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Labour Tribunal Appeal2023

CHUNG HOI YIN AGGIE v. THE GENERAL OF THE SALVATION ARMY

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[2026] HKCFI 365-EN-2026-01-16

CHUNG HOI YIN AGGIE v. THE GENERAL OF THE SALVATION ARMY

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HCLA 16/2023

[2026] HKCFI 365

IN THE HIGH COURT OF THE

HONG KONG SPECIAL ADMINISTRATIVE REGION

COURT OF FIRST INSTANCE

LABOUR TRIBUNAL APPEAL NO 16 OF 2023

(ON APPEAL FROM LABOUR TRIBUNAL CLAIM NO 2803 OF 2022)

________________________

BETWEEN

鍾凱研(CHUNG HOI YIN AGGIE)Claimant
and
THE GENERAL OF THE SALVATION ARMYDefendant

________________________

Before: Deputy High Court Judge Gary CC Lam in Chambers (Open to public)
Dates of Written Submissions: 5, 19 December 2025 and 2 January 2026
Date of Decision on Costs: 16 January 2026

________________________

DECISION ON COSTS

________________________


I. INTRODUCTION

1.  I made a costs order nisi in the judgment handed down on 21 August 2025 ([2025] HKCFI 3680)  (the “Judgment”)  that the Claimant shall pay the Defendant costs of the appeal (including the costs of the application for leave to appeal).  This is the Defendant’s application by Summons filed on 3 September 2025 (the “Summons”)  to vary the costs order nisi that, among others:-

(1)  The Claimant do pay the Defendant (i)  costs of the appeal (including the costs of the application for leave to appeal)  with certificate for counsel; (ii)  costs thrown away by the adjournment of the appeal dated 12 June 2024 (the “First Adjournment”); and (iii)  costs thrown away by the adjournment of the appeal dated 12 November 2024 (the “Second Adjournment”, with certificate for counsel; and

(2)  All costs shall be summarily assessed on paper and to be paid forthwith.

2.  While it is not stated in the Summons, in his written submissions dated 5 December 2025, Mr Earl Deng, counsel for the Defendant, submits that the taxation basis should be indemnity basis.  In his written submissions dated 19 December 2025, Mr Jason Kung, counsel for the Claimant, points out that the variation of the taxation basis is not stated in the Summons.  In his reply submissions dated 2 January 2026, the Defendant made a late application by way of submissions with a draft amended summons annexed thereto to vary the Summons to include indemnity basis.  I shall consider all these below.

II.  STARTING POINT ON COSTS

3.  While in general civil litigation, costs follow the event, it has been held that “appeals from the Labour Tribunal… [stand] out from other civil litigation as a special class of their own”: see Ali Shoukat v Hang Seng Bank Limited, HCLA 112/2004, 20 June 2005 at §22 per DHCJ To.  His Lordship explained as follows:-

“22. … The purpose of the Labour Tribunal and the MECAB is to provide a speedy, efficient and cheap means of adjudication of employment claims. Usually, the disputes are resolved with no order as to costs. If costs are awarded, they are not substantial as the parties are not legally represented. Litigants have a reasonable expectation that their disputes will be resolved on a low-costs basis both at first instance and on appeal. In my view, this benefit of low-cost employment dispute adjudication should be extended to appellate proceedings if in all the circumstances it is just to do so. However, it is impossible to set out the circumstances when it would be just to exercise the discretion of making no order as to costs as each case depends on facts of its own. I think the following considerations should usually be taken into account in the exercise of this discretion. The primary consideration is whether the unsuccessful party has been guilty of unmeritorious conduct in the litigation both at first instance and on appeal. Of secondary importance are whether the unsuccessful party is legally represented in the appeal, whether he is the appellant or the respondent and balance of hardship the order of costs may have to the parties.

23. If the unsuccessful party to an appeal has not put forward a claim or a defence in bad faith and has not misbehaved himself in the conduct of the litigation, the appellate court should be slow in ordering costs of the appeal against him. Bad faith in this context means putting forward a false, frivolous or vexatious claim or defence and giving false evidence which is disbelieved. On the other hand, if he misled the Presiding Officer and obtained a judgment in his favour which led to the appeal, there is no reason why he should not bear the consequence of costs, even if such costs far exceeds his claim or the value of the claim against him. He only has himself to blame for his misfortune. Generally the discretion to make no order as to costs should lie in favour of the unsuccessful party who cannot afford legal representation. This is because if a party is legally represented on appeal, he knows of the consequence of costs and he no longer litigates with the expectation of low-costs adjudication. Likewise, the discretion should also be exercised in favour of the unrepresented respondent as he is a passive party to an appeal, provided that he has not been guilty of any unmeritorious conduct in the litigation.

24. The instant appeal is a special one. The appeal was fought solely on points of law, which the Presiding Officer in the tribunal below should not have erred. The Claimant had not put forward a claim in bad faith. He had not put forward evidence which was disbelieved. He had not challenged the Defendant’s evidence. He had not misconduct himself in the litigation before the Labour Tribunal and on appeal. He simply asked for his claim to be adjudicated on the basis of the law. Had the Presiding Officer properly directed his mind to any of the three issues raised in this appeal, he would have dismissed the Claimant’s claim with no order as to costs. It would cause the Claimant undue hardship if costs are awarded against him on appeal. On the other hand, the Appellant is a party of substantial means, being one of the major banks in Hong Kong. Such legal costs are insignificant and could have been easily absorbed in its operational expenses. In the circumstances, I think this is an appropriate case in which I should exercise my discretion in favour of the unsuccessful party and make no order as to costs of the appeal as if this appeal were an extension of the proceedings in the Labour Tribunal.” (emphasis added)

4.  In other words, in making costs orders, the Court should recognise that in general, in Labour Tribunal appeals, unrepresented litigants have an expectation that in the absence of any bad faith or misbehaviour on his part, there should be no costs order against him.

III.  ANALYSIS ON THE WHOLE

5.  In the present case, as regards the Claimant’s legal representation in the Labour Tribunal and in the present appeal, the Claimant had all along been unrepresented until 11 February 2025, the date of the grant of the certificate of legal aid.  She had in fact been refused legal aid on 9 July 2024, and her legal aid appeal was allowed on 11 November 2024, the day before the Second Adjournment on 12 November 2024.

6.  The present Labour Tribunal appeal was on a legal question of contractual construction.  In my view, the contractual terms in questions were not straightforward.  In the present case, I had to consider the context and purpose in order to ascertain the meaning (see §§15-25 of the Decision), as opposed to those cases where the texts themselves are unequivocal enough that any other construction would smell of “arguing for the sake of arguing”.  I would go so far as to say that the Employment Contract could have been drafted in a better way to avoid the argument below and in the appeal, and to avoid any trouble which Mr Deng in his written submissions (not in evidence)  says had been hovering over the Defendant as an employer in general before their appeal was allowed by me.

7.  Against this backdrop, the Claimant’s rejection (whether before or after she became legally represented on legal aid)  of the Calderbank offer issued by the Defendant to the Claimant on 30 April 2024 (as clarified on 16 May 2024)  cannot be said to be unreasonable at all.  The rejection certainly cannot be so unreasonable as to warrant any indemnity basis as Mr Deng applies for in his written submissions.

8.  That said, I agree with Mr Deng that I should still consider the fact that the Claimant failed to beat the offer in the Calderbank offer.  However, in the absence of unreasonableness, this should in my view go to the liability to pay costs rather than the taxation basis.

9.  Another matter I should consider is that during the period until 12 November 2024, the Claimant, not legally aided, should have the reasonable expectation that the costs of her opposition to the appeal should be low.  In this regard, I note Mr Deng’s written submissions that the Claimant had been able to instruct lawyers in other proceedings during the period, and this certainly should be a consideration I should have in mind.  However, I also note that Mr Kung, for the Claimant, is, rightly in my view, not seeking a costs order that there should be no order as to costs, but instead, effectively agrees to my costs order nisi that she has to pay the costs of the appeal (including the application for leave to appeal)  to the Defendant, a costs order already departing from the starting point as explained above.  I further note that this costs order nisi also means that the Claimant has to pay costs incurred even before the Calderbank offer was issued when she was not legally represented.

10.  In his written submissions, Mr Deng sets out various conduct of the Claimant which he submits was unreasonable, so as to warrant a departure from the starting point and an indemnity basis. 

11.  First, he submits that the Claimant’s manner in dealing with the legal aid application and appeal caused the last-minute First and Second Adjournments.  However, for the First Adjournment, one must be forgiving that it was the process of the legal aid application that took quite some time, not due to any fault on the part of the Claimant.  For the Second Adjournment, the Defendant well knew that the Claimant’s appeal on legal aid was ongoing, which to be heard on 11 November 2024, and the Defendant should have an expectation that there would be the Second Adjournment.  In any event, the Second Adjournment was, in my view, not a result of any conduct on the part of the Claimant, but a result of the reality that an appeal on legal aid would take time.  

12.  Second, Mr Deng submits that the Claimant’s rejection of the Calderbank offer was unreasonable.  For the reasons I explained in §§6-7 above, I disagree.

13.  Third, Mr Deng submits that the Claimant’s ability to instruct lawyers in other proceedings and her failure to disclose the same to the Court was unreasonable.  With respect, I cannot see why this could amount to unreasonable conduct.  I do not see why one has to disclose to the Court that she has been able to instruct lawyers in other proceedings.  The fact that she was able to instruct lawyers, if relevant at all, is relevant to whether there should be no order as to costs or whether costs should follow the event, but as I mention above, the Claimant agrees to pay the costs.   

14.  Mr Deng has other submissions on the Claimant’s conduct like her failure to comply with deadlines.  I do not need to go into the details, and suffice to say that I do not consider them to be so unreasonable as Mr Deng submits.

15.  Having analysed the matter on the whole, I shall deal with the Defendant’s application specifically.

IV.  COSTS THROWN AWAY BY THE FIRST ADJOURNMENT

16.  The Defendant seeks that the Claimant should pay the Defendant’s costs thrown away by the First Adjournment.  The Court ordering the First Adjournment did not make any costs order and did not reserve any costs.  No parties thereafter sought any clarification from the Court.  This should mean that there was no order as to costs of the First Adjournment.  The present application is an application to vary my costs order nisi, but not an application to review or appeal the costs order of the First Adjournment (no order as to costs)  out of time.  This is sufficient for me to decline the Defendant’s application for the costs thrown away by the First Adjournment.

17.  In any event, considering that the Claimant was not legally represented at that time and she was applying for legal aid, I do not see any ground to order the Claimant to pay the costs thrown away by the First Adjournment.

V.  COSTS THROWN AWAY BY THE SECOND ADJOURNMENT

18.  The Court ordering the Second Adjournment expressly made a costs order that costs be in the cause.  Despite that, Mr Deng submits that (i)  the costs order was not absolute; (ii)  the “cause” had yet to be determined; and (iii)  that Court had not been addressed on any costs issue.

19.  With respect, (i)  an order without being labelled as nisi is an absolute order, and in any event, if that order was meant to be a nisi order, it would have become absolute by lapse of the 14 days period long ago; (ii)  the “cause” had now been determined by the Decision, and thus costs are in the cause; if Mr Deng were right, then any costs order of costs in the cause would be meaningless but could be reopened for arguments during taxation; and (iii)  while that Court had not been addressed on any costs issue, the parties did not raise this immediately to that Court and instead remained silent.  Therefore, given that the present application is an application to vary my costs order nisi, but not an application to review or appeal the costs order out of time, I decline the Defendant’s application for the costs thrown away by the Second Adjournment.

20.  In any event, I note that the most substantial sum of costs that are alleged to have been thrown away by the Second Adjournment probably would be the counsel’s brief.  However, the arguments for the appeal would not have changed substantially and substantively since the Second Adjournment, and thus not much of the brief (if an)  would have been wasted.  Reading time may be necessary for the adjourned hearing to refresh the counsel’s mind, but it is another matter to say that the previous brief had been completely or substantially wasted.  In the circumstances, having considered that at that time the Claimant was not legally represented and she was appealing on legal aid, I do not see any ground to order the Claimant to pay the costs thrown away by the Second Adjournment.

VI.  INDEMNITY BASIS

21.  As mentioned above, the Summons does not include any application for indemnity basis.  The first time the Defendant has sought indemnity basis is in Mr Deng’s written submissions.  In his reply submissions, Mr Deng submits that indemnity basis should be sought at the conclusion of a taxation hearing, relying on Hong Kong Civil Procedure 2025 §62/24/2 that “a letter offering to settle costs written for the purpose of being referred to on taxation of costs should be referred to at the conclusion of a taxation review hearing”.  With respect, his reliance is misplaced.  The commentary there simply refers to an offer to settle costs (as opposed to an offer to settle the action), and therefore, in that context, one would understand why such an offer should be referred to only at the conclusion of the taxation hearing.  If the Defendant follows this commentary, and according to the Defendant’s logic, the Defendant should not be seeking indemnity now, but wait until I dispose of the application to vary the costs order nisi.  This clearly is wrong. 

22.  In the present appeal, after I disposed of the appeal, in applying to vary the costs order nisi, the parties must produce all relevant without prejudice materials at the outset of the application in support of the application.  This is one of the purposes of making a costs order nisi, thereby giving parties a chance to produce all relevant without prejudice materials which the Court should not consider in determining liability.  The Defendant should have made it clear in the Summons that it is seeking indemnity basis.

23.  As mentioned above, in his reply submissions, the Defendant applies to amend the Summons to include indemnity costs.  However, as I analysed above, I fail to see any conduct that would warrant any indemnity costs.  Therefore, even though the Claimant has diligently dealt with the Defendant’s submissions on indemnity costs and thus it may be said that there would be no prejudice to the Claimant in allowing the amendment, given that the amendment is unmeritorious, I dismiss this late application made in the reply submissions.

VII.  MISCELLANEOUS

24.  For the sake of completeness, “certificate for counsel” is apparently deliberately added in the Summons.  This phrase is unnecessary, given that the default position in the Court of First Instance hearing is that there shall be certificate for one counsel.

25.  In the Summons, the Defendant also seeks that the Claimant’s own costs from 11 February 2025 shall be taxed in accordance with Legal Aid Regulations.  I have already provided in the costs order nisi that the Claimant’s own costs shall be taxed in accordance with Legal Aid Regulations.  The only difference is that the date 11 February 2025, being the date of the grant of the legal aid certificate, would be added.  I do not see the necessity in doing so.

VIII.  CONCLUSION

26.  In the circumstances, I dismiss the Summons, and also the application by way of the Defendant’s reply submissions dated 2 January 2026 to amend the Summons.  I make the costs order nisi absolute. 

27.  Further, I order the Defendant to pay the Claimant costs of the Summons (and for the avoidance of doubt, the costs should include costs in relation to submissions on indemnity costs), to be summarily assessed, and that the Claimant’s own costs shall be taxed in accordance with the Legal Aid Regulations.

28.  For the summary assessments of the costs of the appeal and of the costs of the Summons, I order that:-

(1)  The respective receiving parties shall lodge and serve a statement of costs within 7 days from today;

(2)  The respective paying parties shall lodge and serve a list of objections within 7 days thereafter; and

(3)  The costs assessments shall be disposed of on paper.

29.  I thank counsel for their assistance.

(Gary CC Lam)
Deputy High Court Judge

Mr Jason Kung, instructed by DLA Heyman Tang & Wong, for the Claimant

Mr Earl Deng, instructed by Kennedys, for the Defendant

  

[2025] HKCFI 3680-EN-2025-08-21

CHUNG HOI YIN AGGIE v. THE GENERAL OF THE SALVATION ARMY

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HCLA 16/2023

[2025] HKCFI 3680

IN THE HIGH COURT OF THE

HONG KONG SPECIAL ADMINISTRATIVE REGION

COURT OF FIRST INSTANCE

LABOUR TRIBUNAL APPEAL NO 16 OF 2023

(ON APPEAL FROM LABOUR TRIBUNAL CLAIM NO 2803 OF 2022)

____________

BETWEEN

 鍾凱研(CHUNG HOI YIN AGGIE)Claimant
 and 
 THE GENERAL OF THE SALVATION ARMYDefendant

____________

Before:Deputy High Court Judge Gary CC Lam in Court
Date of Hearing: 31 July 2025
Date of Judgment: 21 August 2025

_________________________

JUDGMENT

_________________________

I.  INTRODUCTION

1.  By his Decision handed down on 3 January 2024 ([2024] HKCFI 50), Fung J granted leave to the Defendant to appeal against the Judgment of the Labour Tribunal (the “LT’s Judgment”) made by Deputy Presiding Officer Ms Chan Pui Shan (the “Learned Officer”) on 10 May 2023. This is the appeal.

II.  BACKGROUND

2.  Since 2005, the Defendant had employed the Claimant as a registered contract social worker. By letter dated 30 March 2020 issued to the Claimant, the Defendant wrote:-

“閣下於合約期間工作表達到本軍要求,現被續聘為救世軍新界西綜合服務/屯門東青少年綜合服務之合約隊長,合約期由二〇二〇年四月一日至二〇二一年三月三十一日止。

…

隨函附上合約隊長之聘用條件…”

3.  The “聘用條件” enclosed therewith (the “Employment Contract”) contained, among others, the following terms:-

“1. 職銜:隊長

性質:合約僱員

…

4. 職位概要:

隊長主要職務是協助高級主任領導及管理有關之服務小隊,並且掌握及回應社區需要,提供優質專業服務予青少年及其家庭。

…

10. 行為守則:

(i) 按照救世軍社會報務部的宗旨,提供優質服務,以「服務對象需要」為本,重視責任承擔和服務交代。

(ii) 經常留意和遵守救世軍及香港政政府所頒行的最新的服務守則:包括服務質素標準、職業安全、衛生、環境保護等。

(iii) 須自覺遵守社會工作專業守則。

…

12. 其他聘用條件,請參閱以下文件

(i) 合約僱員手冊 (2013 年5 月1日修訂)

(ii) 員工工作評核表

本人經詳細閱讀救世軍在聘書和以上列出之僱用條件,充份了解其內容,並同意遵守所載各項。

僱員簽署:…” (emphasis added)

4.  On or shortly before 1 April 2020, the Claimant accepted the Employment Contract. The total sum of the above documents is that the terms of the Employment Contract started on 1 April 2020 and expired on 31 March 2021.

5.  “合約僱員手冊 (2013 年5 月1日修訂)” referred to in Clause 12(i) of the Employment Contract (the “Handbook”) contained, among others, the following terms:-

“服務質素11. 僱員須遵行本軍要求的服務質素標準,提供優質服務。

…

續約

40. 上級須於僱員台約屆滿前與僱員進行工作評核以決定是否續約。續約與否,續約的年期及條件將按僱員工作表現水平及崗位狀況等作決定。

辭職及解僱

辭職/解僱通知41.僱員辭職,須提前4星期通知本軍。本軍解僱僱員,亦需如期發出通知。

受僱未滿l個月之僱員不需要通知期,本軍於首月與僱員終止僱傭合約時須給予7天通知期。

42.僱員如未能按照規定提前通知而自行離職,即須以等量薪金代替通知期,償還救世軍。”

6.  The “服務質素標準”, mentioned both in Clause 10(ii) of the Employment Contract and paragraph 11 of the Handbook, included the Service Quality Standards agreed between the Social Welfare Department of the Hong Kong Government and the Defendant. Service Quality Standard 5 (the “SQS 5”), concerning human resources, provided that:-

“救世軍社會服務部
制訂職員合約政策及程序

…

程 序

4. 關於續約處理,本部將於員工合約到期前兩個月透過人力資源管理電腦系統向高級主任/單位主管發出通告。高級主任/單位主管需在合約到期前六星期向總經理提交有關員工的工作評核表及續約與否的建議,相關的批准權限如下…

5. 本部人力資源組於台約到期前或後四星期內向有關員工發出續聘書,終止合約通知書則於合約到期前兩個月(適用於高級主任或以上) 或二十八天發出。”

7.  By the end of the Employment Contract, that is, 31 March 2021, the Claimant had been and was still on sick leave, and the Defendant renewed the Employment Contract six times by notices, specifically stating the renewal periods to be:-

(1)  “由二〇二一年四月一日至二〇二一年六月三十日止” (“from 1 April 2021 to 30 June 2021”);

(2)  “由二〇二一年七月一日至二〇二一年九月三十日止” (“from 1 July 2021 to 30 September 2021”);

(3)  “由二〇二一年十月一日至二〇二一年十二月三十一日止” (“from 1 October 2021 to 31 December 2021”);

(4)  “由二〇二二年一月一日至二〇二二年三月三十一日止” (“from 1 January 2022 to 31 March 2022”);

(5)  “由二〇二二年四月一日至二〇二二年六月三十日止” (“from 1 April 2022 to 30 June 2022”); and

(6)  “由二〇二二年七月一日至二〇二二年九月三十日止” (“from 1 July 2022 to 30 September 2022”).

8.  The Employment Contract, not further renewed, eventually expired on 30 September 2022. On 30 September 2022, the Defendant notified the Claimant that there would be no further renewal, when the Claimant was still on sick leave.

III.  LT’S JUDGMENT

9.  In the Labour Tribunal, the Claimant claimed that:-

(1)  SQS 5 (and thus Clause 5 of Appendix 6 thereto) formed part of the Employment Contract;

(2)  By clause 5 of Appendix 6 to SQS 5, the Defendant was required to give 28 days’ notice for termination of the employment;

(3)  The Defendant did not give any notice of termination of the employment; and

(4)  Therefore, the Defendant dismissed the Claimant without valid reasons.

10.  Based on the above claim, the Claimant sought (1) 28 days wages in lieu of notice of termination of employment; (2) compensation arising from the termination of employment; and (3) compensation upon dismissal under section 32P of the Employment Ordinance (the “Ordinance”).

11.  The Defendant denied that Clause 5 of Appendix 6 to SQS 5 formed part of the Employment Contract. The Defendant’s position was that the employment under the Employment Contract was fixed and remained fixed after renewal. Therefore, the Defendant contended that it was not required to give any notice of termination, given that the employment automatically expired on 30 September 2022. The Defendant further contended that the Claimant should not be entitled to the compensation awarded to her, which would arise only from wrongful dismissal, but not from expiry of a fixed-term employment.

12.  At §20 of the LT’s Judgment, the Learned Officer identified the following issues for her determination:-

(1)  Whether SQS 5 formed part of the Employment Contract;

(2)  If it did not, whether the expiry of the fixed-term employment should be regarded as dismissal; and

(3)  If it should be, whether there were proper grounds for the dismissal.

13.  The Learned Officer found that SQS 5 formed part of the Employment Contract such that it required the Defendant to give the Claimant 28 days’ notice, that the termination was therefore a dismissal, and that there were no proper grounds for the dismissal. The Learned Officer awarded 28 days’ wages, and compensation for wrongful dismissal under section 32P of the Ordinance. The Learned Officer seemed to say that the compensation arising from the wrongful dismissal was included in her award of the section 32P compensation, and therefore, did not award any such compensation separately (see §52 of the LT’s Judgment).

IV.  GROUNDS OF APPEAL

14.  On 3 January 2024, Fung J granted leave to appeal on the following grounds:-

(1)  Ground 1: the Learned Officer erred in law in holding that SQS 5 formed part of the Employment Contract, which should have been construed as no more than guidelines for the human resources department of the Defendant to follow;

(2)  Ground 2: the Learned Officer erred in law in construing that Clause 5 of SQS 5 conferred a contractual right on the Claimant to receive 28 days’ notice or payment in lieu, given that the employment under the Employment Contract was a fixed-term employment;

(3)  Ground 3: the Learned Officer erred in law in holding that the Claimant was dismissed upon the expiry of the fixed-term employment;

(4)  Ground 4: for section 32P compensation, the Learned Officer erred in law in failing to investigate whether the Claimant was dismissed within or outside her statutory entitlement of sick leave allowance as provided by section 33(4B) of the Ordinance and/or in failing to adjourn the issue of compensation under section 32P until the determination of the Claimant’s employee compensation claim which would determine her statutory entitlement of sick leave allowance; and

(5)  Ground 5: the Learned Officer should have found that there were proper grounds for the dismissal, if the termination was a dismissal.

V.  GROUNDS 1 AND 2

15.  I shall deal with both Grounds 1 and 2 together, as they both concern whether SQS 5 formed part of the Employment Contract. The question arising from Grounds 1 and 2 is, in essence, whether SQS 5 formed part of the Employment Contract. With respect to Mr Jason Kung, counsel for the Claimant, I do not quite follow his submissions that Grounds 1 and 2 should be limited to whether SQS 5 was apt to be a contractual term. I disagree with him that Ground 1 in particular was formulated so narrowly as to be based on the so-called “aptness” test mentioned in Kwan Ka Man Blanche v Esprit Retail (Hong Kong) Ltd [2004] 4 HKC 378 at §15. Neither Ground 1 nor Ground 2 even uses the word “apt” or “aptness”.

16.  The general legal principles in relation to contractual construction are well established. In summary, the construction is a unitary exercise starting with the ordinary and natural meaning of the words and bearing in mind the purpose, context and factual matrix known to the parties, the quality of the drafting and the commercial common sense: see Eminent Investments (Asia Pacific) Ltd v DIO Corp (2020) 23 HKCFAR 487 at §§43-44 per Ribeiro PJ and Lord Collins NPJ. I would add that “aptness” in Kwan Ka Man Blanche v Esprit Retail (Hong Kong) Ltd, supra is in my view the same as common sense. However, at the same time, I should bear in mind that the Court is not to rewrite the contract in question based on aptness or reasonableness. Aptness and commercial common sense are factors, among others, the Court has to consider to ascertain the parties’ intention objectively.

17.  As pointed out by Mr Earl Deng, counsel for the Defendant, employment contracts receive no special treatment. The same general legal principles apply to construction of an employment contract. Of course, the employment relationship is part of the context and factual matrix known to the parties, and this has to be taken into account in the unitary exercise: see Egner David Parks & Ors v Cathay Pacific Airways Ltd & Anor[2023] HKCFI 3126 at §§82-83 per DHCJ Jonathan Chang SC.

18.  In the present case, in my view, the mere reference to SQS does not necessarily mean that the whole SQS was contractually incorporated. One has to consider the context and purpose of the Employment Contract as well. The following matters are relevant:-

(1)  the Employment Contract was mainly a unilateral communication of what the Claimant would be expected what to do;

(2)  the heading of Clause 10 of the Employment was “行為守則”;

(3)  the purpose of Clause 10 was to require the Claimant to provide services up to a certain quality;

(4)  the side heading of Clause 11 of the Handbook was “服務質素”, like the heading of Clause 10 of the Employment;

(5)  the purpose of Clause 11 of the Handbook was to require the Claimant to provide services up to a certain quality;

(6)  SQS 5 was about “人力資源” (human resources), nothing about the quality of services provided by the Claimant, the Defendant or any of the Defendant’s employees.

19.  Against the above matters, in my view, Clause 10 clearly created contractual obligations for the Claimant to comply with in respect of her conduct and quality of her service, but not for the Defendant. The references to the SQS here were to ensure that the Claimant’s conduct and service would be up to the standards set out in the SQS insofar as the SQS concerned standards of services. However, SQS 5 did not concern such quality, and therefore would not be apt to form part of the Employment Contract. In the circumstances, I take the view that SQS 5 did not form part of the Employment Contract. If there is any breach of SQS 5, there may be consequence for the Defendant as between the Defendant and the Social Welfare Department, which could choose not to renew contracts with the Defendant. But this would be a matter for the Social Welfare Department. As between the Claimant and the Defendant, SQS 5 at most constituted some non-binding guidelines for the Defendant to follow.

20.  Mr Kung, for the Claimant, submits that the present case bears resemblance to Ko Hon Yue v Chiu Pik Yuk (2012) 15 HKCFAR 72, where the Court of Final Appeal held at §65 that the procedures for non-renewal of a fixed-term contract should also be applied so that the fixed-term contract did not terminate by effluxion of time. With respect, that case does not help the Claimant. In my view, that case is materially different from the present case. As can be seen at §65, one material clause the Court of Final Appeal relied upon there was Appendix 17 of the contract there, which provided that:-

“If the teacher after receiving the warning letter still shows no improvement after an appropriate period, normally not less than one month, and the Management Committee intends to dismiss him or not to renew his contract after the date of expiry, the Supervisor shall so inform the Director.”

21.  Mr Kung submits that Clause 5 of Appendix 6, Appendices 7 and 8 to SQS 5 contained similar terms. On my view that the incorporation of SQS only created obligations on the Claimant but not the Defendant, and so SQS 5 did not form part of the Employment Contract, there was no such term here in the present case.

22.  Mr Kung also submits that properly construed, the Employment Contract was not a fixed-term contract but was meant to be automatically renewable. With respect, I am unable to accept such submissions in the light of the clear wording used in each renewal notice as set out in §7 above. In support his submissions, Mr Kung relied on Clause 5 of Appendix 6 to the SQS, the apparent equivalence between “dismissal” and “non-renewal” in Appendix 7 to the SQS and appraisal for renewal or non-renewal in Appendix 8 to the SQS. However, such reliance cannot be maintained upon my finding that SQS 5 did not form part of the Employment Contract in the first place, while it is clear to me that the fixed-term was part of the Employment Contract.

23.  In any event, Appendix 7 to the SQS would be applicable only when there were disciplinary proceedings, and Appendix 8 to the SQS would be applicable only when there were appraisals. In my view, contrary to Mr Kung’s submissions, a fixed-term contract could be not renewed not only for disciplinary matter or unsatisfactory appraisal of performance, but also for resources or needs. When there were not enough resources, or in the first place, the position was made for a temporary event or purpose, I see no reason why the Defendant would still have to renew such fixed-term contracts even without any disciplinary matter or unsatisfactory appraisal of performance. Therefore, even if Appendices 7 and 8 would be part of the Employment Contract, I would not think that they would lead to construing the term under the Employment Contract to be non-fixed term or fixed-term subject to automatic renewals.

24.  It remains for me to deal with Mr Kung’s submissions that a witness for the Claimant below, Mr Yip Hing Lung, gave evidence that he had never encountered any circumstance where a contract was not renewed without appraisal of performance. The Learned Officer did not seem to have considered his evidence. In any event, I would understand why – Mr Yip Hing Lung was the Chairman of the trade union of Salvation Army who had never been involved in the Human Resources Department of the Defendant or responsible for personnel matters, and so his evidence was of little value, if any.

25.  To conclude, in my view, with respect, the Learned Officer erred in law in holding that SQS 5 formed part of the Employment Contract. I allow Grounds 1 and 2.

VI.  GROUND 3

26.  Termination of a fixed-term employment by effluxion of the fixed-term is not a dismissal: see Demery v Cathay Pacific Airways Ltd [2010] 4 HKLRD 99 at §§22 and 27 per Suffiad J; Suen Hung Shan v Wong & Ouyang (HK) Ltd[2023] HKCFI 3006 at §62 per DHCJ H Au-Yeung (as he then was). Therefore, in the present case, there was no dismissal, and without any dismissal, I do not see any ground for section 32P compensation, and I do not see any need to investigate whether the Claimant was or was not on the statutory sickness allowance.

27.  Insofar as there is any argument that the word used in section 33 of the Ordinance is “terminate” but not “dismiss”, I reject such argument as semantic without regard to the context – the word “terminate” is used in sentences like “an employer shall not terminate…” (section 33(4B)) and “An employer who terminates…” (section 33(4BAA)). It refers to a contract terminated by the employer, but a contract terminates upon the expiry of the term of the contract itself.

28.  In other words, with respect, the Learned Officer erred in law in holding that the termination of the Employment Contract was a dismissal and in awarding compensation based on dismissal. I allow Ground 3.

VII.  GROUND 4

29.  Given my view above, Ground 4 is not necessary. Suffice to say that the Learned Officer’s duty to investigate is not unlimited. In my view, the Learned Officer’s directions made on 11 April 2023 and the supplemental witness statements filed pursuant to the directions were for the purpose of investigating whether the medical leave was statutory or not.

30.  Also, in respect of the Defendant’s submissions that the Learned Officer should have adjourned the hearing pending the determination of the Claimant’s employee compensation claim (in which the length of the statutory medical leave was in question), I agree with Mr Kung that it was a case-management decision which I would not think appropriate to interfere in the present circumstances: see Tang Yisu v Sunguard Security Company Ltd[2023] HKCFI 3116 at §§3.4, 4.2, 4.3 and 4.4 and [2024] HKCFI 1882 at §2.1 per DHCJ Jonathan Wong.

31.  I would reject Ground 4.

VIII.  GROUND 5

32.  Again, given my view above, Ground 5 is not necessary. I should only point out that Ground 5 is more a ground on the Learned Officer’s factual finding of whether there were valid grounds for the dismissal (if it were a dismissal). It does not seem to me that the Learned Officer’s finding, having heard and considered the evidence, is so wrong as to constitute any error of law.

33.  I would reject Ground 5.

IX.  CONCLUSION

34.  Grounds 1 and 2 above are established on the construction of the Employment Contract. There is no need to hear any or any further evidence on this question of law. In the circumstances, I allow the appeal, that is, the Claimant’s claim should have been dismissed. I therefore set aside the Learned Officer’s Award, and dismiss the Claimant’s claim.

35.  I make a costs order nisi that the Claimant should pay the Defendant costs of the appeal (including the costs of the application for leave to appeal before Fung J), to be summarily assessed on paper. For the summary assessment, the Defendant shall lodge and serve a statement of costs within 3 days upon the costs order nisi becoming absolute, and the Claimant shall lodge and serve a list of objections within 7 days thereafter. The Claimant’s own costs shall be taxed in accordance with Legal Aid Regulations.

36.  It remains for me to thank counsel for their assistance.

(Gary CC Lam)
Deputy High Court Judge

  

Mr Jason Kung, instructed by DLA Heyman Tang & Wong, for the Claimant

Mr Earl Deng, instructed by Kennedys, for the Defendant

  

[2024] HKCFI 50-CH-2024-01-03

鍾凱研 對 THE GENERAL OF THE SALVATION ARMY

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HCLA 16/2023

[2024] HKCFI 50

香港特別行政區

高等法院原訟法庭

勞資審裁處上訴2023年第16號

(原本案件編號:勞資審裁處申索2022年第2803號)

________________________

申索人鍾凱研
(CHUNG HOI YIN AGGIE)
 
 訴 
被告人(上訴人)THE GENERAL OF THE SALVATION ARMY 

________________________

主審法官: 高等法院原訟法庭法官馮驊內庭聆訊
聆訊日期: 2023年12月8日
判決日期: 2024年1月3日

判 案 書


1.  被告人The General of the Salvation Army(「救世軍大將」法團)針對勞資審裁處暫委審裁官陳珮珊2023年5月10日裁定被告人須向申索人鍾凱研支付代通知金及僱傭補償申請上訴許可。

背景

2.  申索人是社工,自2005年起受僱於被告人機構。申索人最初是按三年固定時期合約受僱、繼而改爲一年,後則訂立數份三個月定期合約。最後一份三個月定期合約於2022年9月30日届滿,申索人當天收到不獲續約通知。

3.  自2021年4月起至約滿,申索人稱因上司質疑對她造成精神創傷,一直放假,總數達120日,超過申索人所累積的法定有薪病假日。申索人曾於區域法院向被告人提出僱員賠償訴訟,要求確認病假。

4.  在預審階段,另外一名審裁官提出將案件轉介區域法院審理,但當案件交由本案審裁官審理時沒有處理。

5.  勞資審裁處原審訴訟結束後,申索人與被告人於區域法院的僱員賠償訴訟遂達成和解。

申索人案情

6.  申索人指雖然她的《聘用條件》表面上是定期合約,但《聘用條件》包括以下條款:

「10. 行為守則:

(i)  …

(ii)  經常留意和遵守救世軍及香港政府所頒行的最新的服務守則;包括服務質素標準、職業安全、衛生、環境保護等。(間綫後加)

(iii)  …

12. 其他聘用條件,請參閱以下文件

(i)  合約僱員手冊(2013年5月1日修訂)

(ii)  員工工作評核表」

7.  申索人指《聘用條件》納入《服務質素標準》(SQS),而《服務質素標準五-人力資源》(SQS5)第5段規定:

「5. 本部人力資源組於合約到期前或後四星期內向有關員工發出續聘書,終止合約通知書則於合約到期前兩個月(適用於高級主任或以上)或二十八天發出。」

8.  因此,即使定期合約期限届滿,她亦應得到適用於她的二十八天通知期或代通知金。因此,她是被非法解僱。

9.  再者,申索人被解僱當日她正在放病假。因此,根據《僱傭條例》(第57章)第33(4B)條,被告人應支付第32P條僱傭賠償。

被告人案情

10.  被告人指出SQS只是被告人與社會福利署之間的協議,與僱員(即申索人)無關,不屬於僱傭合約一部份。因此,合約是定期届滿自動終止,並非解僱。

11.  即使申索人是被視爲解僱,被告人亦有正當理由不續聘申索人。

審裁官決定

12.  基於現階段只處理上訴許可,審裁官的理由節錄從簡。較詳細的分析見下文討論部份。

13.  審裁官認爲SQS5構成合約的一部份,因此被告人需要給予申索人28天通知期或代通知金。

14.  就《僱傭條例》第32P條的僱員補償,第32P(1)(B)條指如僱員遭僱主在違反(包括)第33(4B)條(即在病假日終止該僱員的僱傭合約),則法院或勞資審裁處可判給其在有關情況下屬公正和恰當的並且須由僱主向僱員支付的補償。

15.  審裁官在判決理由書指:

「42. 綜合以上條文,如為確定《僱俯條例》賦予該僱員的任何權利、利益或保障是否終絕或減少時(包括第32P條項下的補償),該僱員在有薪病假期間不獲續約而非投第9條即時解僱(不論是否有給予通知或代通知金),就第32A(1)(c)條而然應被視為在沒有正當理由的情況下遭解僱,除非相反證明成立。

43.  根據雙方的現有證據顯示,申索人在2022年9月30日正在放取有薪病假。另根據合約屆滿通知書[C-5(1)],被告並不是按照《僱傭條例》第9條即時解僱申索人。因此申索人被視為在沒有正當理由的情況下遭解僱,除非相反證明成立。」

16.  審裁官指雙方確認同意審裁處不需要考慮申索人於2022年9月22日有薪病假的源頭,因此,申索人是在病假日被解僱的。審裁官亦裁定被告人未能證明有正當理由解僱申索人。因此,被告人亦須向申索人支付僱員補償。

適用原則

17.  根據《勞資審裁處條例》(第25章)第32(1)條規定:

「32.根據法律論點作上訴的許可

(1)  如任何一方不滿審裁處的裁斷、命令或裁定,而理由是該裁斷、命令或裁定——

(a)  在法律論點上有錯;或

(b)  超越審裁處的司法管轄權範圍,

則可在該裁斷、命令或裁定向其送達的日期後7天內,或在高等法院司法常務官根據好的因由而容許的延長期限內,向原訟法庭申請上訴許可,而原訟法庭可予批准。」

18.  又根據《勞資審裁處條例》第20(3)條規定:

「審裁官如認為任何事宜與申索有關,則不論該事宜曾否由任何一方提出,亦須予以調查。」

19.  在案例Mak Wai Man v Richfield Realty Ltd HCLA 28/2015, 2015年10月30日中,B Chu J(朱珮瑩法官)在審理上訴許可時總結頒下上訴許可的適用法律原則[16]:

「(1)  針對勞資審裁處的決定上訴,必須以勞資審裁處的法律論點上犯錯或超越其司法管轄權為理由;

(2)  申請人須證明其上訴有可爭辯的理由;

(3)  如勞資審裁處在作出決定時:

(a)  沒有考慮相關因素;

(b)  在沒有證據的情況下作出決定;或

(c)  沒有履行其法定調查責任,以致對申索不能作出公平和恰當的裁決。」

上訴許可申請法律論點

20.  代表被告人的鄧大律師表示,本上訴許可申請只針對法律責任問題,並不涉及賠償金額問題。

21.  經鄧大律師在聆訊中綜合陳述,被告人經修訂的上訴許可申請法律論點擬定如下:

(1)  審裁官在裁決申索人的《聘用條件》納入《服務質素標準》SQS5條款犯了法律錯誤:

(a)  審裁官沒有縱觀SQS的其他條文及上文下理;

(b)  審裁官沒有考慮其詮釋是否違背雙方訂立定期合約的原意。

(2)  審裁官的詮釋使定期合約到期限届滿時會連續地延長,直至給予不續約的通知爲止,產生荒謬效果。

(3)  審裁官裁決申索人有權根據《僱傭條例》第32P條獲得解僱補償犯了法律錯誤:

(a)  被告人並非如第32A(1)(a)條所指因擬使終絕或減少申索人獲得遣散費或領取長期服務金的權益而不對她續約;

(b)  基於第32A(1)(a)並不適用,第32B(1)(b)亦不適用,即申索人根據固定時期合約受聘而時期届滿後沒有續期,並不應被視爲遭被告人解僱;

(c)  即使申索人定時期合約届滿日仍是病假日,不被續約亦不會被視爲解僱。

(4)  申索人連續放假超過法定有薪病假日總數,審裁官沒有調查申索人被終止僱傭合約當日是否仍在病假日。

(5)  基於申索人與被告人長期以來關係不良好,審裁官裁定被告人不予續約的理由是不正當及不真實的是有悖常理。

22.  鄧大律師指出,在普通法下,定期合約在期間届滿後就終止(見Chan Lok Mei & ors v Sze Chi Sing t/a Kwun Tong St Agnes English Kindergarten MECA 9/1995 (1996年1月22日)  per Leong J(梁紹中法官,當時官階)。

23.  法律論據(1)及(2)涉及SQS5的通知條款應否納入申索人的《聘用條件》。

24.  鄧大律師指根據終審法院案例Eminent Investments (Asia Pacific)  Ltd v DIO Corp (2020) 23 HKCFAR 487, [43]-[44] 扼述了合約詮釋的法律原則:

「…當不同的詮釋有矛盾時,應考慮問題條款的固有及一般意思 (ordinary and natural meaning)、合約及其條款之目的 (purpose)、其他相關條款、合約各方在簽訂時所知道或假定的事實與情況、文件起草的素質、和商業常識 (commercial common sense)。」

25.  高等法院原訟庭案例 Kwan Ka Man Blanche v Esprit Retail (Hong Kong)  Ltd [2004] HKEC 846,指出將其他文件納入作為僱傭合約的一部份時,不應只考慮被納入的條文,而應考慮上文下理的其他條文。

26.  鄧大律師指SQS5並非全部條文均成爲僱傭合約的條款。根據英國僱傭上訴審裁處案件Stojsavlevic & Turner v DPD Group Ltd EA-2019-000259-JQJ per Ellenbogen J, 2021年12月21日決定[43],在僱傭合約裏,僱員被指示履行僱主的政策、工作規則等而該些文件沒有被拼入其中並非鮮見。

27.  SQS5 第4段列出:

「4.  關於續約處理,本部將於員工合約到期前兩個月透過人力資源管理電腦系統向高級主任/單位主管發出通告。高級主任/單位主管需在合約到期前六星期向總經理提交有關員工的工作評核表及續約與否的建議,相關的批准權限如下:

4.1  社會服務總監審批常規調整薪級點的員工續約,若屬於非常規調整菥級點的員工續約,由人力資源委員會審批。

4.2  於續約時更改聘用條件(非薪級點),由内閣策劃部長審批。

4.3  若屬於不延續第二次或之後的合約,需交人力資源委員會審批。

4.4  如有降職的建議,由人力資源委員會審批。」

28.  鄧大律師指若SQS5與SQS4一同考慮,就不難得出SQS5只是良好做法 (best practice)  的結論(見Wandsworth London Borough Council v D’sliva & anor [1998] IRLR 193 per Lord Wolf MR, Millet & Walker LJJ)。

29.  就法律論據(3),鄧大律師指《僱傭條例》第32P條的補償並不適用於本案。

30.  審裁官的裁決理由書已詳列《僱傭條例》的有關條文。就現階段上訴許可申請而言,本席只擇取條文的要旨。

31.  根據《僱傭條例》第32A(1)(a)條規定,當僱員根據連續性合約受僱不少於24個月,如該僱員是因僱主擬使終絕或減少其獲得遣散費或領取長期服務金的權利,僱員可針對僱主而得到補償。

32.  根據《僱傭條例》第32A(1)(c)(i)條規定,當僱員是並非基於第32K條所指的正當理由下遭到違反第33(4B)條下解僱,僱員亦可以針對其僱主而授予補償。

33.  根據《僱傭條例》第32B(1)(b)規定,就32A(1)(a)而言,則如僱員根據固定時期合約受聘,而時期届滿後沒有續期,則該僱員可視爲遭僱主解僱。

34.  根據《僱傭條例》第33(4B)條規定,僱主不得在病假日終止僱員的僱傭合約,但按照第9條(即因僱員行爲不當等毋須給予通知或代通知金終止合約)不在此限。

35.  而根據《僱傭條例》第32K條規定,僱主如證明因僱員的行爲、工作能力或資格等將僱員解僱,即屬有正當理由。

36.  綜合以上各條的正當詮釋,鄧大律師指根據上述法律論點(3),申索人不應得到《僱傭條例》第32P條的補償。

37.  就法律論據(4),鄧大律師指出審裁官所謂雙方確認同意審裁處不需要考慮申索人於2022年9月22日有薪病假的源頭,其認知是犯了錯誤。

38.  根據審訊謄本有關段落(文件夾B124頁J-Q行)顯示,審裁官問及雙方的僱員賠償案件,審裁處是否要考慮病假的原因。申索人說無需要。她問被告人代表是否同意,被告人代表說「係」,跟著再問「因咩嘢事有病假係咪唔影響到今次嘅…」,審裁官就接著說「誒,唔影響」。

39.  鄧大律師指即使被告人代表同意病假的原因不相關,但是受審裁官誤導下才同意,並非知情下同意的。

40.  基於申索人合約完結時已耗盡法定有薪病假日的權益,除非得到僱員賠償法庭追認病假權益,否則不是放病假日。審裁官錯誤地以爲病假的源頭不相關,沒有調查或聽後僱員賠償訴訟就病假的判決。然而,現僱員賠償訴訟已和解,再沒有任何基礎來決定申索人是否在病假日被終止合約或被解僱。因此,鄧大律師指申索人是在病假日被終止僱傭合約是錯誤的。

41.  就法律論據(5),鄧大律師引述案例Karchoud v Incoporated Trustees of the Islamic Community Fund of Hong Kong [2003] 4 HKC 79 指出,員工間之和諧屬於《僱傭條例》第32K下的正當理由。因此,審裁官認爲被告人不予續約的理由是不正當及不真實的是有悖常理。

結論

42.  縱觀被告人所提出上述擬定法律(1)至(5)法律論點,本席認爲均有合理可爭辯性的。因此,本席頒下上訴許可。

 (馮驊)
 高等法院原訟法庭法官

被告人(上訴人):由肯尼狄律師行轉聘鄧鈞堤大律師代表