ENHANCING STATUTORY PROTECTION AND RIGHTS OF PRECARIOUS WORKERS

ENHANCING STATUTORY PROTECTION AND RIGHTS OF PRECARIOUS WORKERS IN HONG KONG 加強香港零散 的 法定保障和權益 INSPIRATIONS FROM FOREIGN EXPERIENCES 外國經驗的啟示

STATUTORY PROTECTION AND RIGHTS AND OF PRECARIOUS WORKERS IN HONG KONG 香港零散 的法定保障和權益 • Number of precarious workers • 零散 的人數 • Statutory protection and rights available to precarious workers • 零散 可享有的法定保障和權益 • Feasible legislative proposals • 可行的立法建議

WHAT IS PRECARIOUS WORKERS 何為零散 • Different names highlight different characteristics • 不同名稱突出不同的特徵： • Precarious workers: fragmented, non-permanent work arrangements or relationships • 零散 ：零碎、非長期的 作安排或關係 • Marginal or vulnerable workers: poor working conditions and bargaining power • 邊緣或弱勢勞 ：較差的 作待遇和議價能力 • Informal or non-standard workers: working arrangements outside the mainstream model • 非正規或非標準 ：主流模式以外的 作安排 • Precarious jobs are not "permanent workers. " • 零散 不是「長 」

STANDARD WORKING ARRANGEMENTS 標準 作安排 • Established employment relationship between the two parties • 雙方存在僱傭關係 • There is no statutory definition • 沒有成文法定義 • Dual classification: Employee or self-employed • 二元分類：僱員抑或自僱 • Employment relationship is a continuous contract • 僱傭關係屬連續合約 • 4. 18 Provision: 4 consecutive weeks of employment, 18 hours per week or more • 4. 18規定：連續受僱 4星期、每星期 作 18小時或以上 • No fixed term contract • 合約沒有固定期限 • Monthly Renewal Automatically • 自動按月續期

MAIN CATEGORIES OF PRECARIOUS WORKERS 零散 主要類別 • Self-employed persons or self-employed workers • 自僱人士或自營作業者 • Part-time workers (less than 5 days per week, less than 6 hours of work per day, or less than 30 hours of work per week) • 兼職 (每周 作少於 5天、每天 作少於 6小時，或每周 作少於 30小時) • Temporary workers (employed on a daily basis or employed for a period of less than 60 days) • 臨時 (按日受僱，或受僱期少於 60天) • Fixed term contracts • 固定期限合約

NUMBER OF PRECARIOUS WORKERS 零散 人數 • The Government's statistics on precarious workers are also quite fragmented, and it is difficult to accurately assess the number and trends • 政府有關零散 的統計也相當零散，要準確評估人數和趨勢是有一定難度 • General Household Survey • 綜合住戶統計調查 • Occasional special reports on part-time and temporary workers • 不定期的兼職和臨時 專題報告 • Only major occupations are taken into accounts • 只計算主要職業 • Income and Working Hours Statistics • 收入和 時統計調查 • Private and public sector positions (excluding government and domestic workers), covering approximately 85% working people (excluding foreign domestic workers) • 私營及公共機構職位 (不包括政府及家務 )，大約涵蓋85%勞動人口 (不包括外籍家務 ) • Number of part-time, temporary and fixed-term contract posts • 兼職、臨時及固定期限合約職位數目

自僱人士數目在 2000年前一直維持在 14 -15萬人之間，其後一度飆升至 25萬人，之後再回 落至 2018年第二季的大約22萬人 THE NUMBER OF SELF-EMPLOYED PERSONS REMAINED BETWEEN 140, 000 TO 150, 000 PEOPLE BEFORE 2000. THEN SOARED TO 250, 000 AT ONE TIME, BEFORE FALLING BACK TO ABOUT 220, 000 IN THE SECOND QUARTER OF 2018

兼職 人數持續上升，由 1982年的不足 6萬人，增至 2018年的超過21萬 人 THE NUMBER OF PART TIME WORKERS ALSO CONTINUED TO RISE, FROM LESS THAN 60, 000 IN 1982 TO MORE THAN 210, 000 IN 2018

臨時 人數由 2009年的不足 7萬人，增加至 2018年的接近 10萬人 THE NUMBER OF TEMPORARY WORKERS INCREASED FROM LESS THAN 70, 000 IN 2009 TO NEARLY 100, 000 IN 2018

建造業是聘用最多臨時 的行業，在 2018年超過4萬名建造業 人屬臨時僱用性質，佔所有臨時 的 42% THE CONSTRUCTION INDUSTRY IS THE INDUSTRY EMPLOYING THE LARGEST NUMBER OF TEMPORARY WORKERS, AS OF 2018, MORE THAN 40, 000 EMPLOYEES IN THE CONSTRUCTION INDUSTRY WERE OF A TEMPORARY EMPLOYMENT NATURE, ACCOUNTING FOR 42% OF ALL TEMPORARY WORKERS

固定期限合約僱員人數一直維持在 21 -24萬的水平，其中教育及公共行政有1/3職位屬固定 期限合約 THE NUMBER OF FIXED-TERM CONTRACT EMPLOYEES HAS BEEN MAINTAINED BETWEEN 210, 000 TO 240, 000, OF WHICH 1/3 POSTS IN EDUCATION AND PUBLIC ADMINISTRATION ARE FIXED TERM CONTRACTS

NUMBER OF PRECARIOUS WORKERS 零散 人數 • 2018 second quarter: 220, 000 Self-employed, 220, 000 part-time, 100, 000 temporary workers, 240, 000 fixed term contract • 2018年第二季：自僱 22萬人、兼職 22萬人、臨時 10萬人、固定期限合約24萬人 • Total 770, 000 persons, accounting for 21. 6% of the workforce (excluding foreign domestic workers) • 合計77萬人，佔勞動人口(不包括外籍家務 )的21. 6% • Slightly lower than the EU 28 level (2014 about 25%) • 稍低於歐盟 28國水平 (2014年大約25%) • However: the employment protection of Hong Kong’s “permanent workers” is much lower than that of the EU. Employers can dismiss "permanent workers" at any time and at will for a one months ' notice and payment of severance compensation (if the employee concerned is entitled) • 但：香港「長 」的職業保障遠低於歐盟，僱主只須一個月通知，及支付離職補償 (如 有關僱員符合資格的話)，即可隨時及隨意解僱「長 」 • Use of precarious work arrangements: avoiding the payment of employees ' statutory rights and interests, more flexible considerations • 採用零散 作安排：逃避支付僱員法定權益，多於彈性考慮

STATUTORY PROTECTION AND RIGHTS 法定保障和權益 • Workers are entitled to what types of statutory protections and benefits depend on 3 conditions: employment status, continuous employment contract (4. 18 employees), and seniority threshold • 人可享有哪些法定保障和權益，取決於 3個條件：僱傭身分、連續僱傭合約 (4. 18僱員 )，以及年資門檻 • Basic statutory protections (such as wage protection, occupational safety and health, participation in trade union rights), applicable to all employees • 基本法定保障 (如 資保障、職業安全及健康、參加 會權利)，適用於所有僱員 • Statutory rights or benefits (such as rest days, statutory holidays, maternity leave), applicable only to 4. 18 employees • 法定權益或福利 (如休息日、法定假日、分娩假)，只適用於 4. 18僱員 • Improved statutory rights or benefits (such as paid statutory holidays, paid annual leave, paid maternity leave, severance payment, long service payment) applicable only to 4. 18 employees who have reached the designated seniority threshold or improve in accordance to seniority • 較好的法定權益或福利 (如有薪法定假日、有薪年假、有薪分娩假、遣散費、長期服務 金)，只適用於達指定年資門檻的4. 18僱員，或隨年資遞增

VARIOUS STATUTORY PROTECTION AND RIGHTS AND INTERESTS 部分法定保障和權益 Self-employed 自僱 Non-4. 18 Employees 非 4. 18僱員 4. 18 Employees (seniority) 4. 18僱員 (年資) 歧視條例保障 Discrimination Ordinance Protections Y Y Y 欠薪保障 Protection of unpaid wages N Y Y 歧視 會保障 Discrimination against trade union N Y Y 傷補償 Compensation for injury at work N Y Y 法定最低 資 Statutory minimum wage N Y Y 休息日 Rest days N N Y 有薪假日 Paid holidays N N Y (3個月) (3 months) 有薪病假 Paid sick leave N N Y (1個月) (1 month) 有薪產假 Paid maternity leave N N Y (40星期) (40 weeks) 遣散費 Severance payments N N Y (2年) (2 years) 不合理解僱民事補救 Civil remedies for unreasonable dismissal N N Y (2年) (2 years)

STATUTORY PROTECTION AND RIGHTS 法定保障和權益 • Precarious workers, workers with self-employment, non 4. 18 workers or workers who do not meet the threshold of a designated seniority are not entitled to all or part of the statutory protection and rights • 零散 或因自僱身分、或因不符合4. 18規定、或因未達指定年資門檻，未能 享有全部或部分法定保障和權益 • There is no social insurance system in Hong Kong, most employees ' rights are paid by individual employers themselves, and many precarious workers are unable to enjoy better statutory rights because they do not reach the threshold of seniority • 香港沒有實行社會保險制度，大部分僱員權益由個別僱主自行支付，不少零 散 因未達年資門檻而無法享有較好的法定權益 • False precarity: Employers deliberately design contract terms or work arrangements to evade payment of employees ' rights or benefits • 假零散：僱主刻意設計合約條款或 作安排，藉此逃避支付僱員權益或福利

SELF-EMPLOYED PERSONS 自僱人士 • Labour legislation such as the Employment Ordinance, the Minimum Wage Ordinance and the Employees ' Compensation Ordinance does not apply to self-employed persons • 《僱傭條例》、《最低 資條例》、《僱員補償條例》等勞 法 例，不適用於自僱人士 • The four anti-discrimination legislations apply to self-employed persons (any work or labour performed by an individual in person) • 四條反歧視法例適用於自僱人士 (由個人親自進行任何 作或勞動 ) • The Mandatory Provident Fund scheme also applies to selfemployed persons, and contributions may be deducted from the assessable income • 強制性公積金計劃亦適用於自僱人士 ，供款可在評稅收入中扣除

SELF-EMPLOYED PERSONS 自僱人士 • Must lodge claims at the court by themselves to recover unpaid renumeration • 如被拖欠報酬，須自行入稟法庭追討 • No income protection during illness or injury • 疾病或 傷期間沒有收入保障 • May be liable for civil liability for negligence or misconduct at work • 可能因為 作期間疏忽或過失而需要負上民事責任 • Employment agency fees are not regulated • 職業介紹收費不受監管

FALSE SELF-EMPLOYED 假自僱 • Employers taking into account the factors previously considered by the court, deliberately design the terms of contract or working arrangements in an attempt to disguise the real employment relationship, • 僱主參考法庭曾經考慮的因素，刻意設計合約條款或 作安排，企圖掩飾真 正的僱傭關係 • Cleaning companies require workers to bring their own waste plastic bags, logistics companies require drivers to apply for business registration, contract terms indicate that there is no mutual responsibility to provide or accept work • 清潔公司要求 人自備垃圾膠袋等物資、物流公司要求司機申請商業登記、 合約條款指明沒有相互責任提供或接受 作 • Although legally, "false self-employment" is protected by labour laws such as the Employment Ordinance, many workers suffer losses due to lack of awareness of their due rights and interests • 雖然法律上「假自僱」受《僱傭條例》等勞 法例保障，但不少 人因認知 不足，未有意識到自己應有的權益而蒙受損失

PART TIME WORKERS 兼職 • If it complies with the 4. 18 requirement, part time workers may also enjoy statutory rights and benefits under the law as a full-time employee • 如符合4. 18規定，亦可如全職僱員般，根據法例享有法定權益和福利 • Non-4. 18 employees who have served the same employer for many years are not entitled to paid leave, sick leave, maternity leave, severance payment and other benefits; in 2009, about 5, 700 non-4. 18 employees served the same employer for more than 5 years • 非 4. 18僱員即使為同一僱主服務多年，亦不可享有有薪假期、病假、產假、 遣散費等權益；在 2009年，約有5, 700名非 4. 18僱員為同一僱主服務超過5年 • Employers deliberately schedule one week of work to be less than 18 hours in every 4 consecutive weeks, in 2009, about 16, 000 people were unable to meet the 4. 18 rule as a result • 僱主刻意設計 作更表，每連續四個星期中，安排其中一個星期 作少於 18 小時；在 2009年，約有16, 000人因此一直無法符合4. 18規定

TEMPORARY WORKERS 臨時 • Failure to enjoy most of the statutory rights or benefits if designated seniority threshold is not met • 未達指定年資門檻，不能享有大部分法定權益或福利 • Except for the construction and catering industries, employers are not required to make compulsory MPF contributions • 除建造及飲食業外，不受強積金計劃保障，僱主毋須作強制供款 • Since domestic helpers and temporary workers (especially those employed on a daily basis) often do not have mutual responsibility to provide and receive work, they are more likely to be falsely defined as non-employees • 由於傭用方與臨時 (尤其是按日受僱) 通常沒有提供和接受 作 的相互責任，較易被錯誤界定為非僱員

FIXED TERM CONTRACTS 固定期限合約 • What legal benefits or rights are available to an employee of a fixed term contract, depend on the length of his or her continuous employment • 固定期限合約僱員可享有哪些法定福利或權益，取決於其連 續受僱的年資 • Even if an employee is employed under multiple fixed term contracts by the same employer, the length of service can be calculated cumulatively as long as there is no interruption in the continuity of employment between contracts (in accordance with the 4. 18 requirement) • 即使按多個固定期限合約受聘於同一僱主，只要合約之間僱 傭連續性沒有中斷 (符合4. 18規定)，其服務年資仍可累積計 算

FIXED TERM CONTRACTS 固定期限合約 • An employer may not dismiss a “permanent employee” during pregnancy, sick leave or work injury leave, or as a result of his or her participation in a trade union, otherwise is a criminal offence; a "permanent employee" who has been dismissed may also lodge a claim for civil remedy with the employer • 僱主不可在「長 」懷孕、病假或 傷期間，或因參加 會而將其解僱，否 則即屬犯罪；而被解僱的「長 」亦可向僱主提出民事補救申索 • If a fixed-term contract employee’s contract is not renewed under the above circumstances, It is not a criminal offence as long as the employer pays for maternity, sick leave or injury allowance (if applicable), and the employee is not entitled to file a civil claim • 固定期限合約僱員如在上述情況下約滿而不獲續約，只要僱主支付分娩、病 假或 傷津貼 (如有的話)，則不屬刑事罪行，僱員亦無權提出民事索償

FIXED TERM CONTRACTS 固定期限合約 • Employees are employed on a number of discontinuous fixed-term contracts, and since the period between contracts does not meet the 4. 18 requirement, the continuous length of employment of employees is interrupted and must be restarted when the new contract comes into effect. Under such circumstances, the employee is unable to reach the designated seniority threshold 按多個不連續固定期限合約聘用僱員，由於兩個合約之間 的期間不符合4. 18規定，員 的連續受僱年資因此被中斷，在新合約生效時 須重新計算，令僱員無法達到年資門檻 • Most outsourced workers, even if they have served in the same position for many years, are nominally employed by different contractors and are therefore unable to reach the threshold of seniority • 大多數外判 人，即使在同一崗位服務多年，但名義上卻受聘於不同承辦商， 因此無法達到年資門檻

DISPATCH AND AGENCY WORKERS 派遣 / 中介 • Labour dispatch or employment agencies employ workers on employment, service or commercial contracts • 勞務派遣或中介公司按僱傭、服務或商業合約聘用 人 • Dispatch or employment agencies provide workers to customers on commercial contracts • 派遣或中介公司按商業合約為客戶提供勞動力 • Workers’ duties are assigned and supervised by clients, but there is no contractual relationship between the two • 人的 作由客戶指派和監督 ，但兩者沒有合約關係 • Triangle Relationship: • 三角關係： • Is there an employment relationship? • 有沒有僱傭關係？ • If so, who is the employer? • 如有，誰是僱主？

THE SIMILARITIES AND DIFFERENCES BETWEEN OUTSOURCED AND AGENCY WORKERS 外判 與中介 的異同 外判 Outsourced workers 派遣 / 中介 Dispatch/agency workers 公司與客戶關係 Business and customer relationship 商業合約 Commercial Contracts 公司與 人關係 Relationship between businesses and workers 僱傭關係 Employment relationship 僱傭、服務或 商業合約 Employment, service or Commercial Contracts 沒有合約關係 No contractual relationship 指派和監督 作 Duties assignment and supervision 外判公司 Outsourcing company 客戶 Client 職業安全責任 Responsibility for Occupational Safety 外判公司 Outsourcing company ？ 客戶與 人關係 Clients and worker relations

FEASIBLE LEGISLATIVE PROPOSALS 可行的立法建議 • Enhancing the protection of precarious workers is still not on the government's agenda, and even the statistics on precarious workers have not been compiled • 加強保障零散 仍然不在政府議程，甚至連零散 的統計數 字也沒有編制 • The enactment or amendment of legislation is only one of the steps to enhance the protection of precarious workers, trade union organizing is also indispensable • 訂立或修改法例，只是加強保障零散 的其中一個環節， 會組織 作亦不可或缺

FEASIBLE LEGISLATIVE PROPOSALS 可行的立法建議 • Expand the scope of application of existing legislation to include all or part of the precarious workers in its protection • 擴大現行法例的適用範圍，將全部或部分零散 納入保障 • Prohibition or restriction of the use of certain precarious working arrangements by enterprises • 禁止或限制企業採用某些零散 作安排 • To pass additional legislation or to establish new categories in the existing legislation so that certain precarious workers may enjoy all or part of the statutory protection • 另訂法例或在現行法例中設立新的類別，令某些零散 可享有全 部或部分法定保障

SELF-EMPLOYED PERSONS 自僱人士 • A clear legal definition of an employee would make it easier to rule that a "self-employed person" who has no employee status but is ”entitled" of protection should be included in the scope of application of the law • 明文界定僱員的法律定義，將較易被裁定沒有僱員身分，但又「值得」保障 的「自僱人士」，納入法例的適用範圍 • France has added provisions to the labour legislation to presume that workers in certain occupations (such as sales, journalists, entertainers and models, etc. ) belong to the status of employees • 法國在勞 法例加入條文，推定從事某些職業的 人 (如上門推銷、記者、藝 人和模特兒等) 屬僱員身分 • Germany amended its social security legislation in 1999 to specify that any person who meets three of the five conditions is defined as an employee • 德國則在 1999年修訂社會保障法例，指明任何人只要符合五項條件的其中三 項，即界定為僱員

SELF-EMPLOYED PERSONS 自僱人士 • Prohibit employer to inflict loss to an employee in the form of a false self-employment contract (Sham contacting) • 禁止僱主以假自僱合約形式 (sham contacting) 令僱員蒙受損失 • Australian Fair Work Act 2009: • 澳洲 Fair Work Act 2009： • An employer may not distort a genuine employment relationship with a service contract and prohibit an employer from forcing an employee to accept a self-employment contract by way of dismissal or threat of dismissal • 僱主不得以服務合約扭曲真正的僱傭關係，並禁止僱主以解僱或威脅解僱方式逼使僱員 接受以自僱合約受聘 • If an employer violates the relevant provisions, the employee may lodge a claim for civil remedy • 僱主如違反有關規定，僱員可提出民事補救申索 • Key persons assisting employers in acting may also be liable for legal liability • 協助僱主行事的主要人員，亦可能需要承擔法律責任

SELF-EMPLOYED PERSONS 自僱人士 • Can the "Employee/self-employment" classification cope with the increasingly complex and varied pattern of work arrangements • 「僱員 / 自僱」分類能否應對日益複雜多變的 作安排模式 • In the 1990 s, the United Kingdom began to supplement worker categories: • 英國在 1990年代中開始增設「 人」(worker) 類別： • • Any person who, under a contract or other arrangement, works or provides services for another person in person and the other person is not his customer or client shall be a "worker" • 任何人如根據合約或其他安排，親自為另一人 作或提供服務，而該另一人並非其顧客或客戶，該人 即屬「 人」 • Entitled to minimum wage, security of unpaid wages, paid leave, maximum working hours, rest periods and statutory safeguards against discrimination • 可享有最低 資、欠薪保障、有薪假期、最高 時、休息時段，以及免遭歧視等法定保障； • However, it is not entitled to a notice period for termination of contract, protection from unfair dismissal, paid sick leave, paid maternity leave or paternity leave, and statutory employee benefits such as severance payments • 但不能享有終止合約通知期、免遭不公平解僱、有薪病假、有薪產假或侍產假，以及遣散費等法定僱 員權益 西斑牙：其 75%或以上收入來自單一客戶，可享有不合理解僱補償、有薪年假，以及集體談判權等法 定保障

SELF-EMPLOYED PERSONS 自僱人士 • The New York City Freelancer Isn’t Free Act, which came into effect in 2017: • 2017年生效的美國紐約市 Freelance Isn't Free Act： • Fundamental legal safeguards, including written contracts, recovery of remuneration, and the right to be free from reprisals • 基本法律保障，包括書面合約、追討報酬，以及免受報復的權利 • If employers violate the relevant regulations, freelance workers may lodge a complaint with the Office of Labour Policy and Standards • 如僱用方違反有關規定，自由 作者可向勞 政策與標準辦公室提出投 訴 • Freelance workers may also lodge a claim with the court for employers to pay double amount of compensation for the outstanding remunerations, damages for retaliation, and attorneys ' fees and related litigation costs • 自由 作者亦可向法庭提出申索，要求僱用方支付拖欠報酬的雙倍賠償 金額、遭受報復的損害賠償，以及律師費和相關訴訟費用

NON-4. 18 EMPLOYEES 非 4. 18僱員 • The House of Lords Judiciary Committee ruled in 1994 that local Hong Kong-like "4. 16 regulation" violates the EU’s "equal work, equal pay" principle. The House of Commons subsequently repealed the provision in 1995, as long as the employment contract was not interrupted, regardless of the number of hours worked by employees, were considered to be continuously employed • 英國上議院司法委員會在 1994年裁定，當地類似香港的「4. 16規 定」違反歐盟條約「同 同酬」原則，下議院其後在 1995年廢除 有關條文，只要僱傭合約沒有中斷，不論僱員的 作時數多寡， 都視為連續受僱 • A brief interruption does not affect employment continuity and can retain the previous accumulated length of service • 短暫停 不影響僱傭連續性，可以保留之前累積的服務年資

PART TIME WORKERS 兼職 • Prohibition of zero-hours contract and stipulate minimum working hours for part-time contracts. For instane, Denmark stipulate employers to provide no less than 15 hour of work per week through collective agreements • 禁止零 時合約 (zero-hours contract)，規定兼職合約的最低 作時數，例如 丹麥容許透過集體協議規定僱主每星期必須提供不少於 15小時 作 • Equal work, equal pay principle: the International Labour Organization’s Convention on Part-Time Work (no. 175) stipulates that part-time workers shall not be inferior to full time workers in their rights to organize, wages and other remunerations, as well as maternity and injury leaves. Tthe European Union also established Part-time work Directive 97/81 in 1997 /EC, which requires Member States to enact legislation to ensure part-time workers of equal treatment • 同 同酬原則：國際勞 組織第 175號《非全日制 作公約》規定，兼職 人 在組織權、 資及其他報酬，以及生育、傷病、假期等權益，不得差於全職 人，而歐盟亦在 1997年訂立Part-time Work Directive 97/81/EC，規定成員 國須制訂保障兼職 人獲得平等對待的法例

TEMPORARY WORKERS 臨時 • Social Insurance: A separate income guarantee mechanism provides that employers shall make contributions for temporary workers, and after the cumulative contribution period reaches the designated threshold, temporary workers may receive income protection equivalent to "permanent workers" during periods of illness or temporary termination • 社會保險：另設收入保障機制，規定傭用方須為臨時 作出 供款，累積供款期達到指定門檻後，臨時 在疾病或離職期 間，可獲得相當於「長 」享有的收入保障

FIXED TERM CONTRACTS 固定期限合約 • To expand the definition of unfair dismissal, an employee of a fixed term contract who, because of pregnancy, sick leave, work injury or participation in a trade union, is not renewed after the expiry of the contract may also file a civil claim and claimants can be reinstated, re-employed or compensated for damages • 擴大不公平解僱定義，固定期限合約僱員如因懷孕、病假、 傷或因參加 會，而在約滿後不獲續約，亦可提出民事申 索，申索人可獲復職、再次聘用或損害賠償

FIXED TERM CONTRACTS 固定期限合約 • Prevent employers from abusing fixed term contracts • 防止僱主濫用固定期限合約： • In order to prevent employers from abusing fixed-term contracts, the EU established the Directive 1999/70/EC concerning the Framework agreement on Fixed-term in 1999, The rationale for Member States to regulate employers ' use of fixed term contracts and the maximum length and number of extensions to employ staff on fixed-term contracts • 歐盟為防止僱主濫用固定期限合約，在 1999年訂立Directive 1999/70/EC concerning the framework agreement on fixed-term work，規定成員國規管僱主採用固定期限合約的理據，以及以固 定期限合約聘用員 的最長年期和續約次數 • 中國規定用人單位使用勞務派遣合約員 的比例，不得超過10%

JOINT EMPLOYERS 聯合僱主 • Common and individual employer responsibilities • 共同及各自承擔僱主責任 • Hong Kong: direct-subcontractor and subcontractor to direct-subcontractor shall be jointly and individually liable for the payment of wages owed by lower sub-contractors • 香港：建造業大判及二判須共同及各自承擔支付次級承判商拖欠 資的責任 • United States: If an institution can substantially control the important working conditions of workers in another institution, it must also jointly and individually assume certain legal responsibilities, such as collective bargaining and payment of the minimum wage • 美國：如某機構可實質控制另一機構的 人的重要 作條件，亦須共同及各自承擔某些 法律責任，例如集體談判、支付最低 資 • Study: clients who work with subcontractors or labour dispatch/employment companies to jointly and individually assume legal liabilities for payment of wages, antidiscrimination, occupational safety and health • 可研究客戶須與承辦商或勞務派遣 / 中介公司，共同及各自承擔支付 資、反歧視、職 業安全及健康等法律責任

FEASIBLE LEGISLATIVE PROPOSALS 可行的立法建議 擴大適用範圍 Expand scope of application 禁止或限制 Prohibitions or Restrictions 另訂法例 / 類別 Additional legislation/Categories 禁止假自僱合約 Prohibition of false selfemployment contracts 估計受惠對象 Estimated beneficiaries 假自僱 False self-employed 增設 人類別 Additional categories of workers 自僱人士 Self-employed persons 自由 作者法例 Freelance workers ' legislation 自僱人士 Self-employed persons 取消4. 18規定 Cancellation of the 4. 18 rule 兼職 Part time workers 短暫停 Temporary suspension 不連續合約 Discontinuous contracts 不公平解僱定義 Definition of unfair dismissal 兼職 / 合約 Part-time/contract workers 社會保險 Social security 臨時 / 自僱 Temporary/self-employed 合約 Contract worker 防止濫用合約 Prevention of misuse of contract workers 聯合僱主 Joint employers 平等待遇 Equal treatment 合約 Contract worker 外判 / 中介 Outsourcing/agency workers