Authors
The Competition Ordinance (Cap. 619) comes into force on Monday, 14 December 2015.
The new legislation may make unlawful any arrangement with a competitor which could lead to fixing wages, preventing solicitation of employees, or boycotting of competitors. HR professionals are reminded to avoid disclosing competitively sensitive information with their counterparts at competing employers. Terms of engagement with intermediaries such as recruiters and salary consultants should also be reviewed to ensure employers’ interests are appropriately safeguarded.
Please see our earlier updates for further reference:
General
- “10 Days to Full Enforcement – Directors and Officers, Are You Ready for the Competition Ordinance?”
Employment
- “What Do Employers Need to Know about Competition Law? (Episode 1)”
- “What Do Employers Need to Know about Competition Law? (Episode 2)”
- “What Do Employers Need to Know about Competition Law? (Episode 3 – Wage Fixing)”
- “What Do Employers Need to Know about Competition Law? (Episode 4 – Sharing of Sensitive Information)”
- “What Do Employers Need to Know about Competition Law? (Episode 5 – Concerted Practice)”
- “What Do Employers Need to Know about Competition Law? (Episode 6 – Collective Bargaining)”
- “What Do Employers Need to Know about Competition Law? (Episode 7 – Non-solicitation Agreements)”
- “What Do Employers Need to Know about Competition Law? (Episode 8 – Restrictive Covenants)”
- “What Do Employers Need to Know about Competition Law? (Episode 9 – Group Boycotts)”
- “What Do Employers Need to Know about Competition Law? (Episode 10 – Guiding Steps)”
Related Capabilities
Practices –
Key Issues –
Latest Perspectives
Stay up-to-date on our perspectives
Subscribe to Email