Beranda Bahan Publisitas dan Publikasi Terkait You are here Beranda Bahan Publisitas dan Publikasi Terkait Publikasi Health Tips Dokumen Contoh Iklan Koran Videos Pengumuman radio Briefing Peraturan Tenaga Kerja Publikasi Persiapan Diri untuk Bekerja di Hong Kong – Buku Panduan bagi Pengurus Rumah Tangga Asing Baru Bantuan di Rumah – Buletin untuk Pemberi Kerja bagi Pengurus Rumah Tangga Asing Ketahui Tanggung Jawab Anda. Jadilah Pemberi Kerja yang Bertanggung Jawab dan Pintar – Buku Panduan untuk mempekerjakan Pengurus Rumah Tangga Asing Pedoman Praktis Untuk Pramuwisma Asing – Apa Yang Harus Diketahui Para Pengurus Rumah Tangga Asing Dan Majikan Mereka Saran Penting Dari Pemerintah Wilayah Administratif Khusus Hong Kong Anjuran dan Larangan - Pengurus Rumah Tangga Asing, Majikan, dan Agen Tenaga Kerja harus membaca brosur ini dengan seksama Pilihlah Agensi Penempatan Tenaga Kerja anda dengan hati-hati – Waspadalah terhadap jebakan tenaga kerja Tips untuk Majikan Pengurus Rumah Tangga Asing – Tanggung jawab untuk membeli asuransi ganti rugi karyawan dan memberikan pengobatan medis gratis Buku komik mengenai Tips untuk Pengurus Rumah Tangga Asing dan Majikan Mereka Peringatan Penting untuk Pengurus Rumah Tangga Asing dan Para Majikan Pada Saat Memanfaatkan Layanan Agen Tenaga Kerja di Hong Kong Hal-Hal yang Harus Diperhatikan untuk Majikan mengenai Tenaga Kerja Pengurus Rumah Tangga Asing Pengurus Rumah Tangga Asing Hak-Hak dan Perlindungan menurut Peraturan Kerja Panduan Singkat Undang-undang Ketenagakerjaan Membayar PRTA di bawah gaji minimum merupakan pelanggaran berat Informasi Penting bagi Pemberi Kerja dan Pekerja mengenai Kompensasi atas Cedera Akibat Kerja dan Penyakit yang Diderita Akibat Kerja Pengurus Rumah Tangga Asing – Ketentuan-ketentuan untuk Keselamatan dalam Membersihkan Jendela Bagian Luar Health Tips Dokumen Contoh Contoh Kontrak Kerja Standar untuk Pengurus Rumah Tangga Asing yang direkrut dari Luar Hong Kong Catatan Hanya untuk referensi. Untuk permohonan visa ketenagakerjaan PRTA, silakan kirimkan formulir 407 yang dapat diperoleh di Departemen Imigrasi Contoh Tanda Terima Gaji untuk PRTA Contoh Tanda Terima untuk Penggantian Biaya Pemrosesan Contoh Catatan Cuti PRTA Contoh Surat Pemutusan Kontrak Kerja atas Inisiatif dari PRTA Contoh Surat Pemutusan Kontrak Kerja Atas Inisiatif dari Majikan PRTA Contoh Tanda Terima Pembayaran karena Pemutusan/ Berakhirnya Kontrak Iklan Koran Pengurus Rumah Tangga Asing – Hak dan Perlindungan di bawah Undang-undang Tenaga Kerja terkait Upah Pengurus Rumah Tangga Asing – Hak dan Perlindungan di bawah Undang-undang Tenaga Kerja terkait Hari istirahat, Libur resmi dan Cuti tahunan berbayar Kewajiban - Kewajiban Para Pengurus Rumah Tangga Asing Videos untuk Pengurus Rumah Tangga Asing Panduan Praktis bagi Pengurus Rumah Tangga Asing yang Bekerja di Hong Kong Baru Bekerja sebagai Pembantu Rumah Tangga Asing di Hong Kong Mengenali Hong Kong Pergi Bekerja di Hong Kong Mencari Informasi Tentang Bekerja di Hong Kong Bekerja di Hong Kong Perlindungan Menurut Undang-undang Ketenagakerjaan Perlindungan Menurut Kontrak Kerja Standar Perlindungan Medis dan Kompensasi untuk Cedera Akibat Pekerjaan Bekerja Sama dengan Majikan Penyelesaian atau Pemutusan Kontrak Batasan Tinggal untuk Pembaruan atau Pemutusan Kontrak Mencari Bantuan dan Dukungan Untuk Majikan Memilih Agen Tenaga Kerja Upah Minimum yang Diijinkan Pemutusan dan Perpanjangan Kontrak Pekerjaan Ilegal Pengumuman TV Building a harmonious relationship between employers and foreign domestic helpers Menghormati dan Mematuhi Kewajiban Utamakan Keselamatan Kerja Pada Waktu Membersihkan Jendela Pengumuman radio Building a harmonious relationship between employers and foreign domestic helpers Menghormati dan Mematuhi Kewajiban Utamakan Keselamatan Kerja Pada Waktu Membersihkan Jendela Membayar PRTA di bawah gaji minimum merupakan pelanggaran berat Klausa Ketenagakerjaan Standar untuk Pengurus Rumah Tangga Asing Briefing Peraturan Tenaga Kerja Pengarahan mengenai Undang-undang Tenaga Kerja dan Hal-hal Lain yang Perlu Diperhatikan oleh Pengurus Rumah Tangga Asing yang Bekerja di Hong Kong

You’ve just set up your company in Hong Kong, what’s next? If you’re looking to hire in Hong Kong, it’s important that you know the legal formalities and have a clear understanding of the local employment article is designed to give you a quick overview of Hong Kong’s legislation on employment contracts. We will be answering key questions for employers including the difference between “temporary”, “part-time” and “substituted” employees under the eyes of the Hong Kong Employment Ordinance to help you gain a better understanding of the local employment Hong Kong, employment contracts can be made verbally or in writing, on top of this, employment contracts in Hong Kong covers for both expressed and implied terms. Meanwhile, it is stated by the Employment Ordinance that an employer must inform the conditions clearly to each employee. Mandatory information includeswages including rate of wages, overtime rate and any allowance, whether calculated by the piece, job, hour, day, week or otherwise;wage period;length of notice required to terminate the contract; andif the employee is entitled to an end of year payment, the end of year payment or proportion and the payment details within the employment agreement must be started before the employment begins. Now that you have an understanding of what a contract of employment in Hong Kong entails, here’s the top 5 things to What is a continuous contract of employment?According to the Employee Ordinance, in Hong Kong, a continuous employment is an employee who works at least 18 hours each week who has been employed continuously be the same employer for four weeks or Are there any mandatory documents an employer needs to provide its employees?There are two different scenarios that applies. In the case where the contract of employment is in writing, the employer is required to provide the employee a copy of the written contract for retention and reference. As Hong Kong also allows for oral contracts, if in the case the contract of employment is not in writing, the employee may choose to make a request in writing before entering the employment to the employer. In this scenario, employers are required to provide such information in writing. Failure to comply with the above may result in prosecution and upon conviction, to a fine of $10, thing that’s important to note is that any terms in the employment contract that reduces or extinguishes any right, benefit or protection stated by the Employment Ordinance are deemed invalid and therefore How are “temporary”, “part-time” and “substituted” employees differentiated and covered under the Employment Ordinance?There is no differentiation between “temporary”, “part-time”, “substituted”, “permanent” and “full-time” employees under the Hong Kong Employment Ordinance. Employees are covered and entitled to statutory rights and protection such as wage payment, restriction on deductions from wages and granting of statutory holidays and other rights. irrespective of their designated job titles or working rights and benefits such as rest days and annual leave with pay and sickness allowance however are provided to employee who has been continuously employed by the same employer for four weeks or more, with at least 18 hours worked in each Does “contractors” and/ or “self-employed persons” enjoy the same protection as an “employee” under the Employment Ordinance?While there is no distinction between the types of employees, it’s important to note that the Employment Ordinance only applies to employers and employees who are connected through a contract of employment. As such, right and benefits stated under the Hong Kong Employment Ordinance only applies to parties engaged in a contract of practices to avoid disputes and misunderstandings is to make sure relevant parties understand clearly their mode of cooperation, including whether they are engaged as an employee or a contractor/ self-employed What are the differences between an “employee” and a “contractor/ self-employed person”?In the case where the mode of cooperation is not stated clearly resulting in a legal dispute, here are various factors to consider when differentiating between an “employee” and a”contractor or self-employed person”. There is not one single conclusive test, therefore the context and all relevant factors should be considered. Common factors includecontrol over work procedures, working time and methodownership and provision of work equipment, tools and materialswhether the person is carrying on business on his own account with investment and management responsibilitieswhether the person is properly regarded as part of the employer’s organisationwhether the person is free to hire helpers to assist in the workbearing of financial risk over business any prospect of profit or risk of lossresponsibilities in insurance and taxtraditional structure and practices of the trade or profession concernedother factors that the court considers as relevantYour contract of employment should be clear Bottom line, you want to protect your company by minimising the chance of dispute. As an employer, you can do so by making sure that your contract of employment clearly states the identity of the parties involved, including the form of engagement you share full-time, part-time, temporary, contractor, self-employed person, etc..Stay educated on the latest labour legislation Key way to avoid disputes is by versing yourself on the latest changes and updates to the Employment Ordinance. It’s worth it to be subscribed to platforms which offer to share the latest legal updates, this way you can stay on top of everything that’s happening in the out your books It is not unlikely for companies to rely on outdated policies. To ensure the rights and benefits of both parties and that you are abiding by the Employment Ordinance, employers should regularly review and update their policies, this includes whether or not they abide by the minimum wage policy. The best payroll companies in the market will offer checks before taking on their client’s payroll. Links for example has payroll professionals who are trained in their knowledge of the Hong Kong legal law. By partnering, client may be assured that their internal policies abide by Hong Kong’s Employment ArticlesTop 5 Questions about Payroll in Singapore5 Things to Look for in a Good Payroll Service for StartupsAre You Making These 8 Payroll Mistakes?Top 5 Payroll Processing ProblemsLinks International is an industry leader in innovative HR outsourcing with services such as payroll outsourcing, visa application, Employer of Record EOR, recruitment and more! Contact us for more information on how we can help leverage your HR function.

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