香港労働法 Hong Kong Labor Issues #66 日本人のための香港労働問題研究:雇用条例 (Employment Ordinance)S1A-10:日本語版完訳

Updated: Jan 1

#Translation

FILE PHOTO: Shopping in December © WiX
FILE PHOTO: Shopping in December © WiX
2021年最後の日についに、香港の雇用条例の最新版の完訳を日本人の現地労働者たちの為に作成する事に成功した。これで、2022年以降は、「新しい労働運動」 と新しい労働組合、新しい労働研究者という新理念のもとに労働問題の従来の理論と実践の領域分野を、実際の社会の必要に即して発展深化させる事になる。例えばコロナ禍で顕著な労働者階級を狙い撃ちにしている消費者金融と誰もが知っているような有名企業(フロント・顧客)の陰で糸を引いている金融マフィアの反社会勢力に抗する研究に容赦なく着手する(電通の職業マスコット、世論操作の駒である「労働問題研究家」の類は怖くてとても触れられない分野)。香港と日本を視野に、香港警察、労働組織、NGO・NPO、地域コミュニティーの社会的な取り組みについても実践的に、戦闘的に労働問題研究を消費者問題研究という表裏一体として前進させる所存である。全ては労働者階級の公共の利益の為に。

香港雇用条例 日本語翻訳版 (2021年完訳)


注:中文と英文は正式であるが、日本語の訳は、原語の固有名詞の特殊性を保持する為に日本語の類似の概念に意訳をしない。なぜならば、日本自体の国内の社会の日本語の概念はその言語環境と語感が強烈に排他的であり、外の世界とは孤立しかけ離れているために、日本国内の観念で他の社会の特殊概念を捉えるのは最も危険だからである。特殊概念は特殊概念として独自に理解するべきであり、日本語、つまり日本国内の観念をあてがうだけで済ますのは最悪の誤謬である。そこに多くの実践面での誤謬・誤認が入りこむからである。

【原文】


Schedule 1A

[s. 14] Maximum Amount of Maternity Leave Pay for Latter Period of Maternity Leave

$80,000 (Schedule 1A added 13 of 2020 s. 13)


Second Schedule

[s. 67] Procedure for Apprehension of Absconding Employer

(Format changes—E.R. 3 of 2017)

Part I

1. In this Part, the wages and moneys described in section 67(1)(a) and (b) are referred to as the debt. (Amended 32 of 2000 s. 48) 2. An application under section 67 shall be as in Form 1 in Part II. 3. If a District Judge, after making such investigation as he considers necessary in respect of an application made under section 67, is satisfied that there is probable cause for believing that the employer is about to leave Hong Kong with intent to evade payment of the debt, he may issue a warrant as in Form 2 in Part II ordering that the employer be apprehended and brought before a District Judge to show cause why the employer should not be required to give security in accordance with paragraph 5. (Amended 48 of 1984 s. 32) 4. If an employer who is brought before a District Judge in accordance with a warrant issued under paragraph 3 shows cause why he should not be required to give security in accordance with paragraph 5, the warrant shall be discharged and the employer shall be released. 5. (1) If an employer who is brought before a District Judge in accordance with a warrant issued under paragraph 3does not show cause why he should not be required to give security in accordance with this paragraph, the District Judge may make an order requiring the employer to enter a bond, in accordance with sub-paragraph (3), for his appearance before a District Judge whenever called upon until he has paid to the employee the full amount of the debt. (2) If the employer offers, in lieu of entering a bond under sub-paragraph (1), to secure the payment to the employee of the full amount of the debt by any other arrangement, the District Judge may accept such other arrangement as security for the payment to the employee of the full amount of the debt in lieu of the bond. (3) A bond entered under sub-paragraph (1)— (a) shall be in favour of the employee; (b) shall be as in Form 3 in Part II; (c) shall be for such sum, not exceeding the amount of the debt, as the District Judge may order; and (d) shall be a bond with such number of sureties, approved by the District Judge, as the District Judge may order. 6. If an employer complies with an order made under paragraph 5(1), or secures the payment to the employee of the full amount of debt by any other arrangement under paragraph 5(2), the warrant issued under paragraph 3 shall be discharged and the employer shall be released. 7. If an employer fails to comply with an order made under paragraph 5(1), a District Judge may commit him to prison until the order is complied with or until the expiration of 3 months from the date of committal, whichever event occurs first. 8. (1) On the application of the employer, or of any surety for a bond entered under paragraph 5, a District Judge, if he is satisfied that any of the conditions specified in sub-paragraph (2) have been fulfilled, shall order as may be appropriate— (a) that any warrant issued under paragraph 3 be discharged; (b) that the employer, if apprehended or brought before a District Judge under paragraph 3, or committed to prison under paragraph 7, be released; (c) that any bond entered under paragraph 5 shall be void (notwithstanding the conditions thereof); and (d) that the employer be released from any arrangement made under paragraph 5(2). (2) The conditions referred to in sub-paragraph (1) are— (a) that the debt has been satisfied in full or has been abandoned; (b) that no proceedings have been brought within 14 days after the application under section 67 to recover any part of the debt from the employer; (c) that no proceedings brought to recover the debt or any part of the debt from the employer have been prosecuted diligently; (d) that all proceedings brought to recover the debt or any part of the debt from the employer have been finally struck out or dismissed. 9. (1) Any surety for a bond entered under paragraph 5 may at any time apply to a District Judge to be discharged from his obligation under the bond. (2) On receipt of an application under sub-paragraph (1), the District Judge shall call upon the employer to appear before a District Judge. (3) On the appearance of the employer before the District Judge, the District Judge shall order the surety by whom the application under sub-paragraph (1) is made to be discharged from his obligation under the bond, and shall order the employer to provide another surety or sureties, approved by the District Judge, for the bond. (4) If an employer is ordered under sub-paragraph (3) to provide an approved surety or sureties for a bond, the provisions of paragraphs 6 and 7 shall apply as if the order were an order made under paragraph 5(1). 10. No fees shall be payable to the District Court in respect of or in connection with an application made under section 67 or under paragraph 8 or 9.

Part II

Form 1[Employment Ordinance,Second Schedule, Part I,paragraph 2] Application for Warrant for Apprehension of Absconding Employer Title In the District Court of Hong Kong Held at No. .................................................................................................................................................................................................................................................................................................................................................................................................................................................................. of 19 IN THE MATTER of an application under section 67 of the Employment Ordinance, for a warrant for the apprehension of, an employer.EX PARTE, an employee. I, , of (name of applicant)(address of applicant)apply for the issue of a warrant in accordance with paragraph 3 of Part I of the Second Schedule to the Employment Ordinance in respect of (name of employer)of (address of employer)(occupation of employer) 2.The grounds for my application are—(a)that I am an employee/former employee(1) of ;(name of employer)(b)that is the employer/former(name of employer)employer (1) of each person specified in the First Column of the Schedule;(c)that the employer owes to such employees the wages and/or(1) other moneys specified in the Second Column of the Schedule opposite their names, by reason of the facts specified in the Third Column of the Schedule; and(d)that I believe for the following reasons that the employer is about to leave Hong Kong with intent to evade payment of the wages and/or(1) other moneys specified in the Second Column of the Schedule— SCHEDULE First ColumnSecond ColumnThird Column Name and address of employee Amount of wages and/or(1) other moneys owing to employee Reason for which moneys owing Total amount owing to employees Dated this day of 19 . Applicant. Affidavit in Support of Application I, .................................................................................................................................................................................................................................................................................................................................................................................................................................................................. make oath/do solemnly, sincerely and truly declare and affirm(1) and say that the facts stated in paragraph 2 of the above application are correct to the best of my knowledge and belief.Sworn/affirmed(1) atHong Kong, the day of 19 . Before me,A Commissioner, &c.Note:(1)Delete whichever is inapplicable.(Amended L.N. 48 of 1972; L.N. 177 of 1981) __________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________ Form 2[Employment Ordinance,Second Schedule, Part I,paragraph 3]

Warrant for Apprehension of Absconding Employer [Title as in Form 1] To each and all the police officers and bailiffs of Hong Kong.Whereas I am satisfied, on application made on the day of 19 by [name of applicant] that the applicant [and the other persons referred to in the application](2) is/are/was/were(1) the employee/employees(1) of [name of employer], and that there is probable cause for believing that the said [name of employer] is about to leave Hong Kong with intent to evade payment of the sum of [amount of debt] being moneys earned by and owed to such employee/employees(1):This is therefore to command you forthwith to apprehend the said [name of employer] and to bring him before a District Judge to show cause why he the said [name of employer] should not be required to give security in accordance with paragraph 5 of Part I of the Second Schedule to the Employment Ordinance, and to be further dealt with according to law.Dated this day of 19 . District Judge.[L.S.] Notes︰(1) Delete whichever is inapplicable.(2) Delete if inapplicable.(Amended L.N. 177 of 1981; 56 of 2000 s. 3) __________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________ Form 3[Employment Ordinance,Second Schedule, Part I,paragraph 5] Bond to Secure Payment of Wages due to Employees by Employer I/We(1) [name of employer] of [address], [name of surety] of [address], and [name of surety] of [address], is/are(1) bound to [name of employee] [and the other employees of (name of employer) specified in the application of (name of applicant) made on the day of 19 to District Judge , under section 67 of the Employment Ordinance](2) in the sum of $ , to be paid to [name of employee] [and the said other employees](2) or his/their respective(1)executors, administrators or assignees; for which payment to be made I/we jointly and severally(1) bind myself/ourselves(1), and my/our respective(1) heirs, executors and administrators.In witness whereof I/we(1) have hereto set my hand and seal/our hands and seals(1) this day of 19 .The condition of this obligation is that if [name of employer] appears before a District Judge whenever called upon until he has paid [name of employee] [and the said other employees](2) the full amount of $ specified in the application, then this obligation shall be void but this obligation shall otherwise remain in full force. Signed, sealed and[Employer] (L.S.)delivered in the[Surety](L.S.)presence of[Surety](L.S.) Notes︰(1) Delete whichever is inapplicable.(2) Delete if inapplicable.(Second Schedule added 71 of 1970 s. 7)


Third Schedule

[s. 31M]

Death of Employer or of Employee (Format changes—E.R. 3 of 2017)

Part I Death of Employer

1. This Part shall have effect in relation to an employee where his employer (in this Part referred to as the deceased employer) dies. 2. Section 31J shall not apply to any change whereby the ownership of the business, for the purposes of which the employee was employed by the deceased employer, passes to a personal representative of the deceased employer. 3. Where, by virtue of section 31L(1), the death of the deceased employer is to be treated for the purposes of Part VA of this Ordinance as a termination by him of the contract of employment, the employee shall nevertheless not be treated for these purposes as having been dismissed by the deceased employer if— (a) his contract of employment is renewed by a personal representative of the deceased employer, or he is re-engaged under a new contract of employment by such a personal representative; and (b) the renewal or re-engagement takes effect not later than 4 weeks after the death of the deceased employer. 4. Where, by reason of the death of the deceased employer, the employee is treated for the purposes of Part VA of this Ordinance as having been dismissed by him, he shall not be entitled to a severance payment in respect of that dismissal if a personal representative of the deceased employer has made to him an offer in writing to renew his contract of employment, or to re-engage him under a new contract, so that in accordance with the particulars specified in the offer the renewal or re-engagement would take effect not later than 4 weeks after the death of the deceased employer and either— (a) the provisions of the contract as renewed, or of the new contract, as the case may be, as to the capacity and place in which he would be employed, and as to the other terms and conditions of his employment, would not differ from the corresponding provisions of the contract as in force immediately before the death; or (b) if, in accordance with the particulars specified in the offer, those provisions would differ (wholly or in part) from the corresponding provisions of the contract as in force immediately before the death, the offer constitutes an offer of suitable employment in relation to that employee, and (in either case) the employee has unreasonably refused that offer. 5. For the purposes of paragraph 4— (a) an offer shall not be treated as one whereby the provisions of the contract as renewed, or of the new contract, as the case may be, would differ from the corresponding provisions of the contract as in force immediately before the death of the deceased employer by reason only that the personal representative would be substituted as the employer for the deceased employer; and (b) no account shall be taken of that substitution in determining whether the refusal of the offer was unreasonable. 6. Whereby virtue of section 31L(1) the death of the deceased employer is to be treated as a termination by him of the contract of employment, any reference in subsection (2) of that section to section 31D(2) shall be construed as including a reference to paragraph 3. 7. Where by virtue of paragraph 3 the employee is treated as not having been dismissed by reason of a renewal or re-engagement taking effect after the death of the deceased employer, then— (a) in determining, for the purposes of section 31B(1), whether he has been employed under a continuous contract for the requisite period, the interval between the death and the date on which the renewal or re-engagement takes effect shall count as a period of employment with the personal representative of the deceased employer, if apart from this paragraph it would not count for that purpose as such a period of employment; and (b) in computing the period specified in section 31B(1), the continuity of the employee’s period of employment shall be treated as not being broken by any week which falls within that interval. 8. For the purposes of the application, in accordance with section 31B(3), of Part VA of this Ordinance in relation to an employee who was employed as a domestic servant in, or in connection with, a private household, any reference to a personal representative in this Part of this Schedule shall be construed as including a reference to any person to whom, otherwise than in pursuance of a sale or other disposition for valuable consideration, the management of the household has passed in consequence of the death of the deceased employer. 9. Subject to this Part of this Schedule, in relation to an employer who has died— (a) any reference in Part VA of this Ordinance to the doing of anything by, or in relation to, an employer shall be construed as including a reference to the doing of that thing by, or in relation to, any personal representative of the deceased employer; and (b) any reference in Part VA of this Ordinance to a thing required or authorized to be done by, or in relation to, an employer shall be construed as including a reference to anything which, in accordance with any provision of Part VA of this Ordinance as modified by this Part of this Schedule (including sub-paragraph (a)), is required or authorized to be done by, or in relation to, any personal representative of his. 10. Where by virtue of Part VA of this Ordinance, as modified by this Part of this Schedule, a personal representative of the deceased employer is liable to pay a severance payment, or part of a severance payment, and that liability had not accrued before the death of the deceased employer, it shall be treated for all purposes as if it were a liability of the deceased employer which had accrued immediately before his death.


Part II Death of Employee

11. Where an employer has given notice to an employee to terminate his contract of employment, and before that notice expires the employee dies, Part VA of this Ordinance shall apply as if the contract had been duly terminated by the employer by notice expiring on the date of the employee’s death. 12. Where an employer has given notice to an employee to terminate his contract of employment, and has offered to renew his contract of employment, or to re-engage him under a new contract, and— (a) the employee dies without having either accepted or refused the offer; and (b) the offer has not been withdrawn before his death, subsection (2) or (as the case may be) subsection (3) of section 31C shall apply as if, for the words “the employee has unreasonably refused”, there were substituted the words “it would have been unreasonable on the part of the employee to refuse”. 13. In relation to the making of a claim by a personal representative of a deceased employee who dies before the end of the period of 1 month beginning with the relevant date, section 31N shall apply with the substitution, for the words “3 months”, of the words “6 months”. (Amended 76 of 1985 s. 9) 14. Subject to this Part of this Schedule, in relation to an employee who has died, any reference in Part VA of this Ordinance to— (a) the doing of anything by, or in relation to, an employee shall be construed as including a reference to the doing of that thing by, or in relation to, any personal representative of the deceased employee; and (b) a thing required or authorized to be done by, or in relation to, an employee shall be construed as including a reference to anything which, in accordance with Part VA of this Ordinance as modified by this Part of this Schedule (including sub-paragraph (a)), is required or authorized to be done by, or in relation to, any personal representative of his. 15. Any right of a personal representative of a deceased employee to a severance payment, where that right had not accrued before the employee’s death, shall devolve as if it had accrued before his death. (Third Schedule added 67 of 1974 s. 6)


Fourth Schedule

[s. 72(1)]

Specified Ordinances

(Format changes—E.R. 3 of 2017)

ItemTitle 1.Labour Tribunal Ordinance (Cap. 25).2.Apprenticeship Ordinance (Cap. 47).3.Labour Relations Ordinance (Cap. 55).4.Contracts for Employment Outside Hong Kong Ordinance (Cap. 78).5.Employees’ Compensation Ordinance (Cap. 282).6.Trade Unions Ordinance (Cap. 332).7.Pneumoconiosis and Mesothelioma (Compensation) Ordinance (Cap. 360). (Amended 6 of 2008 s. 37)8.Minor Employment Claims Adjudication Board Ordinance (Cap. 453). (Added 61 of 1994 s. 55) (Fourth Schedule added 48 of 1984 s. 33)


*Fifth Schedule

(Repealed 74 of 1997 s. 18)

Editorial Note:*The Fifth Schedule has been repealed since 27 June 1998. The Fifth Schedule as it reads immediately before 27 June 1998 reads as follows—

“FIFTH SCHEDULE Table Column 1Column 2Age in years of employee as at relevant dateNumber of years of service of employee as at relevant dateNot more than 437446Not less than 455”.


Sixth Schedule

[s. 31ZC]

Death of Employer—Long Service Payments (Format changes—E.R. 3 of 2017) 1. This Schedule shall have effect in relation to an employee where his employer (in this Schedule referred to as the deceased employer) dies. 2. Section 31Z shall not apply to any change whereby the ownership of the business, for the purposes of which the employee was employed by the deceased employer, passes to a personal representative of the deceased employer. 3. Where, by virtue of section 31ZB, the death of the deceased employer is to be treated for the purposes of Part VB of this Ordinance as a termination by him of the contract of employment, the employee shall nevertheless not be treated for these purposes as having been dismissed by the deceased employer if— (a) his contract of employment is renewed by a personal representative of the deceased employer, or he is re-engaged under a new contract of employment by such a personal representative; and (b) the renewal or re-engagement takes effect not later than 4 weeks after the death of the deceased employer. 4. Where by virtue of paragraph 3 the employee is treated as not having been dismissed by reason of a renewal or re-engagement taking effect after the death of the deceased employer, then— (a) in determining, for the purposes of section 31R or31RA, whether he has been employed under a continuous contract for the requisite number of years of service, the interval between the death and the date on which the renewal or re-engagement takes effect shall count as a period of employment with the personal representative of the deceased employer, if apart from this paragraph it would not count for that purpose as such a period of employment; and (b) in computing the number of years of service specified in section 31R or 31RA, the continuity of the employee’s period of employment shall be treated as not being broken by any week which falls within that interval. 5. For the purposes of the application, in accordance with section 31RB, of Part VB of this Ordinance in relation to an employee who was employed as a domestic servant in, or in connection with, a private household, any reference to a personal representative in this Schedule shall be construed as including a reference to any person to whom, otherwise than in pursuance of a sale or other disposition for valuable consideration, the management of the household has passed in consequence of the death of the deceased employer. 6. Subject to this Schedule, in relation to an employer who hasdied— (a) any reference in Part VB of this Ordinance to the doing of anything by, or in relation to, an employer shall be construed as including a reference to the doing of that thing by, or in relation to, any personal representative of the deceased employer; and (b) any reference in Part VB of this Ordinance to a thing required or authorized to be done by, or in relation to, an employer shall be construed as including a reference to anything which, in accordance with any provision of Part VB of this Ordinance as modified by this Schedule (including sub-paragraph (a)), is required or authorized to be done by, or in relation to, any personal representative of his. 7. Where by virtue of Part VB of this Ordinance, as modified by this Schedule, a personal representative of the deceased employer is liable to pay a long service payment, or part of a long service payment, and that liability had not accrued before the death of the deceased employer, it shall be treated for all purposes as if it were a liability of the deceased employer which had accrued immediately before his death. (Sixth Schedule added 76 of 1985 s. 10. Amended 52 of 1988 s. 17; 41 of 1990 s. 24)


Seventh Schedule [ss. 31G & 31V] (Format changes—E.R. 3 of 2017)

Table A Column 1Column 2 Relevant date Maximum amount Before the date of commencement of the Employment (Amendment) Ordinance 1995 (5 of 1995) The total amount of wages earned by the employee during the period of 12 months immediately preceding the relevant date, or $180,000, whichever is less On or after the date of commencement of the Employment (Amendment) Ordinance 1995 (5 of 1995), but before 1 October 1995 $210,000 1 October 1995 to 30 September 1996 $230,000 1 October 1996 to 30 September 1997 $250,000 1 October 1997 to 30 September 1998 $270,000 1 October 1998 to 30 September 1999 $290,000 1 October 1999 to 30 September 2000 $310,000 1 October 2000 to 30 September 2001 $330,000 1 October 2001 to 30 September 2002 $350,000 1 October 2002 to 30 September 2003 $370,000 On or after 1 October 2003 $390,000 Table B Column 1Column 2 Relevant date Fully reckonable years of service On or after the date of commencement of the Employment (Amendment) Ordinance 1995 (5 of 1995), but before 1 October 1995 25 years 1 October 1995 to 30 September 1996 27 years 1 October 1996 to 30 September 1997 29 years 1 October 1997 to 30 September 1998 31 years 1 October 1998 to 30 September 1999 33 years 1 October 1999 to 30 September 2000 35 years 1 October 2000 to 30 September 2001 37 years 1 October 2001 to 30 September 2002 39 years 1 October 2002 to 30 September 2003 41 years 1 October 2003 to 30 September 2004 43 years (Seventh Schedule added 5 of 1995 s. 12)


Eighth Schedule

[s. 32G]

Employment Protection Death of Employer or of Employee

(Format changes—E.R. 3 of 2017)

Part I

Death of Employer

1. If an employer dies after his employee’s right of action has arisen under Part VIA of this Ordinance on employment protection but before the adjudication of the claim, the claim shall be actionable by the employee against the personal representative of the deceased employer. 2. In relation to the death of an employer, a reference to renewal or re-engagement by the employer in section 32B or 32C shall be construed as including a reference to renewal or re-engagement by any personal representative of the deceased employer, and a reference to an offer made by the employer shall be construed as including a reference to an offer made by any personal representative of the deceased employer.

Part II

Death of Employee

3. If an employee dies after his right of action has arisen under Part VIA of this Ordinance on employment protection but before the adjudication of the claim, the claim shall be actionable by a personal representative of the deceased employee. 4. Where an employer has given notice to an employee to terminate his contract of employment and before that notice expires the employee dies, Part VIA of this Ordinance on employment protection shall apply as if the contract had been terminated by the employer by notice expiring on the date of the employee’s death. 5. Where an employer has given notice to an employee to terminate his contract of employment and has offered to renew his contract of employment or to re-engage him under a new contract and— (a) the employee dies without having either accepted or refused that offer; and (b) the offer has not been withdrawn by the employer before the death of the employee, section 32C(1) or (2), as the case may be, shall apply as if, for the words “the employee has unreasonably refused”, there were substituted the words “it would have been unreasonable on the part of the employee to refuse”. (Eighth Schedule added 75 of 1997 s. 5)


Ninth Schedule

[s. 49A]

Monetary Cap on Keeping Records of Hours Worked (Format changes—E.R. 1 of 2013) $15,300 per month (Ninth Schedule added 15 of 2010 s. 22. Amended L.N. 148 of 2010; L.N. 187 of 2012; L.N. 7 of 2015; L.N. 12 of 2017; L.N. 11 of 2019)


Schedule 10

[s. 78]

Transitional Provisions relating to Employment (Amendment) Ordinance 2020

1. Interpretation of Schedule 10 In this Schedule— 2020 Amendment Ordinance (《2020年修訂條例》) means the Employment (Amendment) Ordinance 2020 (13 of 2020); *amendment date (修訂日期), in relation to a section, means the date on which a provision of the 2020 Amendment Ordinance that amends the section comes into operation. 2. Transitional provisions relating to sections 12(2)(a), 12AA(1)and 14 (1) If a female employee’s confinement occurs before the amendment date for sections 12(2)(a), 12AA(1) and 14, those sections, as in force immediately before that date, continue to apply in relation to her entitlement to maternity leave and maternity leave pay. (2) If— (a) a female employee gives notice of her pregnancy and of her intention to take maternity leave under section 12(4) before the amendment date for sections 12(2)(a), 12AA(1) and 14; but (b) her confinement occurs on or after that date, sections 12(2)(a), 12AA(1) and 14, as amended by the 2020 Amendment Ordinance, apply in relation to her entitlement to maternity leave and maternity leave pay. 3. Transitional provisions relating to section 15(2)(c) If— (a) a female employee’s contract of employment is terminated by her employer in contravention of section 15(1)(a) or (b); and (b) the date of termination of the contract falls on or after the amendment date for section 15(2)(c), section 15(2)(c), as amended by the 2020 Amendment Ordinance, applies in relation to the contravention, unless the employee’s confinement occurs before that amendment date. 4. Transitional provisions relating to sections 15E(3)(b) and15G(4) (1) If a male employee’s child is born before the amendment date for sections 15E(3)(b) and 15G(4), those sections, as in force immediately before that date, continue to apply in relation to his entitlement to paternity leave in respect of the birth of the child. (2) If— (a) a male employee gives notification under section 15F(1) for taking paternity leave in respect of the birth of his child before the amendment date for sections 15E(3)(b) and 15G(4); but (b) the child is born on or after that date, sections 15E(3)(b) and 15G(4), as amended by the 2020 Amendment Ordinance, apply in relation to his entitlement to paternity leave in respect of the birth of the child. (Schedule 10 added 13 of 2020 s. 14)

Editorial Note: * Amendment date: 11 December 2020.


【日本語】


附則1A


[第14条]


産休最終期間の産休手当の上限額


$80,000

(附則1Aは、2020年に第13号第13条で追加)


附則2


[第67条]


逃亡中の雇用主の逮捕手続きについて

(形式の変更 - 編集・修正された2017年の記録第3号)


PART I


1.本編では、第67(1)(a)および(b)条に記載されている賃金および支払いを債務と称する。 (2000年に第32号第48条で改正)

第67条に基づく申請は、第2部の様式1を用いて行うものとする。

第67条に基づく申請に関連して必要と思われる調査を行った後、区域法院の裁判官が、雇用主が債務の支払いを逃れる目的で、香港を離れようとしていると信じるに足る相当な理由があると納得した場合、第2部の書式2による令状を発行して逮捕を命じ、区域法院の裁判官の前に連れて行き、第5項に従って担保を提供しない理由を示させることができる。 (1984年に第48号第32条で改正)

第3項に基づいて発せられた令状により区域法院の裁判官に連行された使用者は、第5項に基づいて担保を要求されない理由を示すことができれば、令状を取り消すことができ、使用者は釈放される。


5.(1)第3項に基づいて発行された令状に従って区域法院の法廷に出頭した使用者が、本項に従って担保をしない理由を示さなかった場合、区域法院の裁判官は命令により、使用者に第(3)号に従って担保を提供し、債務額が従業員に全額支払われるまで、いつでも区域法院の裁判官の前に出頭することを要求することができる。

(2)使用者が、第(1)号に基づく保証書の締結に代えて、従業員に対する債務額の全額を支払うための他の取り決めに同意した場合、区域法院の裁判官は、保証書に代えて、従業員に対する債務額の全額を支払うための担保として、かかる取り決めを受け入れることができる。

(3)第(1)節に基づいて締結された保証書は

(a)従業員の利益のためであること。

(b)パートIIのフォーム3の形式であること。

(c)担保金額は、区域法院の裁判官が命令するが、債務額を超えてはならない。

(d)区域法院の裁判官が命じ、区域法院の裁判官が承認した数の保証人による保証金とする。

6.使用者が第5(1)項に基づく区域法院の裁判官の命令に従うか、または第5(2)項に基づくその他の取り決めによって従業員への債務額の全額支払いを確保した場合、第3項に基づいて発せられた令状は取り消され、使用者は釈放されるものとする。 (1997年に第80号第102条で改正)

7.使用者が第5(1)項に基づいて区域法院の裁判官が下した命令に従わない場合、区域法院の裁判官は、命令が遵守されるまで、または3ヶ月間身柄を拘束するまで、いずれか早い方で身柄を刑務所に拘束することができる。

8.(1)第5項に基づいて締結された保証の使用者または保証人が適用され、区域法院の裁判官が第(2)項で指定された状況のいずれかが発生したことを納得した場合、適切な場合には、以下を命令することができる。

(a)第3項に基づいて発行された令状を取り消すこと。

(b)使用者が逮捕されたり、第3項に基づいて区域法院の裁判官に引き渡されたり、第7項に基づいて監獄に収容された場合、使用者を釈放すること。

(c)第5項に基づいて締結された認識を(その条件がどのようなものであれ)無効にする。

(d)使用者が第5(2)項に基づいて行われた取り決めの遵守から解放されること。

(2)第(1)節でいう状況とは、以下のようなものである。

(a)債務が全額支払われたか、または回収が放棄された場合。

(b)債務の一部を雇用主から回収するために第67条に基づいて申請された後、14日以内に手続きが開始されていない。

(c)債務の全部または一部を使用者から回収するための手続きが熱心に行われていない。

(d)使用者から債務の全部または一部を回収するためのすべての手続きが最終的に取り消されたか、または撤回されたこと。


9.(1)第5項に基づいて締結された保証書の保証人は、いつでも区域法院の裁判官に保証書に基づく義務の免除を申請することができる。

(2)第(1)節の申請書を受領した場合、区域法院の裁判官は、使用者を区域法院の裁判官の前に召喚しなければならない。

(3)使用者が区域法院法廷に出頭すると、区域法院の裁判官は、第(1)節の申請をした保証人が保証金の義務を免れ、使用者が区域法院の裁判官の承認した他の保証人または保証人を保証金の保証人として提供することを命じなければならない。

(4)区域法院の裁判官が、第3節の保証金に基づいて承認された1人または複数の保証人を提供するよう使用者に命じた場合、第6項および第7項の規定は、第5(1)項に基づいて命令がなされた場合と同様に適用される。

10.第67条、第8項もしくは第9項に基づいてなされた申請に関して、またはそのような申請に関連して、区域法院に手数料を支払う必要はない。

(1998年に第25号第2条で改正)


パート2


様式1[雇用条例附表2の第I部の第2節]


逃亡潜伏中の使用者に対する逮捕状の申請について


タイトル

ホンコンでは..................................................................................................................................................................................................................................................................................................................................................................................................................................................................

区域法院で審理した

19__年

...................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................................ケースNo.

申請事項:雇用条例第67条に基づく雇用主への逮捕状の申請について

一方的申請: 申請者は従業員。

私は

(申請者の名前)

住所は

(申請者の住所)

私はここに、以下の者を逮捕するために、雇用条例附表2第1部第3に基づく令状を申請する。

(雇用主の名前)

雇用主の住所は

その職業は..................................................................................................................................................................................................................................................................................................................................................................................................................................................................

2.申請の理由は以下の通りである。


(a) 私は..................................................................................................................................................................................................................................................................................................................................................................................................................................................................の社員・元社員である。

(雇用主の名前)

(b)別表(1)の欄に記載されている各人の雇用主・元雇用主であること。

(雇用主の名前)

(c)雇用主がこれらの従業員に支払うべき賃金および/または(1)その他の金銭が、それらの従業員の名前の反対側にある別表の第2欄に詳細に記載されており、滞納の理由が別表の第3欄に詳細に記載されていること、および

(d)雇用主が、以下の理由により、別表の第2欄に記載された賃金および/または(1)その他の金額の支払いを回避する意図で、香港を離れようとしていると確信している。


別表

第1欄 社員の名前と住所

第2欄 賃金および/または(1)従業員に支払うべきその他の金銭

第3欄 滞納の理由



従業員に支払うべき金額の合計

日付:19__年月日。


申請者

申請の宣誓供述書I ..................................................................................................................................................................................................................................................................................................................................................................................................................................................................私は、上記申請書の第2項に記載された事実が、私の知る限りにおいて正しいことを、無宗教の立場から、厳粛に、誠実に、そして真実に基づいて宣言し、誓います(1)。


19__年_月香港___において、私の前で宗教的/非宗教的な誓いを立てる(1)。


コミッショナー・フォー・オース


注:(1)該当しない部分を削除すること。

(1972年に第48号法律公告で改正、1981年に第177号法律公告で改正、1998年に第25号第2条で改正)


様式2[雇用条例附表2の第I部の第2節]


逃亡潜伏中の雇用主の逮捕状

[様式1と同じ見出し]

香港のすべての警察官と執達吏の皆様へ


19__年_月_日の[申請者名]の申請により、私は、申請者[および申請書に記載された他の人物](2)が(1)[雇用主名]の従業員であり、当該[雇用主名]が、当該従業員が稼いだ、または支払うべき合計[債務額]の支払いを免れる意図で、香港を離れようとしていると信じるに足る合理的な理由があると確信しています。

ここに、あなたは前記[雇用主の名前]を直ちに逮捕し、区域法院裁判官の前に連れて行き、[雇用主の名前]が雇用条例附表2第1部第5項に従ってなぜ保証を提供しないかの理由を示し、さらに法律に従って手続きを行うことを命じる。


日付: 19__年_月_日。

区域法院裁判官

[スタンプ]

注:(1) 適用できない場合は削除。

(2) 該当しない場合は削除可。

(1981年に第177号法律公告で改正; 1998年に第25号第2条で改正; 2000年に第56号第3条で改正)


様式3[雇用条例附表2の第I部の第5節]


従業員への未払賃金の支払いに対する雇用主の保証書

私/私たち[雇用主の名前](1)、住所は[住所]、[保証人の名前]、住所は[住所]、及び[保証人の名前]、住所は[住所]は、19__年_月_日に(申請者の名前)が雇用条例第67条に基づいて区域法院の裁判官に提出した申請書に名前が記載されている[(雇用主の名前)]の[従業員の名前][およびその他の従業員](2)への当該金額の支払いに責任を負うことをここに保証します。 (2)雇用条例第67条に基づいて区域法院の裁判官に提出された申請書における(申請者の名前)。 この金額は、[従業員名][および上記の他の従業員](2)またはそのそれぞれの(1)遺言執行者、管理者、または譲受人に支払われるものであり、私/私たちは、連帯して(1)私/私たちのそれぞれの(1)相続人、遺言執行者、および管理者によるその支払いを保証します。

その証拠に、私/私たち(1)は、19__年_月_日のこの日、ここに印を押しました。


申請書に明記された全額が[従業員の名前][前述の他の従業員](2)に支払われるまで、[雇用主の名前]がいつでも区域法院裁判官の前に出頭することがこの義務の条件であり、その時点でこの義務は効力を失いますが、支払われるまでは完全に有効であるとします。

雇用主(スタンプ)

[Guarantor](保証人) (スタンプ)

[Guarantor](保証人) (スタンプ)

の立会いのもと、署名・捺印・交付しました。


注:(1)該当しない場合は削除。

(2) 該当しない場合は削除可。

(1998年に第25号第2条で改正)

(1970年に第71号第7条で附表2を追加)


附則3


[第31M条]


雇用主または従業員の死亡


(フォーマット変更 - 2017年編集改訂記録第3号)


パートI


雇用主の死


1.

このパートの規定は、従業員に関する限り、雇用主(このパートでは死亡した雇用主と呼ばれる)の死亡に関して有効である。

2.

第31J条は、死亡した雇用主が死亡する前に従業員を雇用した事業の所有権によって生じた変更は、死亡した雇用主の遺産代理人に譲渡される場合には適用されない。

3.

第31L(1)条の規定により、死亡した雇用主の死亡は、本条例の第VA部の目的のための雇用主による雇用契約の終了とみなされる。ただし、以下の状況では、従業員は死亡した雇用主によって解雇されたとはみなされない -

(a)

その雇用契約は、故人の雇用主の遺産代理人によって更新されたか、または新しい雇用契約の下で遺産代理人によって再雇用された。

(b)

更新または再雇用は、死亡した雇用主の死亡後4週間以内に有効になる。

4.

この条例の第VA部の目的上、死亡した雇用主の死亡により従業員が解雇されたとみなされる。死亡した雇用主の遺産代理人が従業員に契約の更新を書面で申し出た場合、または再雇用された場合新しい契約では、オファーに記載されている詳細によると、更新または再雇用は、死亡した雇用主の死亡後4週間以内に有効になり、次のいずれかの状況が発生する可能性がある。

(a)

更新または新規契約の規定(場合によっては)は、雇用される従業員の身元と場所、およびその他の雇用条件に関係なく、死亡直前に有効な契約に準拠している。雇用主の対応する規定は同じである;または

(b)

オファーで指定された詳細に従って、これらの条項が雇用主の死亡直前の有効な契約の対応する条項と全体的または部分的に異なる場合、オファーは従業員の雇用に適したオファーを構成する。

従業員は、上記のいずれかの状況下で不当に申し出を拒否した場合、つまり、この解雇のために遣散費を受け取る権利がない。

5.

第4項の目的のために

(a)

いかなる申し出も、遺産代理人が死亡した雇用主を雇用主として置き換えたという理由だけで行われるものではなく、更新された契約または新しい契約(場合によっては)の規定は、直前に有効だった契約と対応する規定は異なるとされる。

(b)

申し出を拒否することが不合理であるかどうかを決定する場合、上記の代替は考慮されないものとする。

6.

死亡した雇用主の死亡が雇用主によって終了されたとみなされる第31L(1)条の規定により、同条の(2)における第31D(2)条への言及は以下を含むと解釈される。第3項を含む第31D(2)条。

7.

第3項により、死亡した雇用主の死亡後に更新または再雇用が有効になったために従業員が解雇されたとはみなされない場合、

(a)

第31B(1)条の目的上、従業員が必要な期間内に継続的な契約の下で雇用されているかどうかを判断する場合、雇用主の死亡日から更新または再雇用の発効日までの間隔は、死亡した雇用主の遺産代理人によって雇用されたとしてカウントされる雇用期間(この段落に規定がない場合、その期間の間の期間は、その目的のための前述の雇用期間としてカウントされないものとする)。

(b)

第31B(1)条で指定された期間を計算する際、従業員の雇用期間の継続は、間の1週間によって中断されたとは見なされないものとする。

8.

家事手伝いとして雇用されている従業員、個人世帯で働く従業員、または個人世帯に関連する仕事をしている従業員に、第31B(3)条に従ってこの条例のVAを適用するために、この附則のこのパートで参照する遺産代理人とは、売却またはその他の貴重な対価のための財産処分に基づく管理権の譲渡を除き、死亡した雇用主の死亡により世帯の管理権が譲渡された人への言及を含むと解釈される。

9.

この附則のこの部分に別段の定めがある場合を除き、死亡した雇用主の場合 -

(a)

条例のVAでの雇用主によって行われた、または雇用主に関連したことへの言及は、死亡した雇用主の遺産代理人に関連して行われた、または行われたことへの言及を含むと解釈される。

(b)

この条例のVAで、雇用主が行うことを要求または許可されていること、または雇用主に関連して何かを行うことが要求または許可されている場合、このパートに従ってこの附則を経た以下の言及を含むと解釈される。条例のVA内部((a)を含む)の規定が修正され、雇用主の遺産代理人が行うことを要求または許可されていること、または雇用主に関連する何かを行うことを要求または許可されていること。

10.

この附則のこのパートによって修正された条例のVAの規定に従い、死亡した雇用主の遺産代理人が法的に遣散費または遣散費の一部を支払う義務があり、その責任は雇用主の死亡、その後、すべての点で、法的責任は死亡した雇用主の法的責任と見なされなければならず、法的責任は彼の死の直前に発生する。


パートII


従業員の死亡


11.

雇用主が従業員に雇用契約の終了を通知し、通知期間が満了する前に従業員が死亡した場合、この条例のVAは、雇用主が雇用契約の満了を通知することにより契約を正式に終了したかのように適用される。

12.

雇用主が従業員に雇用契約の終了を通知し、雇用契約を更新するか、新しい契約に基づいて再雇用することを申し出た場合、および—

(a)

従業員は、申し出を受け入れるか拒否する前に死亡した。

(b)

従業員が死亡する前に、彼の雇用主は申し出を撤回しなかった。

第31C(2)または(3)条(場合によっては)は、その2つの項の「従業員が不当に申し出を拒否する」という表現が「従業員が申し出を拒否する場合は不合理」に置き換えられるかのように適用される。

13.

従業員が当該日から1か月の期間が終了する前に死亡した場合、第31N条が遺産代理人に対する請求に適用されるが、「3か月」の文言は「6か月」に変更される。

(1985年に第76号第9条で改正)

14.

この附則のこのパートで別途規定されている場合を除き、死亡した従業員については、この条例のVAで -

(a)

従業員によって、または従業員に関連して行われたことへの言及は、死亡した従業員の遺産代理人によって、またはそれに関連して行われたことへの言及を含むと解釈されなければならない。

(b)

従業員が行うことを要求または許可されていること、または従業員に関連することを行うことを要求または許可されていることへの言及は、条例のVAに従ってこの附則を経た以下のことへの言及を含むと解釈される。 ((a)を含む)改訂された規定は、従業員の遺産代理人が行うことを要求または許可されていること、または彼に関連することを行うことを要求または許可されていることを指す。

15.

死亡した従業員の遺産代理人が遣散費を支払う先の従業員の死亡前に権利が発生しなかった場合は、従業員の死亡前に発生したかのように遺産代理人に譲渡する必要がある。

(1974年に第67号第6条で附則3を追加)


附則4


【第72(1)条】


特定の規制


(フォーマット変更 - 2017年編集改訂記録第3号)


項目名


1.労資審裁処条例(第25章)。


2.学徒制度条例(第47章)。


3.労資関係条例(第55章)。


4.往香港以外地方就業合約条例(第78章)。

(2000年に第56号第3条で改正)


5.雇員補償条例(第282章)。


6.職工会条例(第332章)。


7.肺塵埃沉着病及間皮瘤(補償)条例(第360章)。

(1997年に第18号法律公告で改正; 2008年に第6号第37条で改正)


8.小額薪酬索償仲裁処(第453章)。

(1994年に第61号第55条を追加)

(附則4は1984年に第48号第33条で追加)


*附則5


(1997年に第74号第18条で廃止)


編集者注:

*附則5は1998年に第6号第27条で廃止。 1998年6月27日直前の附則5の内容は以下のとおりである。


附則5

対照表

列1 列2

関連する日付の従業員の年齢 関連する日付の従業員の勤続年数

43歳以下 7年

44歳   6年

45歳以上 5年以上


附則6


【第31ZC条】


雇用主の死亡 - 長期服務金


(フォーマット変更 - 2017年編集改訂記録第3号)

1.

この附則の規定は、従業員に関する限り、雇用主(この附則では死亡した雇用主と呼ばれる)の死亡に関連して有効である。

2.

第31Z条は、死亡した雇用主が死亡する前に従業員を雇用した事業の所有権によって引き起こされた変更には適用されない。

3.

第31ZB条の規定により、死亡した雇用主の死亡は、本条例のVBの目的のための雇用主による雇用契約の終了とみなされるが、従業員は解雇されたとはみなされない。次の状況で -

(a)

その雇用契約は、故人の雇用主の遺産代理人によって更新されたか、または新しい雇用契約の下で遺産代理人によって再雇用された。

(b)