Report finds significant gaps in family-friendly practices in workplaces
Most HR professionals in Hong Kong believe their organisations lack guidelines or rules on Family-Friendly Employment Practices (FFEP), according to a new report.
FFEPs are defined by Hong Kong's Labour Department as measures that can be adopted by employers to help their staff balance work and family obligations.
Some examples of FFEPs include special leave entitlements, such as marriage leave, parental leave, and compassionate leave, flexible work arrangements, as well as further support for employees and their families.
Significant FFEP gaps
But a new report from Hong Kong's Equal Opportunities Commission (EOC) found that 90% of HR professionals think their organisations lacked FFEP guidelines or rules.
At least a quarter of HR professionals also said they are unsure whether their current measures were effective in supporting employees who take care of family members with special needs, such as:
- Those with mental health needs (45%)
- Children with special educational needs (36%)
- Single-parent children (30.3%)
According to the report, 80% of HR professionals said their employers would offer unpaid leave to employees when they don't have sufficient leave balance.
Only less than five per cent of HR professionals said their organisation grants:
- Advanced annual leave (2.5%)
- Additional paid leave (2%)
- Family-related leave (less than one per cent)
Another four per cent of HR respondents also said their employers would ask employees to quit if they need to take leave despite not having enough balance.
Ferrick Chu Chung-man, Executive Director (Operations) of the EOC, warned employers that suggesting resignation when employees request additional leave could constitute unlawful discrimination.
"If an employer treats an employee less favourably on the ground of family status, including dismissing them, denying them promotional opportunities, transferring them, or refusing to hire them, the employer may violate the Family Status Discrimination Ordinance," Chu said in a statement.
Recommendations from the EOC
To avoid unlawful actions, the EOC urged employers to set out written FFEP policies.
"The Study also seeks to recommend additional FFEPs to employers to better meet the needs of employees' families," Chu added.
"Past studies on this issue have rarely incorporated the views of employees' family members. As for HR professionals, they have a dual role, both as employees themselves and as representatives of employers in implementing HR-related programmes. As such, their opinions should also be considered."
The EOC also called on the Hong Kong government to lead by example in implementing FFEPs, as the report noted that the private sector tends to follow its lead.
Linda Lam Mei-sau, Chairperson of the EOC, underscored that FFEPs shape an inclusive workplace culture, enhance employees' sense of belonging, as well as encourage individuals with family responsibilities to rejoin the workforce.
"FFEPs allow employees with family responsibilities to balance work and family life through flexible work arrangements, which are beneficial to individuals, families, organisations, and society as a whole," Lam said in a statement.
"Well-designed employment policies can also enhance employees' awareness of the Ordinance across all ranks, which in turn will prevent unlawful discrimination against colleagues with family responsibilities."
