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Kong complics generally with the ILO requirements
as nedical services.are provided in Government or
subsidised hospitals, clinics and nàternity contres
cither free or at nominal charges which can be waived if inability t pay is established.
(a) Insofar as funding for cash and medical benefits
at (b) and (c) above is concernod, the ILO Conventions
stipulate that in no case should the employer be individually liable for the cost of such benefits, which should be provided either out of public funds
or by means of compulsory social insurance.
The
Working Group observed that Hong Kong already meets
the cost of nedical benefits from public funds. As
cash benefit during maternity is not legally required, the ILO requirement would posc difficulties for Hong Kong since there is no social insurance system and it is unlikely that a comprehensive system would be
sot up in the foreseeable future unless the scope of
the contributory schone nooted in the 1977 Green Paper on Social Security Development were to be considerably widened.
(e) ILO Conventions prohibit the dismissal of a female
employo during maternity leave. The ILO further recommends extension of the period of protection
from the date when the employer is notified by medical certificate of the pregnancy until at least
one month after the end of the maternity leave period.
The Working Group observed that whilst Hong Kong also
prohibits dismissal during maternity leave, the
romedial provisions for breach of the law are
insufficient as a deterrent and need to be strengthened.
GF 323
CONFIDENTIAL
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