Catherine Leung, Partner, Head of Employment at Lewis Silkin
Catherine is a partner and heads up the employment practice at Lewis Silkin. Having lived in Hong Kong for most of her life, she is familiar with the local culture and has extensive knowledge of employment and immigration laws.
Her clients span across sectors including financial services, luxury retail, professional services and tech. She advises HR professionals and in-house counsel on employment issues across APAC such as redundancies, bonus disputes, team moves, data privacy, and discrimination cases. She also assists companies with preparing employment documentation including contracts and tailoring employee policies and handbooks suited to the organisation. In addition, Catherine has extensive experience in conducting workplace investigations covering a range of issues such as bullying, employee misconduct, fraud and sexual harassment. Her approach ensures that these sensitive matters are addressed thoroughly, effectively and fairly.
What The Fog* 2024, APAC’s First Menopause EVENT
2024 Leading the Way to a Menopause-Inclusive Workplace
She also supports clients with Labour Department and Equal Opportunities Commission investigations, as well as cross-border projects through the Ius Laboris Asia Pacific network.
Catherine is a regular speaker at external seminars and conducts internal training (e.g. respect in the workplace, employment law updates), and has contributed to publications on topical employment issues, including diversity and inclusion.
On Menopause at Work
Demographic shifts in the global workforce mean that there are now more women at work and, of these, more employed at senior levels. It is therefore important that employers are aware of the relevant issues and take action to support these employees. Failure to do so could not only result in legal liability but the loss of valuable talent from the workforce at a time of ongoing skills shortages.
As an employment lawyer, I believe support for menopause in the workplace is critically important and it can yield tangible benefits for both employers and employees. Menopause is a process that will affect many working women at some stage in their careers, yet it is a topic that is often overlooked or stigmatised. The physical and emotional symptoms associated with menopause can impact a woman’s ability to perform her job duties. Providing accommodations and a supportive work environment allows employees to continue to contribute to their skills and experience. From a legal perspective, the lack of menopause support may potentially expose employers to legal risks if it is recognised as a protected characteristic under anti-discrimination and disability laws. Beyond that though, employers that support women through this transition also demonstrate a commitment to diversity, equity and inclusion and this will go a long way in fostering a positive work culture and enhancing employee morale. I think normalising discussions around menopause and implementing supportive policies should be a priority for employers seeking to create a truly inclusive environment.
