Band 1
Provided by Russell Bennett
Employment
Litigation
Regulatory and Compliance
Investigations
Mediation
Russell is Head of Tanner De Witt's highly awarded Employment Practice having joined the firm in 2003. Recognised by Chambers Asia Pacific as a “good technical lawyer” and a “safe pair of hands with regard to financial services clients”, Russell has extensive experience acting for both employers and employees across a wide range of sectors, with particular emphasis on high-value employment disputes in the financial sector, notably winning a landmark Hong Kong Court of Appeal judgment on employment law in 2020.
American Bar Association (ABA)
The Lawyers International Network for Employees and Executives (LINEE)
The Law Society of Hong Kong
Provided by Chambers
Russell Bennett is well placed to represent clients in disputes arising out of discrimination and harassment claims and contested terminations, with a focus on advising clients from the financial services sector. He additionally offers expert advice on HR policy.
Provided by Chambers
With his extensive knowledge and experience of employment law, Russell always provides well-considered and pragmatic advice.
He's a solid practitioner and I would refer work to him.
With his extensive knowledge and experience of employment law, Russell always provides well-considered and pragmatic advice.
He's a solid practitioner and I would refer work to him.
1 item provided by Tanner De Witt
Legal Update: “Consultant” to employer company held criminally liable for non-payment of wages
Any employer who, “wilfully and without reasonable excuse”, fails to pay wages to an employee within 7 days of the wage period or date of termination of employment may commit an offence under section 63C of the Employment Ordinance (the “EO”). The punishment can be severe.
Legal Update: “Consultant” to employer company held criminally liable for non-payment of wages
Any employer who, “wilfully and without reasonable excuse”, fails to pay wages to an employee within 7 days of the wage period or date of termination of employment may commit an offence under section 63C of the Employment Ordinance (the “EO”). The punishment can be severe.
