BUSINESS LAW HONG KONG PROCESS 2022

Running head: HONG KONG BUSINESS LAW
IRAC ON EMPLOYMENT LAW
Name of the Student
Name of the University
Authors Note

HONG KONG BUSINESS LAW1
Issue
In this paper two issues need to be discussed:
i) Whether George can be dismissed through reasonable dismissal mode by Karen; and
ii) Whether Tony can be dismissed through summary dismissal mode by Karen.
Rule
In Hong Kong, the following key legislations deal with employment, namely:
 Employment Ordinance (EO) [Cap 57];
 Protection of Wages on Insolvency Ordinance [Cap 380];
 Employee’s Compensation Ordinance [Cap 282]; and
 Minimum Wage Ordinance [Cap 608] (Mohamed, 2014).
Among these laws, the EO deals with the employer-employee relationship, contract of
employment, recruitment, and termination. There are several termination modes observed under
the Employment Ordinance of Hong Kong, such as reasonable, summary, constructive and
unlawful dismissal ("Hong Kong e-Legislation", 2020).
Under reasonable dismissal mode, an employer may unilaterally dismiss an employment
contract and notify the worker by notice in writing and provide the worker with a replacement
payment for an extra month’s pay ("Hong Kong e-Legislation", 2020). The below-mentioned
reasons are generally used in case of reasonable termination, such as:
 Misconduct of a worker;
 Skill or qualification of a worker;