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Felda Yeung

Gall Partner’s Star Continues To Rise

Gall partner Felda Yeung has once again been recognised in the legal media, this time by 𝗔𝘀𝗶𝗮𝗻 𝗟𝗲𝗴𝗮𝗹 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 as a “𝗛𝗼𝗻𝗴 𝗞𝗼𝗻𝗴 𝗥𝗶𝘀𝗶𝗻𝗴 𝗦𝘁𝗮𝗿 𝟮𝟬𝟮𝟰”. The “Rising Star” list highlights Hong Kong’s next generation of standout lawyers who continue to demonstrate exceptional potential in the industry while earning strong praise from their clients. To

Gall recognised in “Legal 500” Greater China 2025 rankings

We are thrilled that Gall Solicitors has been recognised in the prestigious Legal 500 Greater China 2025 rankings. The firm has been recognised in 4 practice areas: Dispute resolution: LitigationLabour and EmploymentPrivate Client and FamilyRestructuring and Insolvency Legal 500 is a well-respected and trusted benchmarking of excellence in law. Its editorial commentary highlights three of the firm’s practice areas:

Gall Partner interviewed for Human Resources Director Asia magazine

Gall Partner and Co-Head of Employment Felda Yeung recently spoke with HRD Asia magazine on how to stay compliant with privacy regulations and address any employee concerns for employers implementing, or considering to implement, monitoring policies. In the interview, which you can read here, Felda unpacks the growing challenges of employee privacy as remote work continues to blur the lines

Pregnancy Discrimination is not Tolerated in Hong Kong

Pregnancy Discrimination Pregnancy discrimination occurs when an employer treats a woman less favourably on the ground of her pregnancy than he treats or would treat a person who is not pregnant. Under the Sex Discrimination Ordinance (Cap.480) (“SDO”), it is unlawful for an employer to discriminate against a pregnant employee by dismissing her or subjecting

Labelling a Bonus as “Discretionary” doesn’t mean it is Absolutely Discretionary

Background It is common for Hong Kong employment agreements to describe a bonus as “discretionary” or “gratuitous’ in nature. The employer’s objective is to retain sole and absolute discretion to decide whether to award a bonus and if so, to decide the amount to be awarded. However, the line between discretionary and non-discretionary bonuses can

Repeal of Legitimate Vaccination Request

The Employment (Amendment) Ordinance 2022 (Commencement) Notice was published on 14 April 2023 and will take effect on 16 June 2023 to repeal the provisions under the Employment Ordinance (“EO”) relating to legitimate COVID-19 vaccination request provisions (“Vaccination Provisions”). The Vaccination Provisions were added to the EO pursuant to the Employment (Amendment) Ordinance 2022 (“Amendment Ordinance”)which

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