香港雇主论坛2025

Agenda Resources Handling Emerging Workplace Challenges in the 21stCentury Scan the QR code orgo topigeonhole.atPasscode:2025HKEF Feedback FormScan the QR codeto provide eventfeedback Tomo MuranushiPartner, Tokyotomohisa.muranushi@bakermckenzie.com Tess LumsdainePartner, Hong Kongtess.lumsdaine@bakermckenzie.com Venus ManSeniorAssociateHong Kongvenus.man@bakermckenzie.com Ken NgSeniorAssociateHong Kongken.kw.ng@bakermckenzie.com Jonathan IsaacsAsia Pacific Chair,Employment &Compensationjonathan.isaacs@bakermckenzie.com Howard ShiuPartner, Taipeihoward.shiu@bakermckenzie.com Sonia WongSpecial Counsel, Hong Kongsonia.wong@bakermckenzie.com Zhao Yang NgLocal Principal, Singaporezhao.yang.ng@bakermckenzie.com Larry ShimAssociate, SeoulBaker McKenzie KLP JVlawrence.shim@bakermckenziekorea.com Insights to support you The Global EmployerHorizon Scanner Global EmploymentResource Suite Global Employment &Compensation Legal Updates Subscribe: Asia PacificEmployment Updates bMobile: Full-service cross-border mobility solution Workforce RedesignLegal Updates Global Private M&A Guide Reductions in Force HR Compliance HealthCheck Key Employment Law Trends and Developments (Asia Pacific, Q2 2025) Movements to grant protectionsto non-employees Changing geo-political landscape Expansion of benefits ID&E related enhancements ▪Japan: Employers with more than 50employees are required to enroll part-timeemployees in social insurance, effective1 October 2024.▪Vietnam: The New Law on SocialInsurance, effective 1 July 2025 broadensthe scope of compulsory social insurancesubjects including foreign employees.▪Philippines: Automatic coverage of soloparents and their children/dependents tothe National Health Insurance Programpursuant to PhilHealth Circular inSeptember 2024.▪Malaysia: Increase in wage ceiling forSocial Security Organization (SOCSO)related contributions effective 1 October2024. Additionally, effective 1 July 2024, allforeign employees in Malaysia mustcontribute to the SOCSO InvalidityScheme. Employees' Provident Fundcontribution rate for foreign employeestobe introducedsoon and set at 2%.▪Mainland China: Statutory retirement agewill gradually increase over 15 years(starting from 1 January 2025). Also, anincrease in statutorypublic holidays from 11to 13 days, effective 2025.▪Hong Kong: Abolishment of MPF set-offmechanism, effective 1 May 2025.▪Thailand: Employers with more than 10employees must register their employeeswith the Employee Welfare Fund (unlessthe employer has already set up aprovident fund for its employees or aseparate support program for itsemployees in the event of employmentcessation or death). Fund contributionscommence on 1 October 2025. ▪Employers making changes to "right size"their businesses. Particularly challenging injurisdictions where unilateral termination ofemployment is difficult e.g.,Japan,Indonesia,South Korea,mainland ChinaandPhilippines.▪Immigration law/policy changes to protectlocal workforces e.g.:▪Indonesia: Constitutional Court DecisionNo.168/PUU-XXI/2023: Prioritizingemployment of Indonesian workers.▪Singapore: Fair ConsiderationFramework: Job advertisingrequirements and requirement toconsider workforce in Singapore fairly forjob opportunities.▪Malaysia: 1:3 Internship Policy:companies with approval for certainexpatriate employment passes arerequired to offer up to three internship orwork-based learning placements for localtalent for each employment passapproved. Official implementationcommences on 1 January 2026.▪Philippines: New Regulations onEmployment of Foreign Nationals: Newrequirements for a Labor Market Testand implementation of a SkillsDevelopment Program / UnderstudyTraining Program to transfer skills toFilipino workers.▪Minimum wage increases in 2025 inHong Kong,Indonesia,South Korea,Malaysia,TaiwanandThailand. ▪Singapore: The Platform Workers Actprovides new protections for platformworkers covering work injurycompensation, CPF contributions andrepresentation rights, effective1 January 2025. ▪Singapore: Second part of WorkplaceFairness Act expected to introduce soon,with the whole legislation to come into forcein 2026/27.▪Several APAC jurisdictions requireemployers to take proactive steps toprevent sexual harassment in theworkplace e.g.,Australia,Hong Kong,Japan,mainland ChinaandTaiwan.▪Japan: Anti Customer HarassmentOrdinance in Tokyo (effective April 2025):employers expected to take measures toprotect employee health and safety.▪Thailand: The Marriage Equality Act cameinto effect on 23 January 2025, legalizingsame-sex marriages and granting same-sex spouses the same legal rights as thosein a heterosexual marriage.▪Taiwan: Guidelines for Preventing IllegalHarm While Performing Duties 4th Edition(effective Feb 2025): specifies potentialworkplace harm behaviors with examples.▪Increase in family friendly rights e.g.:▪Australia: Increase in Paid ParentalLeave from 22 weeks to 24 weeks,effective 1 July 2025.▪South Korea: Enhancements tochildcare