[et_pb_section fb_built=”1″ fullwidth=”on” _builder_version=”4.27.5″ _module_preset=”default” da_disable_devices=”off|off|off” global_colors_info=”{}” da_is_popup=”off” da_exit_intent=”off” da_has_close=”on” da_alt_close=”off” da_dark_close=”off” da_not_modal=”on” da_is_singular=”off” da_with_loader=”off” da_has_shadow=”on”][et_pb_fullwidth_header title=”New Law, Old Problems” subhead=”Hong Kong’s Gig Worker Crisis” header_fullscreen=”on” background_overlay_color=”rgba(0,0,0,0.54)” admin_label=”Title” _builder_version=”4.27.5″ _module_preset=”default” title_font=”Lato|700|||||||” title_text_align=”center” title_font_size=”42px” title_line_height=”1.5em” subhead_text_align=”center” background_image=”https:\/\/jmsc6110a.com\/capstone2026\/wp-content\/uploads\/2026\/05\/cover-picture-scaled.jpg” parallax=”on” title_text_shadow_style=”preset1″ content_text_shadow_style=”preset1″ global_colors_info=”{}”] <\/p>\n
<\/p>\n
by Li Chi & Zhang Yining<\/p>\n
[\/et_pb_fullwidth_header][\/et_pb_section][et_pb_section fb_built=”1″ disabled_on=”on|on|off” _builder_version=”4.27.5″ _module_preset=”default” da_disable_devices=”off|off|off” global_colors_info=”{}” da_is_popup=”off” da_exit_intent=”off” da_has_close=”on” da_alt_close=”off” da_dark_close=”off” da_not_modal=”on” da_is_singular=”off” da_with_loader=”off” da_has_shadow=”on”][et_pb_row _builder_version=”4.27.5″ _module_preset=”default” custom_margin=”||||false|false” custom_padding=”|||0px|false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.27.5″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.27.5″ _module_preset=”default” text_text_color=”#000000″ global_colors_info=”{}”] In late December, Ling took two days of sick leave for a fever. \u201cYou don\u2019t get sick leave,\u201d her manager told her. \u201cYou\u2019re not an employee.\u201d<\/span><\/p>\n Over the four weeks, Ling worked 70 hours, but only 14 in the final week. That four-hour shortfall meant she failed to meet the requirements of the former \u201c418 continuous contract\u201d. Under that rule, an employee must work at least 18 hours per week for four consecutive weeks to qualify for statutory benefits such as sick leave and paid holidays.<\/span><\/p>\n \u201cGetting sick is hard to avoid,\u201d Ling said in the online interview with us. \u201cI\u2019m working every day, but legally, it\u2019s as if I don\u2019t even exist.\u201d<\/span> In late December, Ling took two days of sick leave for a fever. \u201cYou don\u2019t get sick leave,\u201d her manager told her. \u201cYou\u2019re not an employee.\u201d<\/span><\/p>\n Over the four weeks, Ling worked 70 hours, but only 14 in the final week. That four-hour shortfall meant she failed to meet the requirements of the former \u201c418 continuous contract\u201d. Under that rule, an employee must work at least 18 hours per week for four consecutive weeks to qualify for statutory benefits such as sick leave and paid holidays.<\/span><\/p>\n \u201cGetting sick is hard to avoid,\u201d Ling said in the online interview with us. \u201cI\u2019m working every day, but legally, it\u2019s as if I don\u2019t even exist.\u201d<\/span> Under the new regulations, employees qualify for benefits if they work for the same employer for at least four weeks and either complete 17 hours per week or accumulate 68 hours over a four-week period.\u00a0<\/span><\/p>\n Under the new rule, Ling would have qualified for sick leave, meaning her manager would be required to approve her sick leave.<\/span> The Secretary for Labour and Welfare Chris Sun, said in an interview with Hong Kong Radio Station that the reform was designed to stop employers from cutting workers\u2019 hours in the fourth week to deny benefits.<\/span><\/p>\n In Hong Kong, gig workers typically find jobs through labor agencies, personal referrals, social media groups and direct registration on delivery platforms such as Keeta and Foodpanda. According to a study by Lingnan University official statistics, there are approximately 700,000 gig workers in Hong Kong, accounting for about 13.2% of the total workforce. This group includes delivery riders, freelancers, part-time restaurant servers and individuals engaged in temporary, part-time, or on-demand services characterized by high flexibility.\u00a0<\/span><\/p>\n The government\u2019s new \u201c468 Rule\u201d aims to bring more employees under the protection of the law. Sun estimates that approximately 11,400 employees will benefit, with employers expected to incur an additional annual expenditure of HK$150 million.<\/span><\/p>\n [\/et_pb_text][et_pb_code _builder_version=”4.27.5″ _module_preset=”default” global_colors_info=”{}”] Under the new regulations, employees qualify for benefits if they work for the same employer for at least four weeks and either complete 17 hours per week or accumulate 68 hours over a four-week period.\u00a0<\/span><\/p>\n Under the new rule, Ling would have qualified for sick leave, meaning her manager would be required to approve her sick leave.<\/span> The Secretary for Labour and Welfare Chris Sun, said in an interview with Hong Kong Radio Station that the reform was designed to stop employers from cutting workers\u2019 hours in the fourth week to deny benefits.<\/span><\/p>\n In Hong Kong, gig workers typically find jobs through labor agencies, personal referrals, social media groups and direct registration on delivery platforms such as Keeta and Foodpanda. According to a study by Lingnan University official statistics, there are approximately 700,000 gig workers in Hong Kong, accounting for about 13.2% of the total workforce. This group includes delivery riders, freelancers, part-time restaurant servers and individuals engaged in temporary, part-time, or on-demand services characterized by high flexibility.\u00a0<\/span><\/p>\n The government\u2019s new \u201c468 Rule\u201d aims to bring more employees under the protection of the law. Sun estimates that approximately 11,400 employees will benefit, with employers expected to incur an additional annual expenditure of HK$150 million.<\/span><\/p>\n [\/et_pb_text][et_pb_code _builder_version=”4.27.5″ _module_preset=”default” global_colors_info=”{}”] To earn more money to be self-reliant, 23-year-old Wang Congjun juggles multiple gig jobs simultaneously. He might be found at the Kai Tak Cruise Terminal handling passenger reception, donning a chef\u2019s uniform to wash dishes and prep ingredients at a tea restaurant in Tsim Sha Tsui, carrying cement bags at the construction site in Tai Wai, or packing and boxing goods at a dried fruit factory in Tsuen Wan.\u00a0<\/span> Wong’s life\u00a0<\/span><\/i> (From Wang Congjun<\/span>)<\/span><\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.5″ _module_preset=”default” text_text_color=”#000000″ global_colors_info=”{}”]\u201cI go wherever the recruiters say there\u2019s work. As a gig worker, it’s very rare to work continuously or for the same boss,\u201d Wang said in an online interview.<\/span><\/p>\n His cumulative weekly working hours often exceed 50, and his total over four weeks far surpasses 160 hours, which is a workload virtually comparable to that of a full-time employee. However, because he is not tied to a single employer, the protections he receives remain severely limited.<\/span><\/p>\n Labor advocates say this is no accident but a predictable result of employers trying to limit labor costs.<\/span><\/p>\n \u201cRather than allowing gig workers to qualify for continuous contracts, employers will simply expand their pool of casual staff and swap them out the moment they are near the statutory time limit.\u201d Speaking from the perspective of business owners, Yeung Wai-sing, chairman of the Association for Hong Kong Catering Services Management, revealed in a TVB interview that the catering industry has already established these clear countermeasures to navigate the new policy.<\/span><\/p>\n \u201cTo circumvent this system, people will employ every trick in the book and do whatever it takes, all to avoid falling into the legal trap (of bearing long-term benefit costs),\u201d Yeung said.<\/span><\/p>\n He frankly acknowledged that from an employer’s perspective, this constant turnover of staff increases the operational and management costs of a business, and inevitably impacts the quality of catering services. To avoid providing employee benefits, businesses are forced to hire more staff and implement more convoluted scheduling to meet operational demands. The frequent churn of personnel also makes workforce training and management significantly more difficult.<\/span><\/p>\n Chris Sun noted that, within the bounds of the law, employers retain the right to continue hiring staff on a \u201cgig\u201d basis. However, the new policy aims to increase the cost of this choice, meaning employers will have to recruit more new staff while losing out on experienced veteran workers.<\/span> To earn more money to be self-reliant, 23-year-old Wang Congjun juggles multiple gig jobs simultaneously. He might be found at the Kai Tak Cruise Terminal handling passenger reception, donning a chef\u2019s uniform to wash dishes and prep ingredients at a tea restaurant in Tsim Sha Tsui, carrying cement bags at the construction site in Tai Wai, or packing and boxing goods at a dried fruit factory in Tsuen Wan.\u00a0<\/span> Wong’s life\u00a0<\/span><\/i> (From Wang Congjun<\/span>)<\/span><\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.5″ _module_preset=”default” text_text_color=”#000000″ global_colors_info=”{}”]\u201cI go wherever the recruiters say there\u2019s work. As a gig worker, it’s very rare to work continuously or for the same boss,\u201d Wang said in an online interview.<\/span><\/p>\n His cumulative weekly working hours often exceed 50, and his total over four weeks far surpasses 160 hours, which is a workload virtually comparable to that of a full-time employee. However, because he is not tied to a single employer, the protections he receives remain severely limited.<\/span><\/p>\n Labor advocates say this is no accident but a predictable result of employers trying to limit labor costs.<\/span><\/p>\n \u201cRather than allowing gig workers to qualify for continuous contracts, employers will simply expand their pool of casual staff and swap them out the moment they are near the statutory time limit.\u201d Speaking from the perspective of business owners, Yeung Wai-sing, chairman of the Association for Hong Kong Catering Services Management, revealed in a TVB interview that the catering industry has already established these clear countermeasures to navigate the new policy.<\/span><\/p>\n \u201cTo circumvent this system, people will employ every trick in the book and do whatever it takes, all to avoid falling into the legal trap (of bearing long-term benefit costs),\u201d Yeung said.<\/span><\/p>\n He frankly acknowledged that from an employer’s perspective, this constant turnover of staff increases the operational and management costs of a business, and inevitably impacts the quality of catering services. To avoid providing employee benefits, businesses are forced to hire more staff and implement more convoluted scheduling to meet operational demands. The frequent churn of personnel also makes workforce training and management significantly more difficult.<\/span><\/p>\n Chris Sun noted that, within the bounds of the law, employers retain the right to continue hiring staff on a \u201cgig\u201d basis. However, the new policy aims to increase the cost of this choice, meaning employers will have to recruit more new staff while losing out on experienced veteran workers.<\/span> They are unable to enjoy benefits under traditional employment relationships, such as Mandatory Provident Fund (MPF) employer contributions, paid sick leave and employees\u2019 compensation insurance.\u00a0<\/span>\u00a0<\/span><\/p>\n This February, while looking for a part-time job at a Wan Chai restaurant, Ling was asked to sign a \u201cself-employment agreement.\u201d \u201cYou\u2019ll earn more as a self-employed contractor,\u201d the employer told her.<\/span><\/p>\n She hesitated but reasoned that there wouldn\u2019t be much difference, given that her duties including serving, setting tables and clearing dishes were low-risk. The higher take-home pay was a big draw.<\/span><\/p>\n Furthermore, Hong Kong delivery platforms such as Keeta and Foodpanda also sign self-employment contracts with their riders. Both platforms provide \u201cGroup Personal Accident Insurance.\u201d\u00a0<\/span><\/p>\n \u201cPlatform workers are aware they are excluded from general labor protections, paid sick leave, and other professional benefits, and they accept this fact,\u201d Au-Yeung Tat-chor, a professor at Lingnan University, said during a Zoom interview. \u201cHowever, given their high-risk work, they mainly worry that current insurance is insufficient for traffic accidents or on-the-job injuries.\u201d<\/span> They are unable to enjoy benefits under traditional employment relationships, such as Mandatory Provident Fund (MPF) employer contributions, paid sick leave and employees\u2019 compensation insurance.\u00a0<\/span>\u00a0<\/span><\/p>\n This February, while looking for a part-time job at a Wan Chai restaurant, Ling was asked to sign a \u201cself-employment agreement.\u201d \u201cYou\u2019ll earn more as a self-employed contractor,\u201d the employer told her.<\/span><\/p>\n She hesitated but reasoned that there wouldn\u2019t be much difference, given that her duties including serving, setting tables and clearing dishes were low-risk. The higher take-home pay was a big draw.<\/span><\/p>\n Furthermore, Hong Kong delivery platforms such as Keeta and Foodpanda also sign self-employment contracts with their riders. Both platforms provide \u201cGroup Personal Accident Insurance.\u201d\u00a0<\/span><\/p>\n \u201cPlatform workers are aware they are excluded from general labor protections, paid sick leave, and other professional benefits, and they accept this fact,\u201d Au-Yeung Tat-chor, a professor at Lingnan University, said during a Zoom interview. \u201cHowever, given their high-risk work, they mainly worry that current insurance is insufficient for traffic accidents or on-the-job injuries.\u201d<\/span> The case reflects a broader problem in Hong Kong\u2019s gig economy, where the boundary between employment and self-employment has become increasingly blurred under a rigid legal framework. As Prof. Au Yeung noted, Hong Kong\u2019s Employment Ordinance remains confined to a binary classification of \u201cemployee\u201d and \u201cself-employed,\u201d leaving many gig workers without statutory protection regardless of working-hour thresholds. \u201cWhether the threshold is 18 hours or 68 hours is largely secondary,\u201d he said, \u201cthis is an issue of power.\u201d<\/span><\/p>\n He explained that while redefining the time threshold theoretically expands policy coverage, employers maintain the primary authority in defining work models. They can unilaterally adjust working hours, modify shift schedules or require workers to sign \u201cself-employment agreements\u201d to manage additional labor costs.\u00a0<\/span><\/p>\n At the same time, digital platforms exert significant control through algorithms, which dictate delivery routes, enforce performance metrics and manage order allocation.<\/span><\/p>\n While Hong Kong continues to adjust hour-based thresholds under its Employment Ordinance, Singapore, another Asian financial hub, has taken a markedly different approach.<\/span><\/p>\n In Singapore, under the Platform Workers Act 2024, platform workers are recognized as a separate legal category rather than being forced into the traditional employee-or-contractor divide. Instead of relying on working-hour thresholds or single-employer requirements, the law ties core protections such as work injury compensation and pension contributions to platform activity itself \u2014 namely, accepting orders and generating income.<\/span><\/p>\n Prof. Au Yeung noted that Singapore\u2019s regulatory model directly reflects how platform work actually operates. The model suggests that meaningful reform may require rethinking how gig workers are legally classified, rather than exclusively revising working-hour calculations.\u00a0<\/span> The case reflects a broader problem in Hong Kong\u2019s gig economy, where the boundary between employment and self-employment has become increasingly blurred under a rigid legal framework. As Prof. Au Yeung noted, Hong Kong\u2019s Employment Ordinance remains confined to a binary classification of \u201cemployee\u201d and \u201cself-employed,\u201d leaving many gig workers without statutory protection regardless of working-hour thresholds. \u201cWhether the threshold is 18 hours or 68 hours is largely secondary,\u201d he said, \u201cthis is an issue of power.\u201d<\/span><\/p>\n He explained that while redefining the time threshold theoretically expands policy coverage, employers maintain the primary authority in defining work models. They can unilaterally adjust working hours, modify shift schedules or require workers to sign \u201cself-employment agreements\u201d to manage additional labor costs.\u00a0<\/span><\/p>\n At the same time, digital platforms exert significant control through algorithms, which dictate delivery routes, enforce performance metrics and manage order allocation.<\/span><\/p>\n While Hong Kong continues to adjust hour-based thresholds under its Employment Ordinance, Singapore, another Asian financial hub, has taken a markedly different approach.<\/span><\/p>\n In Singapore, under the Platform Workers Act 2024, platform workers are recognized as a separate legal category rather than being forced into the traditional employee-or-contractor divide. Instead of relying on working-hour thresholds or single-employer requirements, the law ties core protections such as work injury compensation and pension contributions to platform activity itself \u2014 namely, accepting orders and generating income.<\/span><\/p>\n Prof. Au Yeung noted that Singapore\u2019s regulatory model directly reflects how platform work actually operates. The model suggests that meaningful reform may require rethinking how gig workers are legally classified, rather than exclusively revising working-hour calculations.\u00a0<\/span> \u201cI\u2019m working every day, but legally, it\u2019s as if I don\u2019t even exist,\u201d Ling said, reflecting the frustration many gig workers say remains unresolved under the new rules.<\/span> \u201cI\u2019m working every day, but legally, it\u2019s as if I don\u2019t even exist,\u201d Ling said, reflecting the frustration many gig workers say remains unresolved under the new rules.<\/span> Advisor<\/strong> [\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ disabled_on=”off|off|on” _builder_version=”4.27.5″ _module_preset=”default” custom_margin=”-70px||||false|false” da_disable_devices=”off|off|off” global_colors_info=”{}” da_is_popup=”off” da_exit_intent=”off” da_has_close=”on” da_alt_close=”off” da_dark_close=”off” da_not_modal=”on” da_is_singular=”off” da_with_loader=”off” da_has_shadow=”on”][et_pb_row _builder_version=”4.27.5″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.27.5″ _module_preset=”default” global_colors_info=”{}”][et_pb_text admin_label=”credit” _builder_version=”4.27.5″ _module_preset=”default” text_font=”Lato||||||||” text_orientation=”center” global_colors_info=”{}”]Extra Credits<\/strong> Advisor<\/strong> [\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":" Hong Kong’s new 468 Rule was meant to protect gig workers but employers are already finding workarounds, and 700,000 workers juggling multiple jobs still fall through the cracks. Reform on paper isn’t protection in practice.<\/p>\n","protected":false},"author":31,"featured_media":1823,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":"","_links_to":"","_links_to_target":"","_wp_rev_ctl_limit":""},"categories":[36],"tags":[],"ppma_author":[75],"class_list":["post-1843","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-voices","et-has-post-format-content","et_post_format-et-post-format-standard"],"yoast_head":"\n
\n<\/span>K<\/span><\/span>iki Ling, 22, began a part-time job as a service assistant at a Central tea restaurant in December 2025. She worked five days a week, starting at 1 p.m., spending at least four hours each shift preparing food, washing dishes and delivering meals.<\/span><\/p>\n
\n[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ disabled_on=”off|off|on” _builder_version=”4.27.5″ _module_preset=”default” da_disable_devices=”off|off|off” global_colors_info=”{}” admin_label=”m” da_is_popup=”off” da_exit_intent=”off” da_has_close=”on” da_alt_close=”off” da_dark_close=”off” da_not_modal=”on” da_is_singular=”off” da_with_loader=”off” da_has_shadow=”on”][et_pb_row _builder_version=”4.27.5″ _module_preset=”default” custom_margin=”||||false|false” custom_padding=”|0px||0px|false|true” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″][et_pb_column type=”4_4″ _builder_version=”4.27.5″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.27.5″ _module_preset=”default” text_text_color=”#000000″ global_colors_info=”{}”]
\n<\/span>K<\/span><\/span>iki Ling, 22, began a part-time job as a service assistant at a Central tea restaurant in December 2025. She worked five days a week, starting at 1 p.m., spending at least four hours each shift preparing food, washing dishes and delivering meals.<\/span><\/p>\n
\n[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ disabled_on=”on|on|off” admin_label=”The New \u201c468 Rule\u201d in Hong Kong ” _builder_version=”4.27.5″ _module_preset=”default” da_disable_devices=”off|off|off” global_colors_info=”{}” da_is_popup=”off” da_exit_intent=”off” da_has_close=”on” da_alt_close=”off” da_dark_close=”off” da_not_modal=”on” da_is_singular=”off” da_with_loader=”off” da_has_shadow=”on”][et_pb_row _builder_version=”4.27.5″ _module_preset=”default” custom_padding=”|||0px|false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.27.5″ _module_preset=”default” global_colors_info=”{}”][et_pb_text admin_label=”subtitle” _builder_version=”4.27.5″ _module_preset=”default” text_font=”Lato|700|||||||” text_text_color=”#000000″ text_font_size=”42px” text_orientation=”center” custom_margin=”-100px||43px||false|false” global_colors_info=”{}”]The New \u201c468 Rule\u201d in Hong Kong<\/b>
\n[\/et_pb_text][et_pb_text _builder_version=”4.27.5″ _module_preset=”default” text_text_color=”#000000″ global_colors_info=”{}”]Hong Kong\u2019s new \u201c468 Continuous Contract\u201d, which replaced the long-criticized \u201c418 Rule\u201d on January 18, 2026, broadens legal protections for workers with irregular hours by lowering weekly hour barriers. While the reform closes a key loophole in the previous system, it still defines continuous employment through time-based criteria, leaving many gig workers excluded from meaningful protection.<\/span><\/p>\n
\n[\/et_pb_text][et_pb_code _builder_version=”4.27.5″ _module_preset=”default” global_colors_info=”{}”]
\n[\/et_pb_text][et_pb_text _builder_version=”4.27.5″ _module_preset=”default” text_text_color=”#000000″ global_colors_info=”{}”]Hong Kong\u2019s new \u201c468 Continuous Contract\u201d, which replaced the long-criticized \u201c418 Rule\u201d on January 18, 2026, broadens legal protections for workers with irregular hours by lowering weekly hour barriers. While the reform closes a key loophole in the previous system, it still defines continuous employment through time-based criteria, leaving many gig workers excluded from meaningful protection.<\/span><\/p>\n
\n[\/et_pb_text][et_pb_code _builder_version=”4.27.5″ _module_preset=”default” global_colors_info=”{}”]
\n[\/et_pb_text][et_pb_text _builder_version=”4.27.5″ _module_preset=”default” text_text_color=”#000000″ global_colors_info=”{}”]While the new regulations have relaxed the calculation period from a single week to four weeks, employees are still required to be continuously employed by the same employer. They frequently encounter a predicament known as the \u201csame employer restriction.\u201d<\/span><\/p>\n
\n[\/et_pb_text][et_pb_slider _builder_version=”4.27.5″ _module_preset=”default” global_colors_info=”{}”][et_pb_slide image=”https:\/\/jmsc6110a.com\/capstone2026\/wp-content\/uploads\/2026\/05\/1_Wang-Congjun-on-Passenger-Reception-Duty-at-the-Cruise-Terminal.jpg” _builder_version=”4.27.5″ _module_preset=”default” background_color=”#FFFFFF” background_enable_color=”on” custom_button=”on” button_text_color=”#000000″ background_layout=”light” global_colors_info=”{}” sticky_transition=”on”]Wang Congjun on Passenger Reception Duty at the Cruise Terminal<\/span>
\n[\/et_pb_slide][et_pb_slide image=”https:\/\/jmsc6110a.com\/capstone2026\/wp-content\/uploads\/2026\/05\/2_Wang-Congjun-Taking-a-Selfie-in-a-Tsim-Sha-Tsui-Tea-Restaurant.jpg” _builder_version=”4.27.5″ _module_preset=”default” background_color=”#FFFFFF” background_enable_color=”on” custom_button=”on” button_text_color=”#000000″ background_layout=”light” global_colors_info=”{}” sticky_transition=”on”]Wang Congjun Taking a Selfie in a Tsim Sha Tsui Tea Restaurant
\n[\/et_pb_slide][et_pb_slide image=”https:\/\/jmsc6110a.com\/capstone2026\/wp-content\/uploads\/2026\/05\/3_Wang-Congjun-Carrying-Cement-Bags-at-a-Tai-Wai-Construction-Site.jpg” _builder_version=”4.27.5″ _module_preset=”default” background_color=”#FFFFFF” background_enable_color=”on” custom_button=”on” button_text_color=”#000000″ background_layout=”light” global_colors_info=”{}” sticky_transition=”on”]Wang Congjun Carrying Cement Bags at a Tai Wai Construction Site<\/span>
\n[\/et_pb_slide][et_pb_slide image=”https:\/\/jmsc6110a.com\/capstone2026\/wp-content\/uploads\/2026\/05\/4_Wang-Congjun-Handling-Product-Packaging-at-a-Tsuen-Wan-Dried-Fruit-Factory.jpg” _builder_version=”4.27.5″ _module_preset=”default” background_color=”#FFFFFF” background_enable_color=”on” custom_button=”on” button_text_color=”#000000″ background_layout=”light” global_colors_info=”{}” sticky_transition=”on”]Wang Congjun Handling Product Packaging at a Tsuen Wan Dried Fruit Factory<\/span>
\n[\/et_pb_slide][\/et_pb_slider][et_pb_text admin_label=”Caption” _builder_version=”4.27.5″ _module_preset=”default” custom_margin=”-30px||||false|false” locked=”off” global_colors_info=”{}”]<\/p>\n
\n[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ disabled_on=”off|off|on” admin_label=”mA Game of Cat and Mouse” _builder_version=”4.27.5″ _module_preset=”default” da_disable_devices=”off|off|off” global_colors_info=”{}” da_is_popup=”off” da_exit_intent=”off” da_has_close=”on” da_alt_close=”off” da_dark_close=”off” da_not_modal=”on” da_is_singular=”off” da_with_loader=”off” da_has_shadow=”on”][et_pb_row _builder_version=”4.27.5″ _module_preset=”default” custom_padding=”|0px||0px|false|true” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″][et_pb_column type=”4_4″ _builder_version=”4.27.5″ _module_preset=”default” global_colors_info=”{}”][et_pb_text admin_label=”subtitle” _builder_version=”4.27.5″ _module_preset=”default” text_font=”Lato|700|||||||” text_text_color=”#000000″ text_font_size=”42px” text_orientation=”center” custom_margin=”-100px||43px||false|false” global_colors_info=”{}”]A Game of Cat and Mouse<\/b>
\n[\/et_pb_text][et_pb_text _builder_version=”4.27.5″ _module_preset=”default” text_text_color=”#000000″ global_colors_info=”{}”]While the new regulations have relaxed the calculation period from a single week to four weeks, employees are still required to be continuously employed by the same employer. They frequently encounter a predicament known as the \u201csame employer restriction.\u201d<\/span><\/p>\n
\n[\/et_pb_text][et_pb_slider _builder_version=”4.27.5″ _module_preset=”default” global_colors_info=”{}”][et_pb_slide image=”https:\/\/jmsc6110a.com\/capstone2026\/wp-content\/uploads\/2026\/05\/1_Wang-Congjun-on-Passenger-Reception-Duty-at-the-Cruise-Terminal.jpg” _builder_version=”4.27.5″ _module_preset=”default” background_color=”#FFFFFF” background_enable_color=”on” custom_button=”on” button_text_color=”#000000″ background_layout=”light” global_colors_info=”{}” sticky_transition=”on”]Wang Congjun on Passenger Reception Duty at the Cruise Terminal<\/span>
\n[\/et_pb_slide][et_pb_slide image=”https:\/\/jmsc6110a.com\/capstone2026\/wp-content\/uploads\/2026\/05\/2_Wang-Congjun-Taking-a-Selfie-in-a-Tsim-Sha-Tsui-Tea-Restaurant.jpg” _builder_version=”4.27.5″ _module_preset=”default” background_color=”#FFFFFF” background_enable_color=”on” custom_button=”on” button_text_color=”#000000″ background_layout=”light” global_colors_info=”{}” sticky_transition=”on”]Wang Congjun Taking a Selfie in a Tsim Sha Tsui Tea Restaurant
\n[\/et_pb_slide][et_pb_slide image=”https:\/\/jmsc6110a.com\/capstone2026\/wp-content\/uploads\/2026\/05\/3_Wang-Congjun-Carrying-Cement-Bags-at-a-Tai-Wai-Construction-Site.jpg” _builder_version=”4.27.5″ _module_preset=”default” background_color=”#FFFFFF” background_enable_color=”on” custom_button=”on” button_text_color=”#000000″ background_layout=”light” global_colors_info=”{}” sticky_transition=”on”]Wang Congjun Carrying Cement Bags at a Tai Wai Construction Site<\/span>
\n[\/et_pb_slide][et_pb_slide image=”https:\/\/jmsc6110a.com\/capstone2026\/wp-content\/uploads\/2026\/05\/4_Wang-Congjun-Handling-Product-Packaging-at-a-Tsuen-Wan-Dried-Fruit-Factory.jpg” _builder_version=”4.27.5″ _module_preset=”default” background_color=”#FFFFFF” background_enable_color=”on” custom_button=”on” button_text_color=”#000000″ background_layout=”light” global_colors_info=”{}” sticky_transition=”on”]Wang Congjun Handling Product Packaging at a Tsuen Wan Dried Fruit Factory<\/span>
\n[\/et_pb_slide][\/et_pb_slider][et_pb_text admin_label=”Caption” _builder_version=”4.27.5″ _module_preset=”default” custom_margin=”-30px||||false|false” locked=”off” global_colors_info=”{}”]<\/p>\n
\n[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ disabled_on=”on|on|off” admin_label=”The \u201cSelf-Employed\u201d Trap” _builder_version=”4.27.5″ _module_preset=”default” da_disable_devices=”off|off|off” global_colors_info=”{}” da_is_popup=”off” da_exit_intent=”off” da_has_close=”on” da_alt_close=”off” da_dark_close=”off” da_not_modal=”on” da_is_singular=”off” da_with_loader=”off” da_has_shadow=”on”][et_pb_row _builder_version=”4.27.5″ _module_preset=”default” custom_padding=”||||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.27.5″ _module_preset=”default” global_colors_info=”{}”][et_pb_text admin_label=”subtitle” _builder_version=”4.27.5″ _module_preset=”default” text_font=”Lato|700|||||||” text_text_color=”#000000″ text_font_size=”42px” text_orientation=”center” custom_margin=”-100px||43px||false|false” global_colors_info=”{}”]The \u201cSelf-Employed\u201d Trap<\/b>
\n[\/et_pb_text][et_pb_text _builder_version=”4.27.5″ _module_preset=”default” text_text_color=”#000000″ global_colors_info=”{}”]Even for workers who meet the hour requirement, many still face another obstacle as they are classified as self-employed.<\/span><\/p>\n
\n[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ disabled_on=”off|off|on” admin_label=”m The \u201cSelf-Employed\u201d Trap” _builder_version=”4.27.5″ _module_preset=”default” da_disable_devices=”off|off|off” global_colors_info=”{}” da_is_popup=”off” da_exit_intent=”off” da_has_close=”on” da_alt_close=”off” da_dark_close=”off” da_not_modal=”on” da_is_singular=”off” da_with_loader=”off” da_has_shadow=”on”][et_pb_row _builder_version=”4.27.5″ _module_preset=”default” custom_padding=”|0px||0px|false|true” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″][et_pb_column type=”4_4″ _builder_version=”4.27.5″ _module_preset=”default” global_colors_info=”{}”][et_pb_text admin_label=”subtitle” _builder_version=”4.27.5″ _module_preset=”default” text_font=”Lato|700|||||||” text_text_color=”#000000″ text_font_size=”42px” text_orientation=”center” custom_margin=”-100px||43px||false|false” global_colors_info=”{}”]The \u201cSelf-Employed\u201d Trap<\/b>
\n[\/et_pb_text][et_pb_text _builder_version=”4.27.5″ _module_preset=”default” text_text_color=”#000000″ global_colors_info=”{}”]Even for workers who meet the hour requirement, many still face another obstacle as they are classified as self-employed.<\/span><\/p>\n
\n[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ disabled_on=”on|on|off” admin_label=”Why Worker Classification Matters” _builder_version=”4.27.5″ _module_preset=”default” da_disable_devices=”off|off|off” global_colors_info=”{}” da_is_popup=”off” da_exit_intent=”off” da_has_close=”on” da_alt_close=”off” da_dark_close=”off” da_not_modal=”on” da_is_singular=”off” da_with_loader=”off” da_has_shadow=”on”][et_pb_row _builder_version=”4.27.5″ _module_preset=”default” custom_padding=”||||false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.27.5″ _module_preset=”default” global_colors_info=”{}”][et_pb_text admin_label=”subtitle” _builder_version=”4.27.5″ _module_preset=”default” text_font=”Lato|700|||||||” text_text_color=”#000000″ text_font_size=”42px” text_orientation=”center” custom_margin=”-100px||43px||false|false” global_colors_info=”{}”]Why Worker Classification Matters<\/b>
\n[\/et_pb_text][et_pb_text _builder_version=”4.27.5″ _module_preset=”default” text_text_color=”#000000″ global_colors_info=”{}”]However, being labelled as self-employed does not necessarily determine the true nature of the working relationship. This issue was highlighted in a 2023 Labour Tribunal case involving the delivery platform Zeek, where workers under self-employment contracts were still found to be employees due to the platform\u2019s significant control over their work, including determining delivery routes, work locations and orders.<\/span><\/p>\n
\n[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ disabled_on=”off|off|on” admin_label=”mWhy Worker Classification Matters” _builder_version=”4.27.5″ _module_preset=”default” da_disable_devices=”off|off|off” global_colors_info=”{}” da_is_popup=”off” da_exit_intent=”off” da_has_close=”on” da_alt_close=”off” da_dark_close=”off” da_not_modal=”on” da_is_singular=”off” da_with_loader=”off” da_has_shadow=”on”][et_pb_row _builder_version=”4.27.5″ _module_preset=”default” custom_padding=”|0px||0px|false|true” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″][et_pb_column type=”4_4″ _builder_version=”4.27.5″ _module_preset=”default” global_colors_info=”{}”][et_pb_text admin_label=”subtitle” _builder_version=”4.27.5″ _module_preset=”default” text_font=”Lato|700|||||||” text_text_color=”#000000″ text_font_size=”42px” text_orientation=”center” custom_margin=”-100px||43px||false|false” global_colors_info=”{}”]Why Worker Classification Matters<\/b>
\n[\/et_pb_text][et_pb_text _builder_version=”4.27.5″ _module_preset=”default” text_text_color=”#000000″ global_colors_info=”{}”]However, being labelled as self-employed does not necessarily determine the true nature of the working relationship. This issue was highlighted in a 2023 Labour Tribunal case involving the delivery platform Zeek, where workers under self-employment contracts were still found to be employees due to the platform\u2019s significant control over their work, including determining delivery routes, work locations and orders.<\/span><\/p>\n
\n[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ disabled_on=”on|on|off” admin_label=”An Unsustainable Status Quo” _builder_version=”4.27.5″ _module_preset=”default” da_disable_devices=”off|off|off” global_colors_info=”{}” da_is_popup=”off” da_exit_intent=”off” da_has_close=”on” da_alt_close=”off” da_dark_close=”off” da_not_modal=”on” da_is_singular=”off” da_with_loader=”off” da_has_shadow=”on”][et_pb_row _builder_version=”4.27.5″ _module_preset=”default” custom_padding=”|0px||0px|false|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.27.5″ _module_preset=”default” global_colors_info=”{}”][et_pb_text admin_label=”subtitle” _builder_version=”4.27.5″ _module_preset=”default” text_font=”Lato|700|||||||” text_text_color=”#000000″ text_font_size=”42px” text_orientation=”center” custom_margin=”-100px||43px||false|false” global_colors_info=”{}”]An Unsustainable Status Quo<\/b>
\n[\/et_pb_text][et_pb_text _builder_version=”4.27.5″ _module_preset=”default” text_text_color=”#000000″ global_colors_info=”{}”]\u201cI do not believe the current model is sustainable,\u201d Prof. Au Yeung said, warning of a system built on shifting risks to the most vulnerable.<\/span><\/p>\n
\n[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ disabled_on=”off|off|on” admin_label=”m An Unsustainable Status Quo” _builder_version=”4.27.5″ _module_preset=”default” da_disable_devices=”off|off|off” global_colors_info=”{}” da_is_popup=”off” da_exit_intent=”off” da_has_close=”on” da_alt_close=”off” da_dark_close=”off” da_not_modal=”on” da_is_singular=”off” da_with_loader=”off” da_has_shadow=”on”][et_pb_row _builder_version=”4.27.5″ _module_preset=”default” custom_padding=”|0px||0px|false|true” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″][et_pb_column type=”4_4″ _builder_version=”4.27.5″ _module_preset=”default” global_colors_info=”{}”][et_pb_text admin_label=”subtitle” _builder_version=”4.27.5″ _module_preset=”default” text_font=”Lato|700|||||||” text_text_color=”#000000″ text_font_size=”42px” text_orientation=”center” custom_margin=”-100px||43px||false|false” global_colors_info=”{}”]An Unsustainable Status Quo<\/b>
\n[\/et_pb_text][et_pb_text _builder_version=”4.27.5″ _module_preset=”default” text_text_color=”#000000″ global_colors_info=”{}”]\u201cI do not believe the current model is sustainable,\u201d Prof. Au Yeung said, warning of a system built on shifting risks to the most vulnerable.<\/span><\/p>\n
\n[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ disabled_on=”on|on|off” _builder_version=”4.27.5″ _module_preset=”default” custom_margin=”-70px||||false|false” da_disable_devices=”off|off|off” global_colors_info=”{}” da_is_popup=”off” da_exit_intent=”off” da_has_close=”on” da_alt_close=”off” da_dark_close=”off” da_not_modal=”on” da_is_singular=”off” da_with_loader=”off” da_has_shadow=”on”][et_pb_row _builder_version=”4.27.5″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.27.5″ _module_preset=”default” global_colors_info=”{}”][et_pb_text admin_label=”credit” _builder_version=”4.27.5″ _module_preset=”default” text_font=”Lato||||||||” text_orientation=”center” global_colors_info=”{}”]Extra Credits<\/strong>
\n[\/et_pb_text][et_pb_text admin_label=”name” _builder_version=”4.27.5″ _module_preset=”default” text_font=”Lato||||||||” text_line_height=”1.8em” text_orientation=”center” custom_margin=”-8px||||false|false” global_colors_info=”{}”]<\/p>\n
\nFeng Wang
\nEditor in Chief<\/strong>
\nClarisse Choo
\nCreative Directors<\/strong>
\nSyrena Jin
\nCheryl Xie
\nSerena Zhou
\nManaging Editor<\/strong>
\nJiachen Li
\nCopy Editor<\/strong>
\nEvelyn Tao
\nVisual Producer<\/strong>
\nJingyi Huang<\/p>\n
\n[\/et_pb_text][et_pb_text admin_label=”name” _builder_version=”4.27.5″ _module_preset=”default” text_font=”Lato||||||||” text_line_height=”1.8em” text_orientation=”center” custom_margin=”-8px||||false|false” global_colors_info=”{}”]<\/p>\n
\nFeng Wang
\nEditor in Chief<\/strong>
\nClarisse Choo
\nCreative Directors<\/strong>
\nSyrena Jin
\nCheryl Xie
\nSerena Zhou
\nManaging Editor<\/strong>
\nJiachen Li
\nCopy Editor<\/strong>
\nEvelyn Tao
\nVisual Producer<\/strong>
\nJingyi Huang<\/p>\n