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從「418」到「468」: HR須知的法律影響與對策
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從「418」到「468」: HR須知的法律影響與對策

Start
2026-01-16
End
2026-01-16
Time
14:30 - 17:30

$3,800.00

Language: Cantonese

Venue: HKIHRM, Units 1810-15, 18/F, Millennium City 2, 378 Kwun Tong Road, Kwun Tong, Kowloon, Hong Kong (3-minute walk from Ngau Tau Kok MTR station exit A)

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Category: Product ID: 75041

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新修訂的「468條例」將於2026年1月18日正式生效。

此項修訂直接影響僱員是否被視為連續受僱，進而對強積金(MPF)對沖安排、遣散費及長期服務金(LSP)的計算方式及僱主的法律責任產生實質影響。

參加本課程，你將能夠：

1. 透徹掌握新法規要點

  • 理解「468條例」的法律效力及對公司成本管理的影響
  • 辨析「468」與「418」的核心差異

2. 評估法定責任影響

  • 解析「468」對MPF對沖安排、遣散費及長期服務金的影響

3. 制定合法策略

  • 審視新規定下，不同人力資源策略（例如改變工時、cooling periods) 的法律效力。
  • 設計合規的人力調配方案

【第一部分】重新定義「連續性僱用」—— 全新468規則

1. 導言及背景

  • 概覽現行「418規則」下的連續性僱用定義
  • 為何要轉向「468規則」的政策理據
  • 此更新如何影響 強積金(MPF)對沖、遣散費及長期服務金(LSP)

2.  理解468規則

  • 新連續性僱用定義下的主要判定標準
  • 418與468的比較及其在人力資源管理上的實際分別

3. 人手管理的應對策略 

  • 如何靈活管理兼職、散工及彈性員工
  • 如何調整人手規劃、排班及合約以符合「468規則」
  • 實例：
    • 如何「過冷河」（在僱傭關係中設置中斷期）—— 什麼是合法、什麼屬高風險
    • 調動崗位或調整工時以減低觸犯連續性僱用的風險
    • 如何設計工作時間表以符合「468」小時門檻

4. 法律風險與合規挑戰

  • 哪些策略合規？哪些可能引起法律爭議？
  • 案例分析：因規避連續性僱用而產生的勞資糾紛

5. 過渡安排及準備工作

  • 生效日期、重要時間表及過渡期安排
  • HR應立即採取的行動：審視員工記錄、更新合約、與員工溝通

6. 互動法律情景研討 

  • 情景1：後備待命時間是否計入「468」工作小時？
  • 情景2：實際工時長期超過合約工時，如何影響連續性僱用身份？
  • 情景3：僱主「暫停」僱用一週以避免觸碰「468」門檻，是否合法？

 

【第二部分】MPF對沖、遣散費及長期服務金(LSP)—— 「468規則」及相關改革的延伸影響

1. 背景及法律框架

  • 為何取消MPF對沖機制
  • MPF改革如何與468規則互相關聯

2. 遣散費及長期服務金（LSP）

  • 法定權益及計算方法
  • 連續性僱用身份（在「468規則」下）如何影響計算

3. MPF對沖機制的取消

  • 2025年生效的法律變動及對僱主的影響

4. 政府補貼計劃 

  • 過渡期的財政支援、申請資格及限制

5. 市場反應及法律問題 

  • 常見的人力資源策略以控制僱主責任
  • 討論：僱主是否可以分拆合約以避免遣散或LSP責任？

蘇鴻葦 律師 (Henry)

Henry是少數對電腦科學與人工智能有深入了解的執業律師。擁有倫敦政治經濟學院（London School of Economics）應用社會數據科學碩士學位，以及香港大學政治與法律學士學位。

為不少的國際及香港本地企業提供有關僱傭與合規事務的法律意見，例如起草僱傭合約、員工調動、員工股票期權計劃、數據合規等。

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Ms Connie Wong

Tel: (852) 2837 3831

Email: learning@hkihrm.org

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