### Disability Discrimination Ordinance 《殘疾歧視條例》

22. Employees, etc.
(1) It is unlawful for a person, in relation to employment by him at an establishment in Hong Kong, to harass a person with a disability who is seeking to be employed by the first-mentioned person.
(2) It is unlawful for a person, in the case of a person with a disability employed by him at an establishment in Hong Kong, to harass that second-mentioned person.
(3) It is unlawful for a person who is employed by another person at an establishment in Hong Kong to harass a third person with a disability who is seeking to be, or who is, employed by that second-mentioned person.
(4) It is unlawful for the principal, in relation to work to which section 13 applies, to harass a person with a disability who is a contract worker.
(5) It is unlawful for a contract worker to harass a person with a disability who is a fellow contract worker.
(6) It is unlawful for a partner in a firm to harass a person with a disability who is seeking to be, or who is, a partner in the firm.
(7) Subsection (6) shall apply in relation to persons proposing to form themselves into a partnership as it applies in relation to a firm.
(8) Section 15(5) shall apply to subsection (6) as it applies to section 15(1).
(9) It is unlawful for the principal, in relation to work to which section 20 applies, to harass a person with a disability who is a commission agent.
(10) It is unlawful for a commission agent to harass a person with a disability who is a fellow commission agent.
(11) It is unlawful for a person who is seeking to be, or who is, employed by a person with a disability at an establishment in Hong Kong to harass that person.
(12) It is unlawful for a person residing in any premises to harass a person with a disability—
(a) employed by another person at an establishment in Hong Kong (and whether or not that other person also resides in those premises or those premises are that establishment); and
(b) carrying out in those premises all or part of that person’s work in relation to that person’s employment (and whether or not that person also resides in those premises).

### Disability Discrimination Ordinance 《殘疾歧視條例》

22A. Harassment at workplace
(1) It is unlawful for a person who is a workplace participant to harass a person with a disability who is also a workplace participant at a workplace of them both.
(2) In this section—
intern (實習人員) means a person who is engaged by another person for an internship but is not an employee of that other person; 

internship (實習) means— 
(a) a period of work the completion of which is required for attaining a professional or academic qualification and includes a pupillage; or 
(b) any other work that is usually described as an internship; 

volunteer (義工) means a person who performs volunteer work other than in the capacity of an employer or employee; 

workplace (工作場所), in relation to a person, means a place— 
(a) at which the person works as a workplace participant; or 
(b) that the person attends as a workplace participant; 

workplace participant (場所使用者) means— 
(a) an employee;
(b) an employer;
(c) a contract worker;
(d) the principal, within the meaning of section 13(1), of a contract worker;
(e) a commission agent;
(f) the principal, within the meaning of section 20(1), of a commission agent;
(g) a partner in a firm;
(h) an intern; or
(i)  a volunteer.

(Added 8 of 2020 s. 25)

23. Other harassment
(1) It is unlawful for a member of an organization to which section 16 applies to harass a person with a disability who is seeking to be, or who is, a member of the organization.
(2) It is unlawful for a member of an authority or body referred to in section 17 to harass a person with a disability seeking an authorization or qualification (within the meaning of that section) which can be conferred by the authority or body, as the case may be.
(3) It is unlawful for a person to harass a person with a disability seeking or undergoing training which would help fit the second-mentioned person for any employment if that first-mentioned person provides facilities for such training.
(4) It is unlawful for a person who—
(a) operates an employment agency; or
(b) is a member of the staff of an employment agency,

to harass a person with a disability in the course of offering to provide, or providing, any of the agency’s services to him.

### Disability Discrimination Ordinance 《殘疾歧視條例》

24. Education
(1) Subject to subsections (3), (4) and (5), it is unlawful for an educational establishment to discriminate against a person with a disability—
(a) by refusing or failing to accept that person’s application for admission as a student; or
(b) in the terms or conditions on which it is prepared to admit that person as a student.
(2) Subject to subsections (3), (4) and (5), it is unlawful for an educational establishment to discriminate against a student with a disability—
(a) by denying that student’s access, or limiting that student’s access, to any benefit, service or facility provided by the educational establishment;
(b) by expelling that student; or
(c) by subjecting that student to any other detriment.
(3) Subsections (1) and (2) shall not apply to an educational establishment which discriminates against a person with a disability in respect of admission to an educational establishment established wholly or primarily for students who have a particular disability where that person does not have that particular disability.
(4) Subsections (1) and (2) shall not apply to an educational establishment which refuses or fails to accept a person’s application for admission as a student at an educational establishment where that person, if admitted as a student by the educational establishment, would require services or facilities that are not required by students who do not have a disability and the provision of which would impose unjustifiable hardship on the educational establishment.
(5) Subsections (1) and (2) shall not apply to an educational establishment which discriminates against a person with a disability—
(a) if that person is not reasonably capable of performing the actions or activities reasonably required by the educational establishment in relation to students at that educational establishment; or
(b) if the students who participate in or are to participate in those actions or activities are selected by a method which is reasonable on the basis of their skills and abilities relevant to those actions or activities and relative to each other.