Originally Posted by
Sqwak7700
Isn’t it a violation of employment ordinance to not provide the working roster for the next month on the 15th of the current month?
Now for those that sign the “blank check” form, fair enough, you’ve given them full consent to have their way with you. But for those of us that haven’t, could we not legally tack on those missing notification days in front of the March roster? Another lawsuit to add to the pile?
Word on the street is that those consenting have signed off critical redundancy protections in their contract, making them less complicated to put on furlough than someone who hasn’t.
Not according to the Hong Kong Employment Ordinance CAP57
18. Appointment of rest days
(1) Rest days shall be appointed by an employer and he may appoint different rest days for different employees.
(Amended 71 of 1976 s. 4)
(2) Subject to subsection (4), every employer shall,
before the commencement of every month, inform each employee orally or in writing of his rest days in that month.
(3) The provisions of subsection (2) shall be deemed to be complied with if an employer exhibits in a conspicuous place in the place of employment and for so long as it applies a roster showing the days appointed to be rest days for each employee during the month.
(4) Subsection (2) shall not apply where rest days are appointed on fixed days in each period of 7 days on a regular basis.
(Amended 71 of 1976 s. 4)
(5) An employer may, with the consent of his employee, substitute for any rest day appointed under this section some other rest day—
(a) within the same month and before the rest day so appointed; or
(b) within the period of 30 days next following the rest day so appointed.