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Hong Kong Statutory Maternity Leave to be Extended to 14 Weeks

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Earlier, the chief executive, Mrs Carrie Lam, has proposed to extend the maternity leave in The Chief Executive’s 2018 Policy Address. The government will be responsible for the additional 4 weeks’ maternity leave. Employers can apply to the government for the extra maternity leave pay, capped at HK$36,822 per employee. The Legislative Council has at the Third Reading cleared the bill that extends statutory maternity leave to 14 weeks by a vote of 54 votes in favor, none against, and 2 abstentions.

Some members have proposed to change the definition of “miscarriage” in the Employment Ordinance shortened from 28 weeks to 24 weeks. Thus, a female employee who suffers a miscarriage at or after 24 weeks of pregnancy will be entitled to maternity leave under certain conditions. The Secretary for Labour and Welfare,  Dr. Law Chi Kwong said it was estimated that about 27000 employees would benefit from the legislation.

He continued to emphasize that although the amendment of the legislation will cause manpower pressure on employers, it is necessary to extend maternity leave from the perspective of social welfare, family relations, women’s rights and interests, and physical and mental health.

Therefore, for employers, it is necessary to adjust the leave policy for female employees with the latest legislation! Of course, when a female employee is before, during, and after maternity leave, an employer should have certain management methods and processes for the job handover. 

The leave management function of Workstem keeps up with the latest labor laws. Employers or HR do not need to keep an eye on the changing laws and revise numerous excels, which makes it more convenient for employees to ask for leave and improve the efficiency of HR management.



(The article on this website is intended to be for reference and general information purposes only. Workstem does not warrant or represent that such information is complete, accurate or up to date. It should not be treated as a complete and authoritative statement of law or court practice, or a substitute for professional legal advice.)

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