Interview with: Adam Hugill, Partner and Head of the Employment practice

Adam Hugill – Partner and Head of the Employment practice at Hugill & Ip – goes through the past year at the firm while discussing the future.

 

Can you summarise how the past 12 months have been for Hugill & Ip?

Over the past year, the firm has achieved several significant milestones that reflect our commitment to service excellence and innovation. We have seen both organic growth in areas as Private Client and Employment, as well as within the Family practice – continuing to respond to client demand for comprehensive and bespoke legal services.

In particular, the synergy between our Trust & Estates and Family areas has been able to fulfil every angle of individual clients’ needs – including Estate Planning and Administration, contentious aspects of Trusts & Estates and matrimonial and children matters.

Our firm continues to receive recognition from the most prominent legal directories, affirming our position as a key player in the Hong Kong boutique market – especially those directed to individuals and their personal needs. Furthermore, we have taken strides to streamline some internal processes, enabling us to serve clients more efficiently within an increasingly sophisticated landscape.

Hugill & Ip expanded its equity base, promoting Caroline McNally to Equity Partner, where she will play a crucial role in shaping the firm’s strategic direction.

 

Can you tell us more about your practice in Employment Law and what developments you see within Hong Kong legal market?

Our Employment Law practice continues to advise both employers and employees on all aspects of employment law. Employers include both local Hong Kong employers (large and small) and also multi-national organisations.  In acting for “both sides” we gain a unique perspective as to the recent developments.

The uncertain market in Hong Kong means that employees are very much aware to the fact that there is no guarantee that they will quickly secure alternative employment if their employment ends. This means that employees are increasingly willing to fight to try to protect their jobs and / or seek substantial exit packages / compensation in the event that their employment terminates (especially if this happens due to no fault by the employee, i.e. redundancy).  This has also led to a reluctance in employees to resign when they are unhappy with their job and instead, they are prepared to challenge issues internally and raise grievances. This has led to a marked increase into assisting employers in handling internal investigations and disciplinary and grievance procedures.

Year on year there appears to be an increasing awareness and willingness to speak up against discrimination in the workplace.  While Hong Kong law only has in place four anti-discrimination ordinances, employees are willing to challenge their employer (especially multi-national organisations) in upholding their internal policies and best practices which often extend beyond the areas that are protected by legislation.  Coupled with discrimination, in particular the Disability Discrimination Ordinance (Cap 487), we have also seen an increase in cases concerning employee sickness and absence, including managing employee’s workplace mental health issues.

 

Can you give us a few practical examples of how you help clients navigate their legal matters?

One of our key approaches is to offer personalized legal strategies tailored to each client’s unique circumstances. For instance, when acting for an individual in Employment cases, in addition to understanding the legal issues, we focus on what the individual wants to achieve and how best this can be done. When acting for an individual in such circumstances, legal costs are of paramount concern, and this is also something that we need to be very much aware of from the outset.

Our Family and Private Client team have similar consideration in mind from the outset, with our teams trying to understand and manage our clients’ emotional and financial needs, which allows us to plan an appropriate legal strategy, which often starts with an effort to negotiate favourable settlements that prioritize their well-being.

In Corporate transactions, we guide clients through complex business landscapes, ensuring compliance while also identifying opportunities for growth. We also provide guidance about legal changes that may impact companies, empowering clients to make more informed decisions.

 

What do you see as the main differences between practicing law in the UK and Hong Kong?

Practicing in the UK and Hong Kong presents distinct challenges and opportunities. In the UK, the legal framework is more established, with a long history of case law and regulatory structures. In contrast, Hong Kong’s legal system, while rooted in English law, operates within a unique context that surely also influences the legal practice.

In Hong Kong, the emphasis on mediation and collaborative law reflects local cultural sensitivities, which often prioritize harmony and discretion. Moreover, specific legal developments in Hong Kong require practitioners to stay agile and responsive. Understanding these nuances is crucial for effectively navigating the landscape in each jurisdiction.

 

How are technology and AI impacting the way law firms work?

Technology and Artificial Intelligence are revolutionizing the legal landscape in numerous ways. From AI-driven tools for document review and legal research, substantially reducing the time spent on these tasks which ultimately have a positive impact on reduced costs for clients. This not only enhances productivity but also allows lawyers to focus more on strategic advising and interaction.

As we move forward, we can anticipate that AI will continue to evolve. Many believe that AI could potentially even assist with predictive analytics to inform case strategies and outcomes – which remains to be seen. However, it’s crucial to also recognize the risks associated with these advancements. Issues such as data privacy and client confidentiality, the potential for algorithmic bias, and the importance of maintaining the human element in providing legal advice must be at the forefront of every lawyer’s mind. As law firms around the world integrate AI into their practices, we must ensure that ethical considerations and compliance with legal standards are upheld. Continuous updates and risk awareness are key to navigating these challenges effectively.

 

Hugill & Ip has always been at the forefront in terms of Diversity & Inclusions, as well as Corporate Social Responsibility, can you highlight some recent initiatives and plans for 2025?

We take pride in our commitment to Diversity & Inclusion. Recently, we implemented a comprehensive programme designed to empower minorities and underrepresented communities in Hong Kong. The programme marks a significant step towards fostering a more inclusive and just society, ensuring that all individuals, regardless of their background, have equal access to legal resources and opportunities.

“Bridges to Empowerment” aims to break down barriers by raising legal knowledge, providing educational and legal training resources, and enhancing education support. By establishing legal aid networks and fostering community engagement, all of us need to strive to create an environment where everyone can participate fully in society.

Additionally, our Corporate Social Responsibility initiatives have continued to include partnerships with local charities, where our team volunteers pro bono services to underrepresented people and communities – the firms has been recognised by The Law Society of Hong Kong every year since it has opened its doors for the pro bono and community service contribution it provides.

 

How do you see your firm moving forward in the next three years?

In the coming years, we foresee areas of growth in different practice areas we focus on, both on the advisory and contentious side of things.

While maintaining our base in Hong Kong, we are keen on expanding further our international reach due to many of our clients having matters that have aspects which include overseas jurisdictions.