[2024 Holidays] Subscribe Hong Kong Public Holiday iCal 2024 to your electronic calendar

From now on you can save time in adding public holidays to your electronic calendar!  1823 Online has prepared the Hong Kong Public Holidays calendar in iCal format for your use! iCal, short form of iCalendar, is a common file format used for sharing calendar data. iCal is compatible with most of the current calendar program. 1823 Online currently provide data of HK public holidays for 2022-24. For new users, public holidays for 2022-24 will be shown in your calendar after subscribing to our iCal. For users who have already subscribed to our iCal, your mobile devices will automatically update the information of public holidays for 2021-23 to information of 2022-24 after synchronisation. >>>Click here to susbcribe Hong Kong Public Holiday iCal 2024 to your electronic calendar! A statutory holiday is not equivalent to public holiday Statutory holidays are also commonly known as labour holiday.  In accordance with the Employment Ordinance, all employees, irrespective of the length of service or whether the employee is employed under a continuous contract, are entitled to statutory holidays. Please click here for details. The 14 statutory holidays for 2024 are:1.    The first day of January - 1 January (Monday)   2.    Lunar New Year's Day - 10 February (Saturday)    3.    The third day of Lunar New Year - 12 February (Monday)       4.    The fourth day of Lunar New Year - 13 February (Tuesday)  5.    Ching Ming Festival - 4 April (Thursday)     6.    Labour Day - 1 May (Wednesday)   7.    The Birthday of the Buddha - 15 May (Wednesday)    8.    Tuen Ng Festival - 10 June (Monday)     9.    Hong Kong Special Administrative Region Establishment Day - 1 July (Monday)     10.  The day following the Chinese Mid-Autumn Festival - 18 September (Wednesday)       11.  National Day - 1 October (Tuesday)     12.  Chung Yeung Festival - 11 October (Friday)   13.  Chinese Winter Solstice Festival or Christmas Day (at the option of the employer) - 21 December (Saturday) or 25 December (Wednesday)   14.  The first weekday after Christmas Day - 26 December (Thursday)According to the Employment Ordinance, when either Lunar New Year's Day, the second day of the Lunar New Year or the third day of the Lunar New Year falls on a Sunday, the fourth day of the Lunar New Year is designated as a statutory holiday in substitution; and in the event that the day following the Chinese Mid-Autumn Festival falls on a Sunday, the day thereafter (i.e. the 17th day of the eighth month of the lunar calendar) is designated as a statutory holiday in substitution. As the second day of Lunar New Year of 2024 falls on a Sunday, the fourth day of Lunar New Year will be designated as a statutory holiday. Please visit the website of Labour Department for more details. All employees are entitled to the above statutory holidays. If the statutory holiday falls on a rest day, a holiday should be granted on the day following the rest day which is not a statutory holiday or an alternative holiday or a substituted holiday or a rest day. An employee having been employed under a continuous contract for not less than 3 months is entitled to the holiday pay which is equivalent to the average daily wages earned by the employee in the 12-month period preceding the holiday. For more details, please click here.

How to define myself as "employee" or "contractor or self-employed person"?

To avoid misunderstanding or dispute, the relevant persons should understand clearly their mode of cooperation according to their intention and clarify their identities, whether they are engaged as an employee or a contractor/self-employed person, before entering into a contract. This can safeguard mutual rights and benefits.Employees should note-  An employee should identify who his employer is before entering into an employment contract.- Before an employee considers changing his status to a contractor or self-employed person, he must cautiously assess the pros and cons involved, including the employment rights and benefits that he may lose in such a change.- An employer should not unilaterally change the status of his employee to a contractor or self-employed person without the consent of the employee.- A contractor or self-employed person should consider taking out a personal accident insurance policy with adequate coverage on his own. There is no one single conclusive test to distinguish an “employee” from a “contractor or self-employed person”. In differentiating these two identities, all relevant factors of the case should be taken into account. Please visit Labour Department website for more details. And the actual circumstances in each case are different, the final interpretation will rest with the court in case of a dispute. For the reference court cases, please click here for more details. If an employer fails to fulfil his obligations under the relevant legislation, the employee may call the Labour Department complaint hotline at 2815 2200 (information will be handled in confidence), or seek assistance in person at the offices of the Labour Relations Division of the Labour Department. For further enquiries about the differences between an “employee” and a “contractor or selfemployed person”, you may- Call the enquiry hotline: 2717 1771 (the hotline is handled by “1823”)- Visit the offices of the Labour Relations Division of the Labour Department (Click here for the addresses of the Offices)