香港人员聘用合同

篇一：香港雇佣合同样本

香港书面雇佣合约

书面雇佣合约清楚列明雇主与雇员的权益，提醒劳资双方履行合约上的责任，有助避免劳资纠纷。为协助雇主与雇员订立书面雇佣合约，本处特别编印了一份「雇佣合约样本」，供雇主及雇员参考。

该样本主要涵盖雇员在《香港雇佣条例》下可享有的法定权益及保障。有关这些权益或保障的领取资格及其他详情，请参阅《香港雇佣条例》的原文或本处编印的《香港雇佣条例简明指南》篇二：香港雇佣合同范本(英文)

sample employment contract

this contract of employment is entered into between (hereinafter

(hereinafter referred to as ‘employee’)

referred to as ‘employer’) andon

under the terms and conditions of employment below :

effective from

? until either party terminates the contract. ? for a fixed term contract for a period of * day(s) /week(s) / month(s)/ year(s), ending on .

? yes

* day(s) / week(s)/ month(s)

2. probation period? ? no

3. position and

section employed 4. place of work 5. working hours?

6. meal break?

7. rest days

? f ixed, at

from

and

? shift work required,fromor

days per week,

*am/pm to*am/pm to

hours per day

*am/pm to*am/pm to

hours per day

*am/pm *am/pm

*am/pm *am/pm

? s hift work required, at working day(s) per *week/ month, totallinghour(s). ? others (details of the arrangement on working hours and total working hours) ? fixed, from ? not-fixed, at

*am/pm to

*am/pm, *with/without pay

*minutes/hour(s) per day, *with/without pay

meal break *is/ is not counted as working hour(s).

, *with / without pay

? on every

? on rotation,day(s) per *week/month, *with / without pay (the employee is entitled to not less than 1 rest day in every period of 7 days)basic wages of $per * hour/

day /week/month; plus the following allowance(s) : ? meal allowance of $ ? travelling allowance of $

per * day / week/ month per * day / week/ month

8. wages(a) wage rate?

(b) overtime pay?

? attendance allowance of $

(details of criteria and calculation of payment)

(amount)

(amount)

(details of criteria and calculation of payment and date of payment)

? at the rate of $ per hour

? at the rate according to *normal wages / ? every month, on _ ___________ day of the month

for wage period from

day of the month to

% of normal wages

day of *the month/ the following month.

(c) payment of

wages & wage period(s)?

? twice monthly, payable on (i) day of * the month / following month

for wage period from for wage period from

day of the month to day of the month to

day of *the month/ the following month. day of *the month/ the following month. (ii)

day of * the month / following month

*day(s)/week(s)

to

9.

? once for everyfor wage period from

.

holidays? the employee is entitled to:

? statutory holidays as specified in the employment ordinance ? public holidays ? plus other holidays (please specify)

10. paid annual

leave?

11. maternity

benefits?

? the employee is entitled to paid annual leave according to the provisions of the employment ordinance (ranging from 7 to 14 days depending on the employee’s length of service). ? the employee is entitled to the following paid annual leave according to the rules of the

- if the number of sickness days taken is ______ day(s) or below, an appropriate medical certificate in support of the sick leave *is /is not required.

- if the number of sickness days taken is ______day(s) or more, an appropriate medical

certificate in support of the sick leave is required. ? others (please specify) 2/4

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12. sickness

allowance?

?

please put a “?” in the clause(s) as appropriate * please delete the word(s) as inappropriate13. termination of a notice period of* day(s) /week(s)/ month(s) oremployment an equivalent amount of wages in lieu of notice (notice period not less than 7 days). contract? during the probation period (if applicable) :- within the first month : without notice or wages in lieu of notice

- after the first month : a notice period of * day(s)/ week(s)/ month(s)

or an equivalent amount of wages in lieu of notice (notice period not less than 7 days).14. end of year payment?

? specified period : from _______________ to _____________ payment is to be made within * calendar /lunar year.

month’s basic/ normal

15. mandatory the employer and the employee are to make contributions towards the mandatory provident

provident fund fund scheme in accordance with the requirements specified in the mandatory provident fund scheme? schemes ordinance.

16. work

arrangementsduringtyphoon?

? in addition to the mandatory contribution, the employer provides monthly voluntary contribution to the mandatory provident fund scheme * in the amount of $ / at a rate of % of the employee’s monthly wages.

? in addition to the mandatory contribution, the employee provides monthly voluntary contribution to the mandatory provident fund scheme * in the amount of $ / at a rate of % of the employee’s monthly wages. ? the employee is required to work when typhoon signal no.8 or above is hoisted. in addition to wages, the employee is entitled to * typhoon allowance / travelling allowance at $ or % of normal wages. ? the employee is not required to work when typhoon signal no.8 or above is hoisted and no wages will be deducted during the period. the employee is required to resume duty if the typhoon signal no.8 is lowered not less than hours before close of working hours. ? the employee is required to work when black rainstorm warning is hoisted. in addition towages, the employee is entitled to * rainstorm allowance / travelling allowance at $ or % of normal wages. ? the employee is not required to work when black rainstorm warning is hoisted and no

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17. work

arrangements

during black rainstorm warning?

18. others

?

please put a “?” in the clause(s) as appropriate * please delete the word(s) as inappropriatethe employer and the employee hereby declare that they understand thoroughly the above provisions and agree to sign to abide by such provisions. they shall each retain a copy of this contract for future reference.

signature of employee

name in full :hk i.d. no :

date :

?

please put a “?” in the clause(s) as appropriate * please delete the word(s) as inappropriate signature of employer or employer’s representative

name in full : position held :

date :

4/4

(7/2012)篇三：香港雇佣条例及其实践

香港雇佣条例及其实践

梁宝霖

香港社会保障学会会长

香港的人口数很少，只有750万，但是打工仔差不多有一半。劳动人口是很重要一部分。?失业人口大概13万，但这是官方的表面数字，跟内地一样，很多妇女没有工作，不算是失业者，所以说官方的统计有很大的问题。还有香港称为非充分就业的情况，就是每个礼拜工作一段时间就算是就业，所以我们称为：非充分就业，这样的人是很多很多的。

?香港的人均gdp是23万美元，每个月相当于两万元，但是大部分香港的人挣不到这样多的钱。香港的中位工资是1万/月，平均工资是1.6万/月，很多打零工的年轻人，像在7-eleven 工作的这些打工仔的工资，只有7000元/月，甚至6000元/月都有。香港与内地一样，贫富差距是很厉害的。所以人均gdp $233,000这个数字是假的，李嘉诚这样的有钱人每分钟都不只23万。就业贫穷约32万户大概是13.8%。

?我们说就业贫穷，都是些官方数据。贫困工资香港没有这方面的统计，也不愿有这方面的统计。为什么呢？因为我们有这个定义之后，政府要给他们补贴，贫穷线下的人口，政府要帮他们，这样政府就害怕了，花在穷人身上的钱很多，所以官方的贫穷线不一样，是很低很低很低的，约6000多元/月。国际劳工标准是贫困工资一般是7、8千元/月。这个标准之下的政府要补贴他们。8千/月在香港不能养活一家四口，所以一般的家庭一般都是有两个工作人员，夫妻俩人都工作才能负担两个孩子。

?政府统计的综援282,932 案，大部分都是老人家。70岁

的老人就能拿到综援金，大概是2000元/月。收入低、家庭人数多的也能拿到综援金，内地称作社会救助。现在的问题是金融危机来了，这个数目明年可能会增加，这是个很大的危险。?拿伤残津贴的工伤事故的有124,527 案。老人金和伤残

金是没有经济审查的，比如说断了手后，即使有100万在银行，也可以拿伤残津贴。但是综援金是要经济审查的。

?工伤事故43,979人，这与以前不同。以前香港工业发展

的时候，有很多工伤事故，现在香港工业转型后多是第三产业，第三产业是不常见工伤事故的，像从事it叶的人可能腰酸背痛多，但是这一类算不算是工伤事故是很难判定的。然而断手断脚是很容易被认定为工伤事故的。

?香港有工会755个，会员是70万人，参加工会的人是

21%，在亚洲地区比较来看是很高的。但是大部分是公务人员，固定工作人员。所以工会比较强。但是非充分就业，像7-eleven、便利店、家庭工人都很少参加。所以弱势群体很少有保障，没有工会一类的social politic帮他们。强势的打工仔、打工妹有工会帮他们。?去年劳资纠纷有124宗，劳动争议有21,649 宗，罢工有

3 宗。其中建筑工人罢工36天。

?《国际劳工公约》香港有41条，内地25条。在一国两

制下，香港不一定要和内地一样，香港有自主的权利通过不同的公约。最低社会保障等重要的都没有通过。表面看，香港通过的条数比内地多，但是质量的比较还没有明确的结论。

1. 合约、

2. 工资、

3. 休息、假期

4. 津貼、

5. 解僱，最先规定的有这5类。这是最基本的保障。后来又发展了。又加上其它的，如长服金等。当时通过的是框架式的。所以我们谈劳动法，第一个问题是：谁受保障，谁不受保障。打工仔有很多种打工仔，香港有个概念跟国内不一样，我们叫雇佣关系，内地叫事实劳动关系。雇佣关系即老板和工人的关系，内地说用人单位，香港没有这个概念。用人单位的范围窄。香港是很广泛的。香港的连续性合约，4个星期，每个星期最低工作18小时，否则不在《雇用条例》保障之内。以前还有个蓝白领的问题，主要通过劳动法保障蓝领的工人。因为假设白领的谈判能力是很好的。所以以前很多条例法规都是保护蓝领工人。现在则是都受保护，主要都是打工仔，都有雇佣关系。

长期服务金，这个是80年代左右的。老板炒工人鱿鱼，解除劳动关系，是很简单的。只要提前一个月通知就行。如果在劳动合同中约定了的话，甚至于7天提前通知就能解除劳动关系。所以很多工人很不满意，工人工作了十年，七天就能让他滚蛋。1970年代，很多工厂倒闭，工龄长的工人很不满意，就有了遣散费。遣散费相当于内地的经济补偿金，在下列情形下可以领取：1、停业或者打算停业而解雇工人；2、对某类工作岗位的需求减少而解雇工人；

3、在连续4星期的期间内停工超过二分之一；或者在连续26星期内，停工超过三分之一；

4、因工作场所搬迁而解雇工人或对工人构成严重困苦。连续工作满24个月后，遇到上述情形，工人都可以申请遣散费。但是工人仍然不满意，因为解雇不一定是裁员，还有其他原因。老板可以炒鱿鱼，而避免支付遣散费。工人很不满意，所以有了长期服务金制度，公司没有减人、裁员，也要付同样的赔偿。香港称为unfair dismissal，不公平解雇。长期服务金和遣散费的计算方式是一样的，每年可以拿三分之二的月薪，最多不能超过12个月的工资。还有强积金，雇主及雇员各按雇员每月收入的百分之五缴纳。这些是70年代加上去的，工人多了一些保障。还有就是反歧视，不能超炒怀孕女性的鱿鱼。工伤事故的人，不能炒鱿鱼。在香港老板总有办法解雇工人，只要给合理的赔偿就可以。跟国内的国营企业不一样。

香港政府说香港的劳动法不低于相同发达程度的国家。另外一个是工业转型，以前是低就业。当时的劳动法主要是因为蓝领白领的问题，现在都没有了。因此劳动法规应该与时俱进。还有就是内地开放了，假如明天10万香港来内地工作，一个星期后回去。那这些人是适用香港的劳动法还是内地的劳动法？最简单的方法就是看劳动合同，如果他们