What compensation should an employer pay to an employee who sustained temporary incapacity as a result of a work injury?Labour Department
In accordance with the Employees’ Compensation Ordinance, of an employee sustains an injury or dies as a result of an accident arising out of and in the course of his/her employment, the employer is in general liable to pay compensation under this Ordinance.
Compensation for Temporary Incapacity as a Result of a Work Injury
If an injured employee suffers from temporary incapacity (i.e. a period of absence from duty certified to be necessary by a registered medical practitioner, a registered Chinese medicine practitioner, a registered dentist or an Employees' Compensation Assessment Board) as a result of a work injury, the employer is liable to make the following compensation payments (items vary with individual cases) –
1. Periodical Payment
If a period of absence from duty certified to be necessary by a registered medical practitioner, a registered Chinese medicine practitioner, a registered dentist or an Employees' Compensation Assessment Board, the period is deemed to be a period of temporary incapacity. During the period of temporary incapacity, the employer shall pay the injured employee periodical payments.
The rate of periodical payments is four-fifths of the difference between the employee’s monthly earnings at the time of the accident, and his monthly earnings during the period of temporary incapacity.
“Earnings” includes –
- cash wages;
- the value of any privilege or benefit which can be estimated in cash, e.g. food, fuel or quarters supplied to the employee, if as a result of the accident he is deprived of any of them;
- overtime payments or other special remuneration, whether by way of bonus, allowance or otherwise, if it is of a constant nature; and
- customary tips.
However “earnings” does not include items such as remuneration for intermittent overtime, casual payments of a non-recurrent nature, the value of travelling allowances or concession and the employer’s contribution to provident funds.
The “monthly earnings” is to be taken as -
a. the earnings for the month immediately preceding the date of the accident; or
b. the average monthly earnings for the previous 12 months of employment (or any lesser period if the employee has not been so long employed);
whichever calculation is more favourable to the employee. According to the Ordinance, for the purpose of assessing compensation payable, the minimum rate of monthly earnings is deemed to be $4,500.
2. Medical Expenses
Unless an employer has provided adequate free medical treatment to the employee, the employer is liable to pay medical expenses (including fees for consultation, any surgical or therapeutic treatment, cost of nursing attendance, hospital accommodation as an in-patient, medicines, curative materials and medical dressings, etc.) in respect of the period during which the employee received medical treatment. Types of medical treatment covered by the Ordinance include treatments given by, or under the supervision of, a registered medical practitioner, a registered Chinese medical practitioner, a registered dentist, a registered physiotherapist, a registered occupational therapist or a registered chiropractor.
The daily maximum of medical expenses payable by the employer are as follows –
3. Costs for Prostheses and Surgical Appliances
If an injured employee requires a prosthesis or surgical appliance, the employer is liable to pay –
a. the initial costs of supplying and fitting the prosthesis or surgical appliance, subject to a maximum amount of $41,750 (for work injuries caused by accidents happening between 1 April 2017 and 25 April 2019, the maximum amount is $40,010); and
b. the probable costs of repair and renewal of such an item during a period of 10 years after the initial fitting of the item, subject to a maximum amount of $126,490 (for work injuries caused by accidents happening between 1 April 2017 and 25 April 2019, the maximum amount is $121,230).
For further details of the Ordinance, please refer to the “ A Concise Guide to the Employees' Compensation Ordinance (PDF)” issued by the Labour Department or the Employees’ Compensation Ordinance.
The is not a legal document. The Ordinance remains the sole authority for the provisions of the law explained.