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The Legislative Council has passed the Employment (Amendment) Bill 2025, known as the "468 Amendment", which will officially take effect on 18 January 2026. Corporate management must understand how to handle and ensure that part-time employees comply with the requirements of the legislative amendments to avoid unnecessary legal risks and the additional labor costs of full-time employees. During the legislative process, the Government’s consultation documents highlighted the legal risks employers face when handling part-time employees under the 468 rule.

In today’s challenging business environment and with rising labour costs, employing temporary or part-time staff as a human resources strategy will become the norm. This practical legal program is designed for HR professionals and Hong Kong companies that manage temporary and part-time employees. The course will focus on employment rights of temporary/part-time employees, minimum wage, MPF contributions, employees' compensation, statutory holidays, and employment protection. Participants will also learn how to formulate a response plan to avoid legal disputes arising from the 468 rule and part-time employment.

Content:
1. Hong Kong's legal framework and principles for employing part-time/casual employees
2. Key differences between the [468] and [418] provisions
3. How to accurately calculate 468 working hours in accordance with the law: For example, why must the sick leave of part-time employees be included in the calculation of 468 working hours under regulations? How is it calculated for different employers under the same group?
4. When the legislation was passed, law enforcement agencies emphasized the need to block potential violations of 468 by employers, including stopping the employment of part-time employees for a short period of time to ensure that the 468 boundaries were not crossed. How should the court review the dispute, and how should the employer effectively handle it in accordance with the law?
5. If employees join the companies on 2 January 2026, what is the calculation method for the transition period under the 468 revision?
6. Understand the legal effect of the 468 rule and its long-term impact on labour costs
7. Master the legitimacy of the response strategy that effectively reduces the impact on business effectiveness after 468 takes effect
8. Design a legal compliance 468 HR response plan
9. Employment rights and related legal risks of part-time/casual employees under the Hong Kong Employment Ordinance and the amended 468 rule:
a. Typical calculation errors in 468, such as whether the first week of part-time employees joining on Thursday is counted as 4-68 requirements, whether the enterprise stops employing part-time employees for three days without a written notice of dismissal, and whether continuous employment has been terminated?
b. If a part-time employee has become a full-time employee under rules of 468, how will the company deal with the relevant statutory arrangements if the relevant employee becomes back a part-time employee again?
c. If a part-time employee is hired on a fixed-term contract, why is it necessary to hire him / her in the form of a written contract under the Employment Ordinance? What are the relevant legal provisions? What is the legal justification?
d. Part-time employees pass the 468 rule, when will employers start to provide employment benefits to such full-time employees?
e. Wage protection and minimum wage arrangements for part-time employees?
f. What are the legal requirements for wage deduction for temporary and part-time employees?？
g. What is the difference between the calculation of MPF contributions for part-time employees and full-time employees?
h. Why do part-time employees still have to give statutory holidays?
i. What is the overtime compensation arrangement for part-time/casual employees under the Employment Ordinance of Hong Kong?
j. What are the benefits of part-time pregnant employees? Why can a part-time pregnant employee be fired by law? But can a part-time work-related injured employee not be fired? What are the relevant regulations?
k. How to create a fixed-term employment contract for temporary part-time employees? Advantages of fixed-term employment contracts？
l. Handling suspected work-related injury cases of part-time employees, calculation of wages for part-time employees' sick leave (e.g. how to calculate sick leave pay when employees work in different companies), medical/assessment arrangements and work-related injury compensation
10. Under the Ordinance, there are strict legal requirements for employers to file working hours records of part-time employees, and violators will be held criminally liable?
11. How to avoid potential and sensitive discrimination issues for part-time/casual employees
12. Can temporary and part-time employees recover compensation for unreasonable dismissal from their employers under the Employment Ordinance?
13. Common legal disputes concerning part-time/casual employees: Court case sharing
14. How to draft a temporary and part-time employee contract that better protects the employer's interests

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DISCLAIMER
Speakers' presentations at this event are intended for educational purposes only and do not replace independent professional judgment. Statements of fact and opinions expressed during this event are those of the speakers and participants and, unless expressly stated to the contrary, are not the opinion or position of the Hong Kong General Chamber of Commerce, its members, or its committees. The Chamber does not endorse or approve, and assumes no responsibility for, the content, accuracy or completeness of the information presented. Attendees should note that, with the approval of speakers, this event may be recorded, and possibly published on the Chamber's website in audio and/or video formats without further notice.

Recording, duplication or distribution of the contents of the online event is prohibited without prior written permission from the Chamber.

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Speaker(s)

Raymond Fung, Principal Consultant, Strategic Consulting Ltd

Raymond Fung has implemented various human resources management projects for over 290 US, European and Mainland corporate clients in the past 25 years. He has assisted clients in handling a large number of human resources disputes and litigations with their legal teams in the Labour Tribunal, District Court and High Court, supported by his deep understanding of the law concerning human resources. Raymond has conducted over 300 public seminars on human resources related laws in the past 25 years. He has taught in many enterprises, local and overseas universities, tertiary institutions and professional organizations. He has trained more than 82,000 managerial staff and professionals, and is a three-time winner of the Award for Excellence in Training and Development. Raymond graduated from two prestigious universities in the UK and holds a double Master’s Degree in Industrial Relations, and a Master’s Degree in Business Administration. He was the Director of Training, Director of Human Resources, and General Manager of listed companies, and possesses extensive experience in human resources and corporate management.

Language

Cantonese

Date and Time

2026/01/07 09:30 to 17:30

Venue

Ivey Business School, HKCEC Phase 1, Level 3, 1 Harbour Road, Wanchai

Media

Closed to media

Enquiries

Cathy Chan
Tel: 28231282
Email: cathy@chamber.org.hk

Fee

Members @ HK$2,000 / Non-Members @ HK$2,500
+$50 for booking offline
Members enjoy 30% discount with BOC HKGCC VISA Card

Notes

- Bookings are only confirmed upon receipt of payment, on a first come first served basis.
- Booking transfer is allowed for corporate members with advanced notice, walk-ins are normally not accepted.
- The Chamber reserves the right to decline any booking or cancel the event. In such case, a full refund of the participation fee will be issued.
- No refund will be made for last minute cancellations or no-shows. If the booking is cancelled at least 7 days before the event, and in such cases the refund will be subjected to a 10% administration fee, or HK$100 deduction, whichever is higher.
- Members paying with their BOC HKGCC Visa Card will enjoy a 30% discount on their reservation. The discount is only applicable to the card holder, and does not extend to their guests. The discount cannot be used in conjunction with Chamber Coupons.
- A $50 handling fee per person will be charged for all offline bookings (e.g. fax, e-mail, post) for all Chamber events. Go online today by downloading our app or registering on the HKGCC website to save the environment and money.
- Priority is given to corporate members. The decision to accept or decline any booking shall be at sole discretion of the Chamber.
- The Chamber reserves the right to take photos and/or video recordings during the event. By attending, participants agree to the Chamber doing so, and that the Chamber may use such materials for archival, publicity, and marketing purposes.
- Participants agree to indemnify the Chamber and the hosting party all liabilities for property damage, physical injury or death in relation to this event. Participants are advised to take their own insurance against all risks.

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