EOR Services Thailand | Employer of Record Services Thailand

Why Hire in Hong Kong?

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Capital City

HongKong

Currencies

Hong Kong Dollar (HKD)

Population size

7,409,383

(est. 2024)

Languages spoken

English, Chinese

Why hire staff in Hong Kong?

Strategic Location: Hong Kong serves as a gateway between Mainland China and the rest of the world, making it an ideal hub for businesses targeting the Asia-Pacific region.
Global Talent Attraction: Its international reputation attracts talent from around the world, which can help bring diverse skills and perspectives to your team.
Business-friendly Environment: Hong Kong ranks high in ease of doing business, with low taxes, a free-market economy, and a transparent legal system based on common law.
Efficient Infrastructure: The city has world-class infrastructure, particularly in terms of logistics and transportation, crucial for businesses dealing with imports and exports.
Access to Mainland China: Hong Kong offers unique access to Mainland China's vast market under the "One Country, Two Systems" framework, with more business freedom compared to cities in Mainland China.

Our Services

Recruit Talent

Our recruitment service manages the entire process: planning, searching, screening, and evaluation, ensuring a seamless hiring experience.

Onboard Contractors

We handle hiring, onboarding, compliance, and payroll for contractors, letting your business tap into global talent for growth.

Run Global Payroll

Managing payroll across jurisdictions is complex and costly. We ensure timely, reliable payments for your employees and contractors worldwide.

Labor laws in Hong Kong

Working Hours

Rest Day

Double pay

Overtime

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Benefits and Leave in Hong Kong

Sick Leave

2 days for each month of employment during the first year.
4 days for each month of employment thereafter.

A maximum of 120 days of sick leave may be accumulated. Sick pay is paid at a rate of 4/5 of the employee’s daily wages (calculated based on the average wages over the past 12 months).

Although strictly speaking under the Employment Ordinance in Hong Kong, sick leave taken by an employee under a continuous contract should not be less than 4 consecutive days, as a matter of practice, Hong Kong employers do not insist on this rule and employees can take single days of sick leave when needed as long as they have acrrued sickness days.

Annual Leave

After completing 12 months' continuous service, an employee is entitled to statutory annual leave. The amount of statutory annual leave starts at seven days per year and increases with length of service up to a maximum of 14 days per year. Many multinational employers provide annual leave above the statutory minimum (usually 18 to 25 days for managerial level employees), subject to their own terms and conditions.

Period of Employment	Number of days' annual leave
At least 1 year but less than 3 years	7
At least 3 years but less than 4 years	8
At least 4 years but less than 5 years	9
At least 5 years but less than 6 years	10
At least 6 years but less than 7 years	11
At least 7 years but less than 8 years	12
At least 8 years but less than 9 years	13
At least 9 years	14

Note: Regardless of whether the employee agrees or not, employer must not make any form of payment to the employee in lieu of granting a holiday. Therefore, buy out of a holiday is not allowed. However, an employer may buy back the annual leaves/holidays unused after notice of termnation is served to the employer.

Maternity Leave

An employee who has been employed continuously by their current employer for at least 40 weeks is entitled to maternity leave pay equivalent to four-fifths of the average daily wages earned by an employee in the 12-month period preceding the first day of the maternity leave. If an employee is employed for less than 12 months, the calculation shall be based on the shorter period. The employee must give notice of pregnancy and her intention to take maternity leave to her employer after the pregnancy has been confirmed.

If a pregnant employee experiences illness or disability as a result of pregnancy or childbirth, they may take additional leave of up to four weeks.

Paternity leave

Male employees under continuous employment are entitled to five days' paternity leave for the birth of their child, with statutory paternity pay for the same period. The paternity leave can be taken any time from four weeks before the expected date of birth to 10 weeks after the actual birth date. Paternity leave pay is 4/5ths of the employee's average daily wages. In order to be entitled to paternity leave pay, the employee must provide the employer with a copy of the child's birth certificate (which must state that the employee is the father).

The child that was born is a Singapore citizen.
Employees that are currently lawfully married to the child’s mother or had been married to her between conception and birth. (This requirement does not affect adoptive fathers).
Employees must have served the same employer for a continuous period of at least 3 months before your child was born.

Employees are entitled to 2 weeks of GPPL and each of those weeks will be capped at $2,500, including CPF contributions.

Probationary period

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Termination in Hong Kong

During Probation Period

1. Within first month: not required.
2. After first month where contract makes provision for required length of notice: as per agreement.
3. After first month where contract doesn’t make provision: not less than 7 days’ notice.

For continuous contract / After probation period

1. Where contract makes provision: as per agreement, no less than 7 days.
2. Where contract doesn’t make provision: not less than 1 month.

Payment in Lieu of Notice

Severance Payment

The formula for calculation of severance payment is as follows:

In the case of a monthly rated employee, two-thirds of the employee’s last month wages (subject to a cap of HK$15,000) multiplied by the years of service. Service of an incomplete year will be calculated on a pro rata basis.
For daily or piece-rated employees, 18 days’ wages based on any 18 days chosen by the employee and occurring during his or her last 30 normal working days or two-thirds of HK$22,500, whichever is less.

The above is subject to a total current maximum amount of HK$390,000.

An employer is entitled to offset the statutory severance payment against the contributions it made to the employee’s government-mandated pension scheme, the Mandatory Provident Fund (MPF) or other pension schemes, such as the Occupational Retirement Scheme or gratuity based on length of service (if applicable).

In the event of a summary dismissal, the employee will not be entitled to any severance or long-service payment.

Long Service Payment

This is payable to an employee who is dismissed after having been employed continuously for at least five years, resigns on grounds of old age after having reached 65 years of age, or having been certified by a medical practitioner as having become permanently unfit for the role for which the employee was employed. No long service payment is payable if the employee is entitled to a severance payment, unreasonably refuses a re-employment offer in certain cases, or is dismissed summarily.

Mandatory Provident Fund (MPF)

Monthly Relevant Income	Employer's Mandatory Contribution	Employee's Mandatory Contribution
Less than $7.100	Relevant income × 5%	No contribution is required
$7.100 to $30,000	Relevant income × 5%	Relevant income × 5%
More than $30,000	$1.500	$1,500

13th Month Salary

End of year payment (including double pay, 13th month payment, bonus) of a contractual nature. It applies to an employee employed under a continuous contract in accordance with a term ofhis contract (including agreement made orally or in writing, in express or implied term). It does not include any payment which is of a gratuitous nature, or which is payable at the discretion of the employer. Please note that this is not mandatory in Hong Kong.