Hong Kong: Contract of Employment

The Hong Kong Court of First Instance has ruled that account managers can owe fiduciary duties to their employers when handling client enquiries and commercial information, even if they are not senior executives. This case examines when preparation for future employment crosses the line into active competition, misuse of confidential information, and concealment of business opportunities.

Can Hong Kong employers now expect to enforce longer post-employment restrictions? A recent High Court decision enforcing 12-month restrictive covenants against former Marsh employees might suggest...

Employers are increasingly using wellbeing‑monitoring tools to track the digital activity of employees, particularly in the financial services sector. This rise in so-called “bossware” raises concerns around workplace...

Imagine this: An employee director, who owns 50% of a business, and his employee-son secretly set up a rival business.

Gig workers refer to those under temporary, part-time, and flexible work arrangements. Publicly available statistics estimate that part-time roles represent 13.2%...

Terminating employment is relatively straightforward in Hong Kong. An employer is not required to give a reason for termination, and the contract can be terminated at any time by the employer giving the notice specified in the contract or by making a payment in lieu of notice.

Private Equity Comparative Guide for the jurisdiction of Hong Kong, check out our comparative guides section to compare across multiple countries

Private M&A Comparative Guide for the jurisdiction of Hong Kong, check out our comparative guides section to compare across multiple countries

Confidentiality is a key consideration in any commercial endeavour.