Articles

As international commerce, migration and legal cooperation continue to accelerate, the demand for fast, secure, and reliable document authentication has never been greater. Traditionally, the process of legalising documents for overseas use involved physical submissions, manual verification, and multiple layers of authentication. While reliable, that system is increasingly out of step with modern business and personal needs. 

Two major legal updates took effect on 1 January 2026 that are relevant for businesses operating in or with Hong Kong: the updated Nice Classification for trademarks and revisions to the Hong Kong International Arbitration Centre (HKIAC) Rules.  These changes impact trademark strategy, arbitration costs, and dispute resolution planning. Below we explain what has changed, who is affected, and what businesses should consider going forward. 

Hong Kong remains one of the world’s most dynamic business hubs, attracting both corporations and entrepreneurs. However, both local and international companies fall into avoidable legal traps that can undermine their success. This 2026 guide outlines the five most common business mistakes companies make in Hong Kong from a legal and compliance perspective, along with practical steps to avoid each business mistake before it becomes costly. 

As a notary clerk at Ravenscroft & Schmierer in Hong Kong, I work directly with clients, manage AML compliance, draft notarial certificates and assist Mr. David Ravenscroft in the process of notarization. Through this hands-on experience, I've come to understand that a notary public is fundamentally an authenticator who verifies the due execution of documents and certifies their authenticity for international use.   

What is the 417/468 Rule in Hong Kong and What’s Changing?  Under current law, the “418 rule”, an employee must work at least 18 hours a week for 4 consecutive weeks to be considered under a continuous contract. This status is crucial because only continuous-contract employees get key benefits like paid rest days, annual leave, sick leave, maternity/paternity leave, as well as severance and long service payments. 

Hong Kong, 21 November 2025 – Ravenscroft & Schmierer was recognised at the Racial Diversity & Inclusion Employers Award Ceremony, organised by the Equal Opportunities Commission (“EOC”). This recognition highlights our commitment to fostering an inclusive workplace and promoting equal opportunities for all. 

Hong Kong does not slip quietly into your life; it arrives all at once. Neon spills across pavements, trams ring their bells like polite door knockers, and the harbour breathes with the ferries. During my first months here, I learned these lessons the hard way. This is both my story and a practical Hong Kong relocation guide to help you avoid the same pitfalls.

When an employment relationship comes to an end, it is common for employers to offer a termination package to employees. Some of these payments are taxable as Salaries Tax under Hong Kong laws, but some heads of payment may be treated as non-taxable if structured carefully. This article is a practical guide on simple steps that may be taken by both the employers and the employees to structure termination payment in a legal and compliant, yet tax-efficient manner. 

Hong Kong, November 2025 – Ravenscroft & Schmierer has achieved a significant milestone by securing a place in The Legal 500 Asia Pacific rankings for another consecutive year. We are recognised as one of Hong Kong’s Leading Independent Law Firms in the category of Commercial, Corporate and M&A, reaffirming our reputation for excellence and client-focused service.