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In the relatively short period since their coming into force, the anti-discrimination ordinances (SDO, DDO, FSDO and the recent RDO in 2008) have seen companies in Hong Kong revise their human resources policies, provide internal grievance mechanisms and recognise the legal rights of their employees to work in an environment free of discrimination and harassment.
This has required expenditure of resources on developing policies and practices to ensure compliance with the requirements of the ordinances and to reduce the risk of legal liability.
However, a large proportion of Hong Kong Employers still do not have a written anti-discrimination policy. Bearing this in mind, the potential liability of Employers for acts upon their Employees as well as the increasing number of claims being brought under the anti-discrimination ordinances, here is a situation which we can well anticipate rapid change over the coming years.
This publication will define what acts are considered discriminatory and what acts are not.