Contract of Employment
The arrangement of agreement can either be oral or written. Terms of the contract of employment should be drafted or agreed upon so as not to violate the Employment Ordinance; otherwise, the terms of the settlement of agreement would be termed illegal.
It is mandatory that before an employee begins working, is informed of the conditions of employment about:
- wage period
- length of notice required before the contract is terminated, and lastly, the employee be granted an end of year payment,
The Employment Ordinance mandates every employer to keep a record setting out the wage and employment history of each employee for the preceding 12 months that the employee has worked; otherwise, the employer might be liable to a fine of $10,000.
As an employer, if you are unsure of how to go about employees getting secondary employment, it would be advisable to engage with Paul Hype Page for assistance. We know about the employment laws and regulations that you need when dealing with secondary employment.
Secondary employment is any work that you engage in besides your primary job. The Employment Ordinance is the principal legislation that determines the terms and conditions that govern employment laws in Hong Kong.
The Employment Ordinance does not prohibit Secondary Employment, but there are specific guidelines one must adhere to if he or she wants to engage in secondary employment. Under the Employee Ordinance, a secondary employee and a full-time worker will enjoy the same statutory entitlements, provided they are engaged in an ongoing contract that lasts for 18 hours or more, over four or more consecutive weeks. Thus, whether you are intending to be a secondary employee or employer in Hong Kong, you should note that the same Employment Ordinance that governs the primary employees and employers will also apply to you.