Gray Jenny Pearl filed a claim in Hong Kong’s District Court on August 20, 2026, against LVMH Watch & Jewellery Hong Kong Limited, alleging that the company refused to let her return to work after injury-related sick leave and later terminated her employment.
The claim alleges that the company’s conduct may breach Hong Kong’s Disability Discrimination Ordinance and Family Status Discrimination Ordinance. The company’s position and legal arguments were not reported in the supplied reports.
According to the claim as reported by Ming Pao, Pearl’s employment contract began in September 2020 and she suffered a workplace injury on August 24, 2021. Her approved sick leave reportedly continued until August 23, 2024. She received four-fifths of her salary from August 24, 2021, to August 23, 2023.
Pearl reportedly said a doctor assessed her as fit to return to work in 2024. She then contacted the company’s human-resources department by email between 2024 and 2026 to request a return. The company reportedly said it was seeking further legal advice and waiting for more documents, which she said left her on unpaid leave and prevented her from working for another company because of contractual restrictions.
After mediation, Pearl contacted human resources on August 11, 2026, to confirm that she agreed to return to work. A return-to-work meeting was scheduled for August 12, but she reportedly asked for it to be postponed until the following week because her daughter had been injured and needed hospital treatment. The company allegedly issued a termination notice on August 13.
Pearl is seeking compensation for lost wages, employee benefits and career losses, as well as an apology and reinstatement. The allegations have been made in the District Court claim, and the supplied reports do not state how LVMH Watch & Jewellery Hong Kong Limited will respond.