{"id":29084,"date":"2023-05-18T13:20:07","date_gmt":"2023-05-18T13:20:07","guid":{"rendered":"https:\/\/prelive-tdw.visibleone.app\/insight-and-news\/hong-kong-court-awards-indemnity-costs-to-employer-in-discrimination-proceedings\/"},"modified":"2025-09-22T03:06:09","modified_gmt":"2025-09-22T03:06:09","slug":"hong-kong-court-awards-indemnity-costs-to-employer-in-discrimination-proceedings","status":"publish","type":"insight-and-news","link":"https:\/\/www.tannerdewitt.com\/zh-hant\/insight-and-news\/hong-kong-court-awards-indemnity-costs-to-employer-in-discrimination-proceedings\/","title":{"rendered":"Hong Kong Court Awards Indemnity Costs to Employer in Discrimination Proceedings\u00a0"},"content":{"rendered":"\n    \n\n<div style=\"background-image:url('https:\/\/www.tannerdewitt.com\/wp-content\/themes\/tanner-de-witt\/images\/insightdetails.jpeg')\"\n    class=\"insight-news-detail-hero\" id=\"insight-news-detail-hero\">\n\n\t\t<div style=\"background-color:\" class=\"insight-news-detail-hero-overlay \"><\/div>\n            <div class=\"z-[0]\">\n                <div class=\"insight-news-breadcrumbs flex items-end practice-areas-featured-breadcrumbs \">\n                    <a class=\"page-link no-underline\" href=\"https:\/\/www.tannerdewitt.com\/zh-hant\/\">Home<\/a>                <\/div>\n\n\n                <div class=\"hero-title\">\n                    <h1>\n                        Hong Kong Court Awards Indemnity Costs to Employer in Discrimination Proceedings\u00a0                    <\/h1>\n                <\/div>\n                \n                    <div style=\"\" class=\"hero-date \">\n\n                        <span class=\"month\">May<\/span>\n                        <span class=\"day\">18<\/span>\n                        <span class=\"year\">2023<\/span>\n                    <\/div>\n\n            <\/div>\n    \n\n    \n\n\n\n<\/div>\n\n\n\n<script >\n    (function () {\n        document.addEventListener(\"DOMContentLoaded\", () => {\n\n            const breadCrumbsContainer = Array.from(document.querySelectorAll(\".practice-areas-featured-breadcrumbs\"));\n\n            breadCrumbsContainer.forEach(container => {\n                const breadCrumbLinks = Array.from(container.querySelectorAll('.page-link'));\n                const breadCrumbSeperators = Array.from(container.querySelectorAll('.separator'));\n\n                if (Array.from(breadCrumbLinks).length === 1) {\n                    const homeNode = breadCrumbLinks[0];\n\n                    if (!homeNode) {\n                        return\n                    }\n\n                    const postTypeNode = homeNode.cloneNode(true);\n                    postTypeNode.textContent = \"Insights and News\";\n                    container.insertAdjacentHTML('beforeend', `<span class=\"separator practice-areas-featured-breadcrumb-item-slash\">\/<\/span>`)\n                    container.insertAdjacentElement('beforeend', postTypeNode)\n                    breadCrumbLinks.push(postTypeNode);\n\n                    if (\"Insights\") {\n                        const categoryNode = homeNode.cloneNode(true);\n\n                        categoryNode.textContent = \"Insights\";\n                        container.insertAdjacentHTML('beforeend', `<span class=\"separator practice-areas-featured-breadcrumb-item-slash\">\/<\/span>`)\n                        container.insertAdjacentElement('beforeend', categoryNode)\n                        breadCrumbLinks.push(categoryNode);\n                    }\n\n\n                    const titleNode = homeNode.cloneNode(true);\n\n                    titleNode.textContent = \"Hong Kong Court Awards Indemnity Costs to Employer in Discrimination Proceedings\u00a0\";\n                    container.insertAdjacentHTML('beforeend', `<span class=\"separator practice-areas-featured-breadcrumb-item-slash\">\/<\/span>`)\n                    container.insertAdjacentElement('beforeend', titleNode)\n                    breadCrumbLinks.push(titleNode);\n\n\n\n\n                }\n\n                breadCrumbLinks.forEach((link, index) => {\n\n                    link.classList.add('practice-areas-featured-breadcrumb-item-name');\n                    const origin = window.location.origin;\n                    const href = window.location.href;\n\n                    const originSplitter = window.location.href.includes(\"insight-and-news\") ? \"insight-and-news\" : window.location.href.includes('insights-and-news') ? \"insights-and-news\" : \"\"\n\n                    const paths = href.split(originSplitter);\n                    const links = paths[1].split(\"\/\").filter(Boolean)\n\n\n                    const resolvedOrigin = originSplitter ? (href.split(originSplitter)[0] || \"\") : (origin + \"\/\")\n\n                    if (index === 0) {\n\n                        if (!originSplitter) {\n                            link.href = origin\n                        } else {\n                            link.href = resolvedOrigin;\n                        }\n\n\n                    } else if (index === 1) {\n                        link.href = resolvedOrigin + originSplitter\n\n                    }\n                    else if (index === 2) {\n                        console.log(links)\n                        link.href = resolvedOrigin + originSplitter + \"\/\" + (links[0] || \"\")\n                    }\n                    else if (index === 3) {\n\n                        link.href = resolvedOrigin + originSplitter + \"\/\" + (links[0] || \"\") + \"\/\" + (links[1] || \"\")\n\n                    }\n\n\n\n                    \/\/ const words = link.textContent.split(\" \")\n                    \/\/ if (words.length > 4) {\n                    \/\/     link.textContent = words.slice(0, 4).join(\" \") + \"...\"\n                    \/\/ }\n\n                })\n\n                breadCrumbSeperators.forEach(separator => {\n                    separator.textContent = \"\/\"\n                    separator.classList.add('practice-areas-featured-breadcrumb-item-slash')\n                });\n\n\n            })\n\n\n        })\n        removeDivTag()\n    })();\n\n    function removeDivTag() {\n        console.log(\"remasfljas\");\n        const editorContainer = document.querySelector(\".editor-wysiwyg\");\n        \/\/ editorContainer.innerText = editorContainer.innerText.replace(\"<\/div>\", \"\")\n        Array.from(editorContainer.childNodes).forEach(el => {\n            if (el.textContent.includes(\"<\/div>\")) {\n                el.textContent = \"\"\n            }\n        })\n    }\n<\/script>\n<div class=\"editor-wysiwyg my-[40px]\">\n<div class=\"single-section\"><div class=\"single-section\">\n<p><strong>Introduction<\/strong>\u00a0<\/p>\n<p>We previously published two articles \u201c<a href=\"https:\/\/www.tannerdewitt.com\/can-and-will-an-employee-claiming-discrimination-be-liable-for-legal-costs-if-they-lose\/\" rel=\"noreferrer noopener\" target=\"_blank\"><em>Can and will an employee claiming discrimination be liable for legal costs if they lose?<\/em><\/a>\u201d and \u201c<a href=\"https:\/\/www.tannerdewitt.com\/important-points-making-discrimination-claims\/\" rel=\"noreferrer noopener\" target=\"_blank\"><em>Important points for making discrimination claims highlighted in a recent District Court case by a former student against a local university<\/em><\/a>\u201d which discuss the Court\u2019s approach on assessing claims and costs in discrimination proceedings.\u00a0\u00a0<\/p>\n<p>In another recent case of <a href=\"https:\/\/legalref.judiciary.hk\/lrs\/common\/ju\/ju_frame.jsp?DIS=152037&amp;currpage=T\" rel=\"noreferrer noopener\" target=\"_blank\"><em>Lee Chick Choi v Hong Kong Golf Club <\/em>[2023] HKDC 515<\/a>, the District Court not only ordered the Employee to pay the costs to the Employer, but also that this be on an indemnity basis. This is a more generous basis of assessment for the successful party. It means that all costs will be allowed except in so far as they are unreasonable and\/or have been unreasonably occurred *(see note 1).\u00a0<\/p>\n<p><em>Lee Chick Choi <\/em>is one of the few, but increasingly common, local cases where the Court departed from the usual rule that parties in discrimination proceedings to bear their own costs.\u00a0<\/p>\n<p><strong>Case Background\u00a0<\/strong>\u00a0<\/p>\n<p>In mid-September 2015, the Employee entered an employment contract with Hong Kong Golf Club as an Assistant Chief Marshal \/ Bag Drop. From around April 2016, the Employee started to experience pain in his left shoulder (\u201cDisability\u201d) and in early September 2016, his employment was terminated by the Employer by payment of one month\u2019s payment in lieu of notice.\u00a0<\/p>\n<p>The Employee claimed compensation under the <a href=\"https:\/\/www.elegislation.gov.hk\/hk\/cap487\" rel=\"noreferrer noopener\" target=\"_blank\">Disability Discrimination Ordinance (\u201cDDO\u201d<\/a>) and also an order for his reinstatement. While the Employee alleged that he was terminated due to the Disability and\/or related sick leave , the Employer\u2019s case was that the termination was solely due to the Employee\u2019s unsatisfactory work performance and attitude.\u00a0\u00a0<\/p>\n<p>In the circumstances, the Court had to consider whether the Employee\u2019s termination was connected to and by reason of the Disability (whether in whole or part).\u00a0\u00a0<\/p>\n<p><strong>The Legal Principles\u00a0<\/strong>\u00a0<\/p>\n<p>Hong Kong courts often adopt the two-stage comparator approach when dealing with discrimination claims: \u2013\u00a0<\/p>\n<ol start=\"1\">\n<li>The first stage is the comparator issue, namely, to identify a comparator to determine whether there has been less favourable treatment.\u00a0\u00a0<\/li>\n<\/ol>\n<ol start=\"2\">\n<li>The second stage is the causation issue, which is to determine whether the less favourable treatment is done on the grounds of the prohibited attribute.\u00a0\u00a0<\/li>\n<\/ol>\n<p>However, in this case, the Court decided it was more appropriate to adopt the alternative and simplified approach which primarily asks the question \u201cwhy\u201d was he terminated, especially because identifying the appropriate comparator causes unnecessary complications.\u00a0\u00a0<\/p>\n<p>Under the alternative approach, the burden of proof is on the employee to prove discrimination on a balance of probabilities, and there is no shifting of the evidential burden. In addition, the employee has to prove that the dismissal is connected to the disability.\u00a0\u00a0<\/p>\n<p>The Court emphasised that under <a href=\"https:\/\/www.elegislation.gov.hk\/hk\/cap487\" rel=\"noreferrer noopener\" target=\"_blank\">section 3 of the DDO<\/a>, if an act is done for two or more reasons and one of the reasons is because of the prohibited attribute (whether it is the dominant or a substantial reason for doing the act), then for the purposes of the DDO. the act is deemed to have been done for the reason of the protected characteristic.\u00a0\u00a0<\/p>\n<p><strong>The Court\u2019s Key Findings\u00a0<\/strong>\u00a0<\/p>\n<ol start=\"1\">\n<li>The Court preferred the evidence of the Employer as the Employee changed his evidence several times or admitted that multiple parts of his evidence amounted to exaggerations or mischaracterisations.\u00a0\u00a0<\/li>\n<\/ol>\n<ol start=\"2\">\n<li>The Court did not accept the Employee\u2019s case that his ability or inability to lift heavy objects was a material consideration for the termination decision of the Employer. The Employee was not required to carry golf bags for the club members or guests, and his primary responsibility was to assist the golfers with on-course policies, golf course rules, and etiquette.\u00a0\u00a0<\/li>\n<\/ol>\n<ol start=\"3\">\n<li>There were many complaints against the Employee by members as to his attitude, and it was unlikely the Employer orchestrated such complaints. In any event, the Disability did not prevent the Employee from properly discharging his duties. Therefore, Court found that there existed genuine performance issues on the part of the Employee.\u00a0\u00a0<\/li>\n<\/ol>\n<p><strong>The Court\u2019s Decision\u00a0<\/strong>\u00a0<\/p>\n<p>Based on the factual findings, the Court ruled that the Employee had failed to prove, on the balance of probabilities, that his termination was connected to the Disability. As noted by the Court, the cause of the Employee\u2019s termination by the Employer was due to his performance issues rather than the Disability. Also, it is plain that the discrimination allegation was an afterthought on the part of the Employee who exaggerated his evidence.\u00a0\u00a0<\/p>\n<p>Having regard to all the above circumstances, the Court dismissed the Employee\u2019s discrimination claims against the Employer and ordered him to pay the costs to the Employer on an indemnity basis.\u00a0\u00a0\u00a0\u00a0\u00a0<\/p>\n<p><strong>Key takeaways<\/strong>\u00a0<\/p>\n<p>This judgement serves as a useful reminder to parties pursuing discrimination claims of the possible costs consequences. The Court has the discretion to order indemnity costs if the proceedings were brought maliciously or frivolously, or if there are special circumstances that warrant an award of costs*(see note 2).\u00a0\u00a0\u00a0\u00a0<\/p>\n<p>It is crucial for parties to carefully assess the strength of their cases before bringing discrimination claims. Otherwise, there is a real possibility that the parties might have to bear the legal costs of the successful party (in addition to paying his own legal costs) even though the starting point is that both parties pay their own costs.\u00a0\u00a0\u00a0<\/p>\n<p>*Note 1: <a href=\"https:\/\/www.elegislation.gov.hk\/hk\/cap336H\" rel=\"noreferrer noopener\" target=\"_blank\">O.62, r.28(4A) of the Rules of the District Court (Cap.336H)<\/a>\u00a0<\/p>\n<p>*Note 2: <a href=\"https:\/\/www.elegislation.gov.hk\/hk\/cap336?xpid=ID_1438403025617_002\" rel=\"noreferrer noopener\" target=\"_blank\">s.73C(3) of the District Court Ordinance (Cap. 336)<\/a>\u00a0<\/p>\n<p class=\"has-text-align-right\"><strong><em>Russell Bennett and Stephanie Sy<\/em><\/strong><\/p>\n<p><em>For more information on employment matters, please contact:<\/em><\/p>\n<p><a href=\"https:\/\/www.tannerdewitt.com\/our-people\/russell-bennett\/\" rel=\"noreferrer noopener\" target=\"_blank\">Russell Bennett<\/a><br\/>Partner |\u00a0<a href=\"mailto:russellbennett@tannerdewitt.com\" rel=\"noreferrer noopener\" target=\"_blank\">russellbennett@tannerdewitt.com<\/a><\/p>\n<p><em>Disclaimer: This publication is general in nature and is not intended to constitute legal advice. You should seek professional advice before taking any action in relation to the matters dealt with in this publication.<\/em><\/p>\n\n<\/div><\/div>\n\n<\/div>\n\n\n\n\n<\/div>","protected":false},"excerpt":{"rendered":"<p>Introduction\u00a0 We previously published two articles \u201cCan and will an employee claiming discrimination be liable for legal costs if they lose?\u201d and \u201cImportant points for making discrimination claims highlighted in a recent District Court case by a former student against a local university\u201d which discuss the Court\u2019s approach on assessing claims and costs in discrimination [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"template":"","meta":{"_acf_changed":false,"footnotes":""},"tags":[],"insight-category":[1121],"insight-month":[1154],"insight-practice-area":[1131],"insight-year":[1161],"class_list":["post-29084","insight-and-news","type-insight-and-news","status-publish","hentry","insight-category-legal-updates-and-insights","insight-month-may","insight-practice-area-employment","insight-year-1161"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.tannerdewitt.com\/zh-hant\/wp-json\/wp\/v2\/insight-and-news\/29084","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.tannerdewitt.com\/zh-hant\/wp-json\/wp\/v2\/insight-and-news"}],"about":[{"href":"https:\/\/www.tannerdewitt.com\/zh-hant\/wp-json\/wp\/v2\/types\/insight-and-news"}],"author":[{"embeddable":true,"href":"https:\/\/www.tannerdewitt.com\/zh-hant\/wp-json\/wp\/v2\/users\/1"}],"version-history":[{"count":1,"href":"https:\/\/www.tannerdewitt.com\/zh-hant\/wp-json\/wp\/v2\/insight-and-news\/29084\/revisions"}],"predecessor-version":[{"id":30304,"href":"https:\/\/www.tannerdewitt.com\/zh-hant\/wp-json\/wp\/v2\/insight-and-news\/29084\/revisions\/30304"}],"wp:attachment":[{"href":"https:\/\/www.tannerdewitt.com\/zh-hant\/wp-json\/wp\/v2\/media?parent=29084"}],"wp:term":[{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.tannerdewitt.com\/zh-hant\/wp-json\/wp\/v2\/tags?post=29084"},{"taxonomy":"insight-category","embeddable":true,"href":"https:\/\/www.tannerdewitt.com\/zh-hant\/wp-json\/wp\/v2\/insight-category?post=29084"},{"taxonomy":"insight-month","embeddable":true,"href":"https:\/\/www.tannerdewitt.com\/zh-hant\/wp-json\/wp\/v2\/insight-month?post=29084"},{"taxonomy":"insight-practice-area","embeddable":true,"href":"https:\/\/www.tannerdewitt.com\/zh-hant\/wp-json\/wp\/v2\/insight-practice-area?post=29084"},{"taxonomy":"insight-year","embeddable":true,"href":"https:\/\/www.tannerdewitt.com\/zh-hant\/wp-json\/wp\/v2\/insight-year?post=29084"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}