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An Equal Employment Opportunity Request is a formal application made to Hong Kong's Labour Department when someone believes they've faced workplace discrimination. These requests help enforce the Sex Discrimination Ordinance, Disability Discrimination Ordinance, and other anti-discrimination laws that protect employees in the territory.

When filing this request, employees can report unfair treatment based on gender, race, disability, family status, or age. The Labour Department then investigates these claims, working with both employers and employees to resolve disputes and ensure fair workplace practices. The process typically starts with mediation before moving to more formal legal channels if needed.

File an Equal Employment Opportunity Request when you experience discrimination in your Hong Kong workplace. Common triggers include being passed over for promotion due to gender, facing harassment based on race, receiving lower pay than colleagues of different backgrounds, or being denied reasonable accommodations for a disability.

Time is critical - submit your request within 12 months of the discriminatory incident. The Labour Department needs specific details about what happened, when it occurred, and who was involved. Gathering evidence like emails, performance reviews, or witness statements strengthens your case and helps investigators address the issue effectively.

• Equal Employment Opportunity Requests in Hong Kong come in several forms based on the type of discrimination: gender-based claims (addressing unfair treatment, harassment, or pregnancy discrimination), disability-related complaints (covering both physical and mental conditions), race discrimination cases (including nationality and ethnicity), family status matters (involving caregiver responsibilities), and age discrimination concerns.
• Each type requires specific evidence and documentation unique to the discrimination category, though all follow the same basic filing process through the Labour Department.

• Employees: File Equal Employment Opportunity Requests when experiencing workplace discrimination in Hong Kong. They must provide detailed evidence and documentation to support their claims.
• Labour Department Officers: Review and investigate complaints, conduct initial assessments, and facilitate mediation between parties.
• Human Resources Managers: Respond to requests on behalf of companies, gather relevant documentation, and implement recommended changes.
• Equal Opportunities Commission: Provides guidance, monitors compliance with anti-discrimination laws, and may become involved in serious cases.
• Legal Representatives: Assist either party during formal proceedings, especially if mediation fails.

• Document the Incident: Record exact dates, times, locations, and details of discriminatory events while memories are fresh.
• Gather Evidence: Collect emails, messages, performance reviews, witness statements, and any other relevant documentation.
• Personal Information: Prepare your employment details, position title, and duration of employment.
• Timeline Creation: Organize events chronologically, including any attempts to resolve the issue internally.
• Description Details: Write a clear, factual account of the discrimination, avoiding emotional language.
• Desired Outcome: Specify what resolution you seek, such as policy changes, compensation, or workplace modifications.

• Personal Details: Full name, contact information, employment status, and position within the company.
• Employer Information: Company name, address, and relevant department or supervisor details.
• Discrimination Grounds: Clear identification of which protected characteristic(s) form the basis of the complaint.
• Incident Description: Detailed account of discriminatory events with specific dates and locations.
• Supporting Evidence: List of attached documents, witness statements, or other relevant materials.
• Remedial Action: Specific actions requested to resolve the situation.
• Declaration: Signed statement confirming the information's truthfulness.

An Equal Employment Opportunity Request differs significantly from an Equal Opportunities Policy in both purpose and timing. While both documents relate to workplace fairness, they serve distinct functions in Hong Kong's employment landscape.

• Purpose and Timing: An Equal Employment Opportunity Request is a reactive document filed after discrimination occurs, while an Equal Opportunities Policy is a preventive document that sets out company rules beforehand.
• Legal Standing: The Request initiates an official investigation with the Labour Department, whereas the Policy serves as internal company guidance and compliance documentation.
• Content Focus: Requests detail specific incidents, evidence, and desired remedies, while Policies outline broad principles, prohibited behaviors, and complaint procedures.
• Primary Users: Employees typically file Requests, while employers create and maintain Policies as part of their legal compliance framework.