An employer should not unilaterally change the status of his employee to a self-employed person in face of the implementation of the Mandatory Provident Fund Schemes. Under common law, if substantial and fundamental changes to the detriment of the employee have been made to the contract of employment arising from the employer's conduct without the employee's consent, an employee can claim for termination compensation from his employer on the ground of constructive dismissal. An aggrieved employee with two years' service under a continuous contract may also claim remedies for unreasonable dismissal against his employer under the Employment Ordinance. For the employee, it is important for him to note that the Employment Ordinance only applies to employees engaged under a contract of employment and their employers. He should therefore carefully assess the risks involved if he is requested to be re-engaged under a contract for service, since his rights as an employee under the Employment Ordinance (and other labour legislation such as the Employees?Compensation Ordinance) may then be extinguished. However, if there remains in essence an employer-employee relationship, then subject to the court's ruling on the actual circumstances of the case, he may still be considered to be an employee and still be entitled to the benefits under the Employment Ordinance (and other labour legislation), though he has been labelled as a self-employed person.