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Hong Kong At a Glance
Hong Kong At a Glance
Hong Kong At a Glance
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Easily navigate Hong Kong Employment Landscape
Easily navigate Hong Kong Employment Landscape
Easily navigate Hong Kong Employment Landscape
Everything you need to know about working in Hong Kong, explained in one place. Explore clear, practical guidance on employment rights and employer duties under the Employment Ordinance (Cap. 57), plus the essentials of work visas / entry permits for non-residents (via the Hong Kong Immigration Department).
Weekly Working Hours
National Holidays
Leave
Types of Employment
Employment Costs
IC Class Factors
Labor Leasing
Minimum Wage
Medical Benefits
Probationary Periods
Termination Notice
Severance
Understanding Weekly Working Hours in Hong Kong
Explore Work hours Employee rights in Hong Kong
Explore Work hours Employee rights in Hong Kong
Explore Work hours Employee rights in Hong Kong
In Hong Kong, working hours are governed primarily by the Employment Ordinance (Cap. 57), which sets out minimum employment protections while allowing flexibility through contracts and industry practice. Hong Kong does not impose a statutory standard workweek or daily working-hour cap for most employees. Instead, working hours are generally determined by the employment contract or company policy.
Overtime arrangements are not mandated by law. Whether overtime is paid—and at what rate—depends on the terms of the employment contract or applicable company agreements. Some employers provide overtime pay, time off in lieu, or allowances, but this is not a universal legal requirement.
There are also no statutory limits on overtime hours under Hong Kong law. However, employers remain responsible for ensuring safe and reasonable working conditions, and excessive hours may raise concerns under occupational safety standards or contract law.
Public Holidays and Employee Leave in Hong Kong
Overview of Public Holidays & Employee leave
Overview of Public Holidays & Employee leave
Overview of Public Holidays & Employee leave
In Hong Kong, employee leave entitlements are governed primarily by the Employment Ordinance (Cap. 57), ensuring baseline protections while allowing flexibility through contracts. Employees are entitled to statutory holidays, which include public holidays designated by law. Eligible employees must receive paid statutory holiday leave once they meet the continuity of employment requirements.
Hong Kong law also provides for paid annual leave, with entitlement increasing based on length of service, starting from 7 days and rising progressively. Employees are further protected through paid sickness allowance, subject to statutory conditions, as well as maternity leave and paternity leave, both of which are paid in accordance with legal requirements.
In addition, some employers offer special paid leave—such as leave for marriage, bereavement, or examinations—though these are generally contractual benefits rather than statutory rights.
Understanding Weekly Working Hours in Hong Kong
Explore Employment Contracts & Costs in Hong Kong
Explore Employment Contracts & Costs in Hong Kong
Explore Employment Contracts & Costs in Hong Kong
In Hong Kong, employment relationships are governed primarily by the Employment Ordinance (Cap. 57), which sets out minimum rights for employees and core obligations for employers. Employment may be open-ended or fixed-term, and employers must maintain proper employment records and comply with reporting and payment obligations from the first day of employment.
While written employment contracts are not mandatory by law, employers are required to provide employees with clear information on key employment terms, such as job duties, wages, working hours, rest days, and notice periods. Written contracts are strongly recommended—especially for fixed-term, part-time, or senior roles—to avoid disputes and ensure clarity.
Types Of Employment
Hong Kong recognises several employment arrangements, including:
Permanent employees
Fixed-term employees
Part-time and casual workers
Temporary or project-based staff
Independent contractors, engaged under commercial agreements and not covered by statutory employment protections
Correct worker classification is critical, as misclassification may expose employers to backdated statutory benefits, tax liabilities, and legal claims.
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ICC classifications, labor leasing, and wage rules in Hong Kong
Labor Regulations & Independent Contractor Classification in Hong Kong
Labor Regulations & Independent Contractor Classification in Hong Kong
Labor Regulations & Independent Contractor Classification in Hong Kong
In Hong Kong, the distinction between an independent contractor (freelancer) and an employee is determined by the substance of the working relationship, not the job title. Authorities and courts apply a multi-factor test, focusing on elements such as control, integration, economic dependence, and provision of tools.
Labor Leasing
In Hong Kong, labour leasing and temporary staffing are permitted but lightly regulated compared to many jurisdictions. There is no specific labour leasing licence regime, but agencies supplying workers must comply with:
The Employment Ordinance
Employment Agency Regulations
Licensing requirements under the Labour Department
Both the agency and the end user may face liability for employment breaches, particularly where wage payments, rest days, or statutory benefits are not properly provided.
Minimum Wage Requirements
Hong Kong enforces a statutory minimum wage, known as the Statutory Minimum Wage (SMW). The SMW applies across most sectors and is reviewed regularly by the Minimum Wage Commission.
Employers must ensure that an employee’s average hourly wage meets or exceeds the statutory minimum. Failure to comply can result in criminal penalties and back pay obligations. Unlike some jurisdictions, Hong Kong relies primarily on statutory minimum wage laws, rather than collective bargaining, to set baseline pay standards.
How pay and health coverage apply during employee illness in Hong Kong
Medical Benefits in Hong Kong
Medical Benefits in Hong Kong
Medical Benefits in Hong Kong
In Hong Kong, employee health protection is regulated under the Employment Ordinance (Cap. 57), which provides income support during periods of illness while maintaining a flexible, contract-based labour framework.
When an employee is unable to work due to a non-work-related illness or injury, they may be entitled to paid sickness allowance if they meet the statutory conditions. To qualify, the employee must:
Be employed under a continuous contract (at least 18 hours per week for 4 consecutive weeks)
Accumulate sufficient paid sickness days
Produce a valid medical certificate
Paid sickness allowance is generally paid at 80% of the employee’s average daily wages and is funded entirely by the employer. Employees accumulate paid sickness days progressively, up to a statutory maximum.
For work-related injuries or occupational diseases, compensation and medical expenses are covered under the Employees’ Compensation Ordinance, which requires employers to maintain mandatory employees’ compensation insurance. This system provides wage replacement, medical care, and rehabilitation support.
During certified sick leave, the employment relationship continues, and dismissal due to illness while the employee is entitled to paid sickness leave is prohibited, offering job protection during recovery.
Key rules governing probation duration and employer notice requirements.
Probationary Periods & Termination Notice in Hong Kong
Probationary Periods & Termination Notice in Hong Kong
Probationary Periods & Termination Notice in Hong Kong
Probation Period in Hong Kong
In Hong Kong, employment contracts may include a probationary period, which is commonly set at 1 to 3 months, though the length is not fixed by law and must be clearly stated in the employment contract. The probation period allows both the employer and the employee to assess suitability for the role.
During the first month of probation:
Either party may terminate the employment without notice and without severance pay, unless the contract provides otherwise.
After the first month of probation:
Termination requires notice or payment in lieu of notice, as specified in the contract or under statutory minimum rules.
Probation terms may be adjusted by contract, but they cannot override the minimum protections set out in the Employment Ordinance.
Termination Notice Periods After Probation in Hong Kong
Once probation ends, termination notice requirements apply based on statutory rules and the employment contract.
Employer and Employee Notice Periods
Statutory minimum notice: 7 days, unless a longer period is agreed in the contract
Typical contractual notice: 1 month, especially for permanent roles
Either party may choose to provide payment in lieu of notice instead of serving the notice period.
How termination compensation and background screening are regulated under Hong Kong labor law
Severance Pay & Pre-Hire Checks in Hong Kong
Severance Pay & Pre-Hire Checks in Hong Kong
Severance Pay & Pre-Hire Checks in Hong Kong
In Hong Kong, severance-related payments are assessed at the time of termination and are not funded through ongoing employer contributions. Employees dismissed by reason of redundancy or layoff may be entitled to statutory severance pay, provided they have completed at least 24 months of continuous employment under the Employment Ordinance.
Statutory severance pay is calculated based on the employee’s length of service and last wages, subject to a statutory cap, and is distinct from other termination payments. In addition to severance, employers must settle payment in lieu of notice (if applicable), unused annual leave, and any other accrued contractual entitlements. Employees with long service who are terminated for reasons other than redundancy may instead qualify for a long service payment, depending on the circumstances.
During recruitment, employers in Hong Kong may carry out limited background checks, such as reviewing publicly available professional information or social media profiles, but only where directly relevant to the role. All personal data handling must comply with the Personal Data (Privacy) Ordinance (PDPO).
This means employers must ensure that:
Personal data is collected lawfully and for a legitimate purpose
Information gathered is adequate but not excessive
Data is used fairly, securely, and without discrimination
