Employment partner at Lewis Silkin outlines how employers can prevent legal risks and foster a respectful workplace culture
27 May 2025
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A recent survey reported by the South China Morning Post in March 2025 found that one in three women in Hong Kong experienced sexual harassment in the workplace over the past three years, yet the majority chose not to report it.
The most common reasons: fear of career repercussions or resignation that inappropriate behaviour is simply the norm.
This data underlines a deeper challenge in today’s workplaces: legal protections alone are not enough. When employees don’t feel safe or supported in raising concerns, the framework meant to protect them falters.
Employers who rely solely on statutory compliance may inadvertently allow harmful behaviours to persist. Thus, workplace respect is increasingly being seen as a performance and reputational imperative.
Catherine Leung, partner and head of employment at Lewis Silkin Hong Kong, shared with HRD Asia how employers can apply legal principles, internal structures, and leadership accountability to build a culture that retains top talent and protects against avoidable disputes.
Respect at work underpins trust and engagement, and Hong Kong's legal framework offers statutory protection for specific characteristics.
As Leung explains, discrimination and harassment are unlawful when based on characteristics such as sex (including pregnancy and...
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