The systematic review focuses on the COVID-19 pandemic risk assessment, highlighting the global impact of the pandemic on public health, financial markets, and mental health. It emphasizes the importance of research in understanding and managing the pandemic, with a particular focus on the World Health Organization's COVID-19 Research Database. The review categorizes research into various themes, such as risk exposure assessments, policy effectiveness, and transmission patterns, and discusses the methodologies and data visualization techniques used. It underscores the need for continued vigilance against new COVID-19 variants and other infectious diseases, providing insights for policymakers and public health officials to make informed decisions.

In August 2023, Hong Kong's Securities and Futures Commission (SFC) announced amendments to the insider dealing provisions of the Securities and Futures Ordinance. The amendments aim to expand the definition of insider dealing to include acts involving overseas-listed securities if any part occurs in Hong Kong and acts involving Hong Kong-listed securities regardless of location. Proposals to expand SFC's power over regulated persons and to amend advertisement authorisation exemptions for financial products were put on hold due to public concerns. The SFC will consider other options to achieve its policy objectives.

The Hong Kong government is proposing a new regime to allow non-Hong Kong incorporated companies to re-domicile in the city, aiming to enhance its status as an international finance and business hub. The proposal seeks to simplify the process, reduce costs, and maintain business continuity for companies moving their legal base to Hong Kong. The regime does not impose economic substance tests and outlines specific eligibility criteria, including compliance with legal requirements and financial stability. The proposal has been well-received by industries, although concerns have been raised about the 60-day de-registration timeline, suggesting a need for flexibility.

The Hong Kong government, through its Financial Services and the Treasury Bureau, has proposed a regime to allow non-Hong Kong incorporated companies to re-domicile in the city, aiming to enhance Hong Kong's status as an international finance and business hub. The new regime, expected to be legislated in 2023 and 2024, would enable companies to transfer their legal homes to Hong Kong while maintaining their corporate status, properties, rights, and obligations. The proposal eliminates the need for setting up new Hong Kong companies, thus reducing administrative complexity and costs. The regime does not impose economic substance tests and includes specific eligibility criteria. Once re-domiciled, companies must comply with the Companies Ordinance and provide evidence of de-registration in their original jurisdiction within 60 days, although this period may be extended. The initiative has been well-received by industries looking to leverage Hong Kong's geographic and economic advantages.

The Hong Kong government, through its Financial Services and the Treasury Bureau, has proposed a regime to allow non-Hong Kong incorporated companies to re-domicile in the city, aiming to enhance Hong Kong's status as an international finance and business hub. The new regime, expected to be legislated in 2023 and 2024, would enable companies to transfer their legal homes to Hong Kong while maintaining their corporate status, properties, rights, and obligations. The proposal includes no economic substance test and outlines several eligibility criteria. The initiative is welcomed by industries, particularly those with business operations in Hong Kong, as it promises to reduce administrative complexity and costs.

Recent census data reveals that major urban centres in Canada are growing, with downtown populations increasing faster than the overall urban growth rate. This trend, coupled with significant immigration, necessitates innovative housing solutions to accommodate higher density. Developers are urged to plan for sustainable, energy-efficient buildings that address climate change and enhance residents' quality of life. Examples from Toronto and Richmond showcase projects incorporating green spaces and community amenities. The evolving needs of homebuyers emphasize health, community, and wellness, driving demand for such developments.

Recent census data reveals that downtown centres in Canada are growing faster than the overall urban areas, driven by immigration and urbanization. This growth presents challenges and opportunities for developers, who must now focus on creating innovative, energy-efficient, and sustainable housing projects. The article emphasizes the importance of addressing increased density, pollution, and the evolving needs of homebuyers, such as community-based amenities and green spaces. Examples from Toronto and Richmond illustrate successful integration of these elements in urban development.

The Labour Tribunal ruled that six couriers working for a delivery platform company were employees, not self-employed contractors, entitling them to outstanding wages, notice payments, annual leave, and legal costs. The Tribunal's decision was based on the company's control over couriers' work through its digital platform, including delivery routes, work locations, orders, and remunerations. The couriers had to follow strict company rules, wear uniforms, and could not establish business relationships with customers, differentiating them from independent contractors.

The Labour Tribunal ruled that six couriers working for a food and parcel delivery platform company were employees, not self-employed contractors. The company was ordered to pay outstanding wages, notice payments, annual leave, and legal costs. The Tribunal's decision was based on factors such as the company's control over work processes, the requirement for couriers to wear uniforms, and the inability of couriers to change service charges or subcontract work. This case highlights the criteria used to determine employment relationships in the gig economy in Hong Kong.

Employee share option plans are incentive programs granting derivatives or shares to employees to reward past performance, encourage future commitment, and attract new talent. These plans can take various forms, including share options, restricted shares, or shadow plans. They are tailored to a company's HR strategies and may include specific vesting conditions. In Hong Kong, such plans are subject to local company and securities laws, and certain offers are exempt from the prospectus requirement. Employment law in Hong Kong regulates wage deductions, and share option plans are generally not considered thrift schemes, meaning employers must pay full wages and collect exercise prices separately.