Employee Misconduct: Making the Right Call Before Dismissal

Before you dismiss without notice, understand the questions, evidence, and payments that need careful attention in Hong Kong.

JC Business Briefing Series

Employee Misconduct: Making the Right Call Before Dismissal

A serious incident can turn a difficult people issue into an urgent decision. You may be asked to dismiss an employee that day as a decision maker. Before taking that step, ask whether the conduct is serious enough for summary dismissal and whether the facts have been fairly checked

Summary dismissal is immediate termination. Under Hong Kong employment law, it may be considered where an employee wilfully disobeys a lawful and reasonable order, is guilty of misconduct, commits fraud or dishonesty, or habitually neglects their duties. The facts, the employment contract, the relevant policies, and the way the decision is made all matter.

Join JC Legal for a practical business briefing on how to pause, assess the situation, preserve the right records, and choose a proportionate next step.

The evening also includes an informal networking session. Meet fellow founders, business owners, and professionals from different industries, exchange ideas, and continue the conversation over drinks and light refreshments.

Details

Date: Thursday, 26 November 2026

Time: 6:30 pm to 8:00 pm, Hong Kong Time

Format: In person

Venue: JC Legal, Units 1-3, 20/F, Strand 50, 50 Bonham Strand, Sheung Wan, Hong Kong

Ticket: HK$100

Capacity: 10 attendees

What we will cover

• What summary dismissal means in practice.
• The circumstances in which summary dismissal may be considered.
• How to distinguish serious one-off misconduct from an ordinary mistake, weak performance, or a minor breach of policy.
• How to check whether an order was lawful and reasonable, and whether the relevant policy was communicated.
• What to preserve as the right records.
• When a warning or termination with notice may be a safer response, and which accrued entitlements may remain payable even after summary dismissal.

Who should attend

• Startup founders who have hired, or are about to hire, their first team in Hong Kong.
• SME owners and directors who make people decisions.
• HR, people, and operations leaders who need a clear process when conduct concerns arise.
• Overseas founders building a business and team in Hong Kong.
• Managers who may be asked to act quickly when a workplace concern is reported.