。我們衷心感謝伸手助人協會頒予本行的感謝狀!
Dissipation of Assets by Debtor – How Lumley v Gye Tort Can Assist Creditor
The notorious “dissipation” cases
One of the common questions a desperate creditor would ask is whether he/she can go after the ultimate owner/the controller of the debtor company instead of the debtor itself. In most circumstances, the answer is No because:-
- Under the “privity of contract”, only the contracting party can be sued for breach of contract. Where there is a written contract, a party is in general bound by its terms after signing. A party is not allowed to claim that there are contracting parties other than those stated in the contract, especially when the application of The Contracts (Rights of Third Parties) Ordinance has been expressly excluded.
- A company is accepted in law as a separate “legal personality” which is able to act on its own, and is also able to be sued and become liable on its own. In the case of a limited liability company, a shareholder’s liability is limited to the extent of his investment in the company.
- Only in very exceptional circumstances (such as fraud) that the court would “lift the corporate veil”. But even in the case of fraud, the UK Supreme Court once pointed out in VTB Capital plc v. Nutritek International Corp [2013] UKSC 5 that it is wrong to treat the persons behind as contracting parties to hold them contractually liable.
In view of the above cardinal principles, a cunning owner/controller may nominate a limited liability entity as the borrower/contracting party thus shielding oneself from personal liability. Such owners/controllers may also willfully drain the company’s financials or in more radical cases, they may even try to siphon off assets from the company to their related parties. In the latter scenario, as it is not uncommon for such controllers to have lent money to the company by way of shareholders’ loans, such controllers may even actively pursue the winding-up of the company with the ultimate goal to appoint a liquidator over whom they may exert influence.
Creditors’ options in such an unfortunate circumstance are limited. The creditor may try to obtain a Mareva injunction against the debtor company, which is, however, preventive in nature and would have no use if dissipation has already occurred. In such a situation, what has been consistently underexplored, if not overlooked, is the tort as recognised in Lumley v. Gye [1853] EWHC QB J73, or what is modernly called the tort of procuring a breach of contract. As will be seen below, this tort has been recently reinvigorated (in particular in the cases of Marex Financial Limited v. Carlos Sevilleja Garcia [2017] EWHC 918 (Comm) and Palmer Birch v. Lloyd [2018] EWHC 2316 (TCC)) to cover shareholders/ directors (and even ultimate beneficial owners and shadow directors) of a company who, through dissipation, have emptied the pocket of the company to deprive it of the means to make payments to its contractual counterpart. This may sound a bit ironic because while commercial lawyers have always tried to use the device of contract to avoid the need to establish a “duty of care” should a dispute later arise, it is tort law which comes to the rescue when no effective means is to be found in enforcing a contract. On the other hand, as will be analysed below, it cannot be overstated that a contract nonetheless plays a significant role here because the tort relies on the existence of a contract and a breach thereof (which in turn depends on the existence, breadth, legality and enforceability of a contractual clause). Viewed in this light, the existence of the Lumley v. Gye tort actually highlights the importance of the drafting technique of a commercial lawyer.
The Elements of the Lumley v. Gye Tort
The basic elements of the Lumley v. Gye tort are that:
- There at least has to be a contract.
- There at least has to be a breach of the contract.
- There has to be an element of participation (which has to be more than mere prevention) on the part of the shareholder/director/controller in causing the breach of the contract.
- The shareholder/director/controller must also have intended to procure the breach of the contract through its participation. Impliedly, they must also have known of the existence of the contract.
- The plaintiff has to have suffered a loss.
Having regard to the elements of the tort, it is then not difficult to understand why such a tort can be a useful weapon in a dissipation case against the controllers of the company where a breach of contract has already occurred. By definition, such controllers are in control of the company so that it is usually hard for them to insulate themselves from the dissipation. On the other hand, being close to the affairs of the company, they cannot really deny their knowledge of the contract. As for the fifth element, the non-payment under the contract is the loss suffered.
It can be immediately observed that while the Lumley v. Gye tort seems to have “sidestepped” the doctrine of separate legal personalities, it does not deny and is actually premised on the recognition of the separate legal personalities of a company and its controllers (so that they can be properly regarded as third parties). Therefore, there is no established policy reason to exclude a claim against the controllers once the elements of the tort are satisfied. The debtor in Palmer Birch tried to argue that the whole claim was an impermissible attempt to pierce the corporate veil but such argument failed.
As can be shown in the Supreme Court case of Sevilleja v. Marex Financial Ltd [2020] UKSC 31, a claim based on the Lumley v. Gye tort is allowed even when the company is in the process of being wound up. The no reflective loss rule is no bar to such a claim. A general creditor may therefore be in a more advantageous position since he/she could have a direct claim against the controllers circumventing the problems of ranking lower than secured creditors or ranking pari passu with claims of other general creditors.
Is there a tort of knowingly inducing or procuring the wrongful violation of a judgment debt?
Under the doctrine of merger, upon obtaining a judgment, the contractual debt has “merged” into the judgment and the claimant can no longer rely on the original contractual debt. The question then is, whether the creditor can still rely on the Lumley v. Gye tort where the non-payment is in respect of a judgment debt deriving from a contractual debt? This is the scenario encountered by the English Court in Marex Financial, where at first instance Knowles J decided in an interlocutory application hearing that there exists a tort of knowingly inducing or procuring the wrongful violation of a judgment debt, thereby extending the application of the Lumley v. Gye tort to cover such a judgment debt. Though this case was subsequently appealed to the Supreme Court on other points, ruling on this point remains undisturbed.
The decision of Marex Financial however leaves another problem unaddressed. Given that the original Lumley v Gye tort only recognizes contractual interests as a specific asset class worthy of its protection, it remains to be seen whether the tort of knowingly inducing or procuring the wrongful violation of a judgment debt can be extended to judgment debts based on other causes of action (e.g. a monetary judgment obtained solely based on a tortious claim).
Even if the tort of knowingly inducing or procuring the wrongful violation of a judgment debt is kept within its current bounds, it still represents an outlier in the common law world because a cause of action is generally considered as completed upon the grant of the judgment so that the failure of the debtor to satisfy a judgment debt would not give rise to another cause of action, and the creditor is left with traditional enforcement actions and winding-up proceedings. By this special tort, the creditor can now launch a new claim against the shareholder/director/controller of the debtor company where the judgment debt (which has to be derived from a contractual debt) remains unsatisfied.
Comparison to other economic torts
The Lumley v Gye tort also has the following advantages when compared with other economic torts:
- No fraud needs to be proved as in the case of tort of deceit. It has to be borne in mind that fraud is a serious allegation and it is hard to prove fraud in a commercial context.
- No unlawfulness needs to be proved as in the cases of unlawful means conspiracy and unlawful interference.
- Unlike conspiracy, only one wrongdoer (other than the contract breaker) is enough in the Lumley v. Gye tort.
The Lumley v. Gye tort also seems to be exceptionally useful against shadow directors who are acting outside of the constitution of the company. Ironically, this may deprive them of the defence of “acting bona fide within the scope of his authority” conferred on by the company whereas such a defence is generally available to a de jure director. It is therefore not a coincidence that the main defendant in both the cases of Marex Financial and Palmer Birch is a shadow director.
On the other hand, in dissipation cases, what the claimant requires is some initial evidence that there has been dissipation of assets from the company. Such financial information is not normally available to outsiders and as the claimant cannot fish for evidence, he may have to obtain such evidence through other legal routes. Such routes may include contractual clauses which allow access to financial information (which are commonly included in commercial agreements), as well as disclosure orders ancillary to a Mareva injunction.
Conclusion
Both the cases of Marex Financial and Palmer Birch have not been considered by the Hong Kong courts in the context of a Lumley v. Gye tort. It therefore remains to be seen whether the two cases will be followed by the Hong Kong courts, especially when the flexible use of the Lumley v. Gye tort has the effect of sidestepping many of the long-lasting common law principles as described above. However, as an experienced litigator can tell, there is often no better way to apply pressure on the other side than to sue the natural persons behind, and for this reason alone the possibility of launching a claim based on the Lumley v. Gye tort is worth exploring.
Our firm has extensive experience in debt recovery action in HK. If you have any question regarding the topic discussed above, please contact our partner Anna Chan at anna.chan@oln-law.com or Martin Tse at martin.tse@oln-law.com for further assistance.
August 2021
Top 7 Contracts for Startup Survival in Hong Kong
We are frequently asked by our startup clients whether or not written contracts are strictly necessary, particularly during the early stages when their business may not be much more than a great idea about a product or a service. We are aware that founders frequently jump into building their businesses without any written contracts but doing so can prove to be a costly mistake.
Why bother with contracts at all?
Written contracts set out the rights and obligations of each party, thereby reducing uncertainties and helping to minimise the risk of disputes getting out of hand. Accordingly, embarking on a business arrangement without a signed written contract means that all of your rights and obligations are left uncertain, leaving your business in a weak position overall.
Regarding the kinds of business arrangements that startups and founders will find themselves in, there are few absolute rules but one is that you should use a written contract whenever you intend to enter into dealings with third parties (paid/unpaid workers, vendors, customers or investors) or with other founders. Employees are a special category because employment laws in Hong Kong actually require employers to provide written employment agreements.
So, what contracts does a startup really need and why?
The following is our Top Seven list of all contracts that founders are likely to need during the early phases of setting up and growing their businesses:
1. Employment contract
You will need at least one sturdy, reusable employment contract for your startup to be in compliance with Hong Kong employment laws but will also need to address confidentiality, non-solicitation, non-competition as well as several other key issues. If you intend to hire interns or other unpaid workers, you will also need a variation of an employment contract for them. For anyone who will be working for the business as a legitimate independent contractor you may also need a services agreement. You will also find that as a startup, these agreements and the business itself will probably need to incorporate a share incentive scheme of some sort to incentivise performance.
2. Co-Founders agreement/Collaboration Agreement/Founders’ Agreement
The function of this contract is to address the contributions of the respective founders, their entitlement to shares in the business (vested over what time period) as well as set out clear contingencies in case any of the founders withdraw. These are often put into place before the business has been incorporated so frequently, founders will ask to include simple administrative rules that will govern the founders’ conduct until a formal shareholders’ agreement is put in place which then replaces the Co-Founders Agreement.
3. IP assignment contract
This is the next most important contract on the list partly because it often is put in place before the business has been incorporated and before any employment contracts are needed. However, the main reason is that the technology developed by the founders is, more often than not, the lynchpin of the business but until the underlying IP has been legally assigned to the business, it consists of little more than ideas in the founders’ heads. Without that crucial step of assigning the IP, no investor will invest in the business for the simple reason that the business doesn’t own its IP. The founders own it. And unless that IP is assigned to the business, what will prevent the founders from leaving the business in 5 months to set up another business?
4. Non-disclosure agreement (NDA)
Everyone has heard of NDAs (aka confidentiality agreements) which primarily function as a means of protecting the business from unauthorised disclosure or use of confidential information. The general rule of thumb is that, as a business, you should not allow any individual or organisation to have access to any valuable confidential information until after they have signed a properly prepared NDA.
5. Investment agreement/Subscription agreement
This contract, often signed together with the shareholders’ agreement, governs the relationships between the company, the founders and new investors and can take many forms depending on the investors’ intended contribution. In Hong Kong, the investment will usually center around a subscription of either preference or ordinary shares in exchange for an agreed amount of cash (i.e.: an equity investment). Occasionally, investors will offer cash in exchange for a convertible note or other debt instrument. Regardless of how the investment is structured, at a bare minimum, the underlying contract must address details such as the amount, timing and conditions for the investment, and conditions that must be met before the investors can recover their investment. Regardless of who prepares the original agreement, the company and founders need to careful about the scope of representation and warranties as well as potential indemnity/liability provisions that investors will typically insist on inserting to protect their own interests.
6. Website terms of use (aka terms and conditions)
Although not often thought of as a contract, these function the same way contracts do by stipulating the rights and obligations of website users and including protections geared to the business. Businesses that use their website for conducting e-commerce will also need to include legal terms of sale to govern functions such as payments, delivery and returns. Unlike the other contracts in this Top Seven list, terms of use are normally entered into as digital contracts instead of being signed in the traditional way.
7. Shareholders’ agreement
These are used to govern the relationship among shareholders once the business has been incorporated and, like the Investment Agreement, are usually quite detailed. Because they are so detailed and therefore costly to prepare, founders will normally wait until they start fundraising before paying to have a shareholders’ agreement prepared. The reason for that is because each investor will assert specific demands to protect their investment and these will need to be reflected in both the shareholders’ agreement and the Investment Agreement. Each new set of demands will entail changes being made to both agreements.
How can OLN help?
With the above list in mind, we hope you can appreciate why it is foolhardy to operate a startup without written contracts. So, how do you avoid that?
Although contracts are freely available online, the quality and suitability of these vary tremendously. Without substantial prior experience dealing with contracts, you will not know which ones to use and what changes need to be made. To avoid making a costly mistake, in most instances, you should seek advice from a lawyer before negotiating, preparing or signing any significant contract.
If you only require a few contracts at a time and some occasional legal advice, the most cost-effective option available in Hong Kong is to subscribe to OLN Online. OLN Online offers a huge library of contract templates for Hong Kong startups (including all of the ones listed above), as well as the basic advice you will need to get started, and is available through two subscription plans.
If you need more hands-on assistance with your contracts, we recommend that you contact one of us at OLN. We have decades of experience advising founders and investors about emerging businesses and can provide all of the advice you will need for your contracts and other arrangements.
If you have any questions regarding your contract needs or other legal issues, feel free to contact Cermain Cheung (cermain.cheung@oln-law.com) for advice.
August 2021
The Risks of Breaking a Hong Kong Employment Contract Before It Commences
Prelude
It is not at all surprising in Hong Kong for job applicants to back out of the already accepted job offer and accept a better job offer with a more competitive remuneration package. In practice, usually the innocent employer would save themselves the hassle of chasing after the defaulting recruits and simply find a substitute from the job market, especially for those junior or middle-level positions. However, this may not always be the case and the recent judgment handed down by the Court of Appeal in the Hong Kong case Law Ting Pong Secondary School v Chen Wai Wah [2021] HKCA 873 demonstrated clearly that not honouring a signed employment contract may come with a price even before commencement of the employment.
Overview of the case facts
The case of Law Ting Pong Secondary School started off at the Hong Kong Labour Tribunal and was argued all the way up to the Court of Appeal.
In gist, this case concerned a teacher who was offered employment by a local secondary school. On 17 July 2017, this teacher was given (a) an Offer of Appointment; (b) the Conditions of Service for Teachers; and (c) a Letter of Acceptance in respect of his then potential employment with the school. The teacher signed and returned the Conditions of Service and the Letter of Acceptance to the school on the same day. The Letter of Acceptance stated that:-
“I accept the appointment offered in your letter dated 17th July 2017 in accordance with the attached Conditions of Service for Teachers in Law Ting Pong Secondary School.
I also understand that once I accept this contract, the conditions of the new contract will come to [sic] immediate effect e.g. I need to give three months’ notice to terminate my employment with the school.
I confirm that I have read and understood all the above conditions and hereby agree to abide by them.”
The Conditions of Service stated that the period of employment would be “from 1st September 2017 to 31st August 2018”. Under the Conditions of Service, the teacher was required to give the school three months’ notice in writing, or payment in lieu of notice, or a combination of both in order to terminate the employment contract “in order to terminate my [i.e. his] employment with the school” [Emphasis Added] (the “Termination Provisions”). In August 2017 the teacher backed out of the contract. The school then claimed against the teacher for payment in lieu of notice pursuant to the Termination Provisions.
The school succeeded at the Labour Tribunal and was awarded damages in the sum of HK$139,593 (equivalent to 3 months’ payment in lieu of notice).
The teacher subsequently appealed against such decision and the same was overturned by the Court of First Instance. The Court of First Instance held that the Letter of Acceptance did not form part of the specified terms offered by the school to the teacher, as, inter alia, the Conditions of Service did not make any reference to the Letter of Acceptance. Accordingly, the employment should be read as only starting on 1 September 2017 in accordance with the terms of the Conditions of Service, and hence the teacher was not liable to make any payment in lieu as his employment had not commenced at the time when he back out of the employment contract.
Thereafter, the school further appealed against the decision of the Court of First Instance and the Court of Appeal restored the decision of the Labour Tribunal. The judgment of the Court of Appeal can be summarised as follows:-
- The Offer of Appointment, the Letter of Acceptance and the Conditions of Service were given to the teacher together when the school’s offer of employment was made, thus the terms of all the three documents were accepted as a “package deal”. Accordingly, it must be plain and reasonably understood by the teacher, that the school was offering (and only ready to offer) employment on the basis set out in all the three documents. It follows that the Letter of Acceptance formed part of the contract between the school and the teacher, thus should be taken into consideration for adjudication of the matter.
- A reasonable person shall take the Letter of Acceptance to mean that the terms of the employment contract would come into immediate effect such that the teacher would have to give 3 months’ notice to terminate the same. This shall be obvious as the notice requirement under the Termination Provision was specifically used as an example of the terms of the employment contract taking immediate effect.
- Further, the fact that the period of employment would start from 1 September 2017 only meant that the teacher’s performance of teaching duties was to commence on a future date. In general, a valid contract had legal effects, for example, as to repudiatory or anticipatory breach, and was enforceable immediately when it was made, irrespective of the time of performance. Hence, although performance of teaching duties would commence on a future date (i.e. 1 September 2017), as from 17 July 2017 (i.e. the date of signing the contract) both parties were both legally bound to perform their obligations under the contract.
- In response to the defendant teacher’s argument that the amount required to terminate the employment contract under the Termination Provision was wholly disproportionate to the monetary loss that the school might suffer and any legitimate interests of the school (thus is a penalty clause and unenforceable), the Court ruled that a clause could only be a penalty if it operated upon a breach of contract (i.e. a liquidated damages clause). The payment of a sum in lieu of notice under the Termination Provisions was a contractually agreed method of lawful termination of the employment contract; it was not in the nature of damages for breach of contract. It was therefore a primary obligation to pay rather than a secondary obligation arising upon the breach of a primary obligation of performance, thus not a penalty clause.
- The Court further completed the analysis by commenting that the Termination Provisions would still be enforceable even if the same was a liquidated damages clause. On this issue, the Court of Appeal clarified the test to determine whether a clause was a penalty clause was, whether the relevant clause was out of all proportion to the innocent party’s legitimate interest in enforcing the contract; and that the innocent party could have a legitimate interest in the performance of the contract or some appropriate alternative to performance that goes beyond compensation. In applying the test, the Court shall first identify the legitimate interest of the innocent party that is being protected by the clause, then move on to assess whether the clause is out of all proportion to such legitimate interest by considering the circumstances in which the contract was made.
- Accordingly, the teacher was ordered to, inter alia, pay to the school HK$139,593, being payment in lieu of 3 months’ notice.
Takeaways
The case of Law Ting Pong Secondary School suggests that once the employment contract is signed, the agreed notice under its termination provision has to be observed, even before the commencement of the employment.
However, it is arguable that Law Ting Pong Secondary School turns on its specific facts that the employer school has made it explicit on the Letter of Acceptance that the conditions of the employment contract came to immediate effect upon execution and the notice requirement under the Termination Provision was specifically used as an example for illustrating the same.
Further, it is also not certain as to what the Court’s decision would be if any probation period is provided for in respect of the relevant employment. It seems the Court did not pay any regard to Section 6(3A) of the Employment Ordinance (Cap.57) when reaching its decision in Law Ting Pong Secondary School, which provides that:-
“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.”
In light of the Court of Appeal’s decisions in Law Ting Pong Secondary School, it seems the legal position in such scenario could possibly be, albeit awkward, (a) the employee will be required to give notice equals to such length as stated in the employment contract if he chooses to back out of the contract; and (b) no notice is required if he chooses to terminate his employment in the first month of his probation by operation of Section 6(3A) of the Employment Ordinance (which kicks in following the commencement of the employment).
How can OLN help?
As can be seen, it would be advisable for employers to clearly and expressly document in its employment contract the notice period and/or the termination mechanism if the employee fails to show up on the commencement date of employment as agreed. The degree of clarity required in this regard can be very demanding.
We have practical experience in helping employers with the drafting and review of employment-related documentation to ensure the same complies with the employment law regime in Hong Kong and latest development on the same, so as to protect employers’ interest.
On the other hand, we also assist, from time to time, employees on the review of employment-related documentation and advise employees on any potential legal consequences arising from their employment contracts.
If you have any question regarding the topic discussed or other employment issues, please contact our Partner Mr. Victor Ng at victor.ng@oln-law.com or our associate Ms. Barbara Kwong at barbara.kwong@oln-law.com for further assistance.
July 2021
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.
聘用香港僱員、獨立承包商及實習生:無風險方針
為節省開支及盡可能以符合成本效益的方式營運,許多初創公司及中小企將嘗試透過委聘獨立承包商、實習生及其他無薪職工壯大其團隊。
儘管該等替代方案似乎具吸引力,但僱主在選擇填補空缺的方式方面並沒有無限的自由。實質上,履行僱員工作的任何個人可能被勞資審裁處及法院依法視為該公司的僱員,這可能導致公司須承擔未付薪金及其他僱傭權利。
此文章將分項列出聘用僱員、獨立承包商及實習生的主要法律要求,並提供小貼士,以確保閣下的業務的工作安排符合有關法律。
聘用僱員
在香港,受雇為僱員的人士一般為持續、長期需要其技能及經驗的人士,並準備根據業務需要提供服務。該角色的長期性質意味著僱主可依賴僱員以維持獨立承包商及實習生無法提供的服務。
在法律上,僱主須知悉以下事項:
- 根據香港僱傭法例,僱員擁有僱傭地位,享有僱主必須提供的特定權利(如最低工資、強積金供款、法定假期、休假、生育保障、終止聘用通知期、遣散等)。
- 任何由同一僱主連續雇用四星期或以上,且每週工作至少18小時的人一般將被視為僱主的僱員,屬連續性合約。
- 不論閣下與員工的僱傭合約對薪金、 法定 假期、通知及遣散安排的描述,作為僱主,閣下須遵守各項香港僱傭法例所規定的法定最低要求。
- 所有受僱傭條例保障的僱員,不論其指定職位或工作時間,均享有上述法定權利及保障。該條例並無區分「長期」、「臨時」、「全職」、「兼職」僱員與彈性工作員工。
- 作為僱主,閣下有法定責任向稅務局以稅務為目的申報薪金及終止聘用。
聘用獨立承包商或顧問(「承包商」)
一般而言,承包商為能夠為閣下的業務提供短期及獨特專業知識的人士。他們可以是由以項目為基礎的程式員,到臨時首席財務官或首席技術官。視乎閣下的要求及彼等的要求,彼等可能於閣下的處所或場外工作。然而,在法律上,除僱員外,還有多項特點:
- 承包商並無僱傭地位。彼等與閣下業務的關係將不受香港僱傭法例或強積金法例規管,且彼等將無權收取閣下提供予僱員的福利。
- 閣下的業務與承包商之間的關係幾乎完全由雙方之間的合約決定,因此閣下可隨時終止與承包商的協議(受合約條款規限),並將有責任於終止承包商的服務時提供通知或作出賠償。
- 與僱員不同,並無法律要求向承包商支付至少最低工資。閣下可自由協定任何付款條款,而有關條款對承包商而言屬合理及可接受。
- 承包商負責其所提供和投入的,以及交付成果的成功或失敗。彼等通常保留對何時、如何及何時完成工作的控制權。
- 承包商可同時與其他公司訂約。
- 承包商一般使用其本身的設備(除合約另有規定外),此舉可減少間接成本。
- 承包商向閣下提交發票以收取項目款項。
- 閣下不負責向稅務局報告承包商的收入,更不用說就該收入預扣或徵收稅款。
如果我們發現錯誤,會發生甚麼情況?
在法律要求方面,承包商具有獨特的靈活性,使彼等成為雇用僱員履行相同職責的便利替代方案。不幸的是,初創公司有時會陷入這樣一種陷阱,認為他們與職工有獨立的承包商關係,因為他們的協議說明瞭這樣的安排因此無需擔心。這種情況同樣適用於創辦人,他們經常錯誤地認為有獨立的承包商關係,或獲豁免遵守香港最低工資及僱傭法例。然而,倘發現實質上存在僱員與僱主的關係,則職工被授予的任何的職銜均無關重要。稅務局及法院將對此不予理會,而且公司可能會因未付工資和僱傭法定權利而陷入困境。
聘用實習生
如上文所述,香港僱傭法例一般不會區分不同僱傭類別。與普遍信念相反,實習生並非法律以外存在的「魔法」職工類別。除以下若干例外情況外,實習生亦為有權享有香港僱傭法例權利及保障的僱員。首先,讓我們區分有薪實習生和無薪實習生。無薪實習生基本上為獲豁免最低工資的特別類別職工。基本上分為兩個子類別:
- 實習學員
- 工作經驗學員
彼等之間的主要區別在於實習學員的實習工作須由修讀的教育機構安排或獲其認可,且該實習工作是課程的一部份,而工作經驗學員的實習工作無需獲認可或與工作經驗學員修讀的課程有關。倘實習學員符合法定標準,他開始實習時可以是任何年齡。然而,工作經驗學員當開始實習時必須為26年或以下。
初創公司與工作經驗學員可協議將實習的首59天(自開始日期起按日曆基準計算)視為獲豁免學生僱用期,如此,於該期間,僱主將獲豁免支付法定最低工資。然而,倘僱用期超過59日,工作經驗學員有權至少獲支付最低工資。務請注意,不論是否與同一僱主訂立,工作經驗學員於同一歷年內不得有超過一個獲豁免學生僱用期。
符合學生實習要工作求的實習允許實習學員在沒有報酬的情況下合法地在工作,與工作經驗學員不同,豁免最低工資的規定並沒有時間限制。
然後就是有薪實習生了。在香港將任何人描述為 「有薪實習生」的用詞有點不當,因為「有薪實習生」可能是真正符合上述無薪實習生法律定義的人(但閣下慷慨決定支付報酬)以及不符合該等定義的僱員,以致閣下必須至少向其支付最低工資。
要記住的重要一點是,除非閣下已證明候選人符合「無薪實習生」的所有相關標準,否則最安全的做法是假設此人將作為一名「有薪員工」加入閣下的團隊。
請注意,作為僱主,如果有薪實習生年滿 18 歲並連續受雇 60 個日曆日或以上,閣下將需要向其繳納強積金。如有疑問,請在聘用此類候選人之前向有經驗的律師尋求意見清,因為倘證明其中任何人不符合所有標準,則閣下可能需要為已開始工作的欠薪、未支付的強積金供款以及一些嚴重的法律處罰負責。
記住閣下的工作場所健康及安全責任
作為企業,閣下初創公司或中小企不僅對閣下的僱員負有健康及安全責任,亦對處所內任何的無薪職工負有健康及安全責任。時刻謹記,閣下有持續責任確保其健康及安全。
我們需要什麼協議?
無論閣下擬填補團隊空缺的哪個職位,閣下均需訂立正確起草的協議,列明受聘期間的職位、職責、薪酬及任何福利。倘閣下是一家初創公司,閣下可能需要就如何將股權(以股份或購股權形式)納入閣下僱員的薪酬待遇內有關法律意見。
不要忘記在協議中加入保密條款及智慧財產權保護
初創公司在實習協議中更經常未有加入合適的保密及智慧財產權保護,而獨立承包商協議中的保密條款亦經常起草不當,使其無用。閣下應就該等條文採取風險管理方法,並針對各業務所面對的特定風險作出調整。請與閣下的律師交談,他將協助閣下作出所需安排。
一般而言,除非閣下的合約另有規定,否則任何為閣下的業務工作的人士將擁有其所開發的任何智慧財產權,不論是否為軟體代碼、圖形、標誌、行銷材料或簡單意念。因此,作為初創公司進行新興業務,閣下須確保僱傭合約、實習協議及獨立承包商協議包含保障閣下業務的法律權利及版權歸屬分配。
香港批出首個原授標準專利註冊
知識產權署於2021年6月4日, 即自申請人提交原授專利申請之日起14個月內, 批出首個原授標準專利註冊。
原授專利制度是於2019年推出的專利制度改革的其中一部份, 為發明人提供可獲取標準專利保護額外之途徑,從而節省了需要先在香港以外的指定司法管轄區提交專利申請,然後在香港進行再註冊的需要。
有關原授專利和專利改革的其餘部分的詳細資訊,請參閱我們較早之前的”香港新專利制度“文章。
如果您就任何有關香港的專利發明保護或其他知識產權保護方面有任何疑問,請隨時與我們的知識產權團隊聯絡 info@oln-ip.com 。
2021年7月