21 February, 2016
This month, we bring you special updates from China and Singapore, in light of the various changes to the employment laws in these countries.
In China, the Chinese government has abolished the long-standing one-child policy. The Population and Birth Planning Law has accordingly been amended to reflect this, with changes to, among others, marriage leave and maternity leave, and local implementing rules in this regard have already been issued or are in the pipeline. For a snapshot of these changes, click here.
In Singapore, many significant changes to the employment landscape were announced in 2015 and are due to take effect this year. The changes range from new requirements to issue itemised payslips and Key Employment Terms to employees covered by the Employment Act, and increased Central Provident Fund contributions for employees above 50. To read more, click here.
Meanwhile, in Hong Kong, the High Court has recently refused to grant an interlocutory injunction to a football club to restrain one of its players from playing for a rival club. This decision recognises both the special nature of the relationship between an employer and employee and the public policy basis for the courts’ refusal to order specific performance of employment contracts. Click here to read our team’s summary of the decision.
Finally, we set out a handy guide to sick leave entitlements in Singapore, Australia, China, Hong Kong and Japan. To read this, click here.
For further information, please contact:
Fatim Jumabhoy, Herbert Smith Freehills
fatim.jumsbhoy@hsf.com
