Schedule Demo
Contact Us

Global Expansion Guide

Hong Kong

Manage and pay your employees easily with BIPO in Hong Kong and 170+ other markets. Build your international teams today with our global Employer of Record service!

employment guide_currency

Currency

Hong Kong Dollar (HKD)

employment guide_language

Language

Chinese (Cantonese,
Mandarin),
English

employment guide_capital

Capital

Hong Kong

Employer of Record Hong Kong

Employment Contract

Statutory Contributions

Minimum Wage

Public Holidays

Working Hours

Leave

Termination and Compensation

BIPO as your Employer of Record

Benefits of BIPO EOR Service in Hong Kong

Download Now
  • Global Hiring Guide
  • Hong Kong

Employer of Record Hong Kong

Embark on your business expansion in Hong Kong with BIPO’s Employer of Record (EOR) services. Designed to assist you in navigating the intricacies of local employment laws and regulations, we can help ensure a smooth transition for your business and workforce.

As an Employer of Record (EOR), we act as your legal employment entity, streamlining the process of business expansion. Allowing businesses to focus on their core business operations while the EOR manages all aspects of compliance, payroll, HR, and employee benefits when venturing into the Hong Kong market. An EOR provider addresses the common challenges associated with local employment laws, payroll regulations, and work permit requirements.

Employment Contract

1) A contract of employment is an agreement on the employment conditions made between an employer and an employee. The agreement can be made orally or in writing and it includes both express and implied terms.

2) Employment Contract normally must include below contents:

  • Wages and overtime pay (if any)
  • Allowances
  • Wage period
  • Length of notice required to terminate the contract
  • End of year payment, bonus, commission
  • Other salary and benefits agreed by both the employer and the employee

3) Form of employment contract: Usually indefinite.

4) Continuous Contract of Employment

  • An employee who has been employed continuously by the same employer for four weeks or more, with at least 18 hours worked in each week is regarded as being employed under a continuous contract.
  • Employees who are employed under a continuous contract are further entitled to such benefits as rest days, sickness allowance, holidays, maternity leave/paternity leave etc.

Statutory Contributions

Item Detail Employer Contribution Employee Contribution 
Mandatory Provident Fund (MPF) SchemeFully funded retirement insurance plans/pension fundsRelevant wage < 7,100 HK$, 5%; Relevant wage between 7,100 HK$ – 30, 000 HK$, 5%; Relevant wage > 30, 000, 1,500 HK$Relevant wage < 7,100 HK$, 0%; Relevant wage between 7,100 HK$ – 30, 000 HK$, 5%; Relevant wage > 30, 000, 1,500 HK$
Employment Compensation InsuranceWork injury, occupational disease protectionThe rates are varied by industry, position, and the number of employees.–

Persons who enter Hong Kong S.A.R. under section 11 of the Immigration Ordinance for the purpose of employment (1) for not more than 13 months or (2) who are members of a retirement scheme of a place outside Hong Kong Special Administrative Region, are exempted from MPF scheme.

Minimum Wage

The statutory minimum wage of Hong Kong Special Administrative Region came into effect on 1st of May 2011.

Effective 1st May 2025, the minimum wage of Hong Kong Special Administrative Region will be increased to HKD 42.10 per hour.

Public Holidays

The Public Holidays in Hong Kong S.A.R. in 2025 is shown as following. Please refer to the announcement published in the Gazette by the Government of the Hong Kong Special Administrative Region.

Holiday Name Date 
New Year’s Day1 January 2025
Chinese New Year Holiday29 January 2025
Chinese New Year Holiday30 January 2025
Chinese New Year Holiday31 January 2025
Ching Ming Festival4 April 2025
Good Friday18 April 2025
The day following Good Friday19 April 2025
Easter Monday21 April 2025
Labour Day1 May 2025
Birthday of the Buddha5 May 2025
Tuen Ng Festival31 May 2025
HKSAR Establishment Day1 July 2025
National Day1 October 2025
The second day following the Chinese Mid-Autumn Festival7 October 2025
Chung Yeung Festival29 October 2025
The first weekday after Christmas Day25 December 2025
The second weekday after Christmas Day26 December 2025

Working Hours

Normal Working Hours

  • No statutory provisions, it is determined by mutual agreement between the employer and the employee.

Rest Time

  • Employees employed under a continuous contract are entitled to not less than one rest day in every period of seven days.
  • Whether a rest day is paid or not is to be agreed by employers and employees. A rest day is defined as a continuous period of not less than 24 hours during which an employee is entitled to abstain from working for his employer.
  • Rest days shall be appointed by the employer. They may be granted on a regular or irregular basis.

Overtime

  • No statutory provisions, it is determined by mutual agreement between the employer and the employee.

Other Regulations

  • An employer shall pay all the final payments to the employee no later than seven days after the date of termination or expiry of contract.

Probationary Period

  • No statutory provisions.
  • Normally it is 3 months in practice.

Leave

Statutory leaves in Hong Kong Special Administrative Region include：

Type Applicable to Details 
Paid Annual LeaveEmployees employed ≥ 12 months7-14 days (depending on service length)
Pregnancy and Maternity LeaveFemale employees14 weeks（98 days）+ 4 weeks (Pregnancy or childbirth related illnesses)
Paternity LeaveMale Employees5 days（Taken during the period from 4 weeks before the expected date of delivery of the child to 14 weeks beginning on the actual date of delivery of the child.）
Paid Sick LeaveEmployees employed ≥ 1 month2-120 days (during whole employment period)

Termination and Compensation

Termination Notice

Employment Condition Length of Notice Payment in lieu of Notice
During probation period Within the first month of probation Not required Not required
After the first month of probation Where contract makes provision for the required length of notice As per agreement, but not less than 7 days Required
Where contract does not make provision for the required length of notice Not less than 7 days
For a continuous contract* with no / after probation period Where contract makes provision for the required length of notice As per agreement, but not less than 7 days
Where contract does not make provision for the required length of notice Not less than 1 month

Compensation

An employee is eligible for severance payment or long service payment subject to the following conditions:
Entitlement Severance Payment Long Service Payment
Qualifying period of employment Not less than 24 months under a continuous contract Not less than 5 years under a continuous contract
Conditions / Requirements The employee is dismissed by reason of redundancy*

The employee is dismissed but:

  • He is not summarily dismissed due to his serious misconduct
  • His dismissal is not by reason of redundancy
Employment contract of a fixed term expires without being renewed by reason of redundancy* Employment contract of a fixed term expires without being renewed*
The employee is laid off The employee dies
The employee resigns on ground of ill health
The employee, aged 65 or above, resigns

* If not less than 7 days before the date of dismissal / expiry of the fixed term contract in case of severance payment, and not less than 7 days before the expiry of the fixed term contract in case of long service payment, the employer has offered in writing to renew the contract of employment or re-engage him under a new contract but the employee has unreasonably refused the offer, the employee is not eligible for the entitlements.

  • An employee will not be simultaneously entitled to both long service payment and severance payment, which maximum amount is $390,000, non-taxable, excluded from MPF calculation base.
  • Effective 1st of May, 2025, abolition of MPF offsetting arrangement will be taken effect. For more information, please visit official website of Labour Department, Hong Kong Special Administrative.

BIPO as your Employer of Record

BIPO’s total HR solutions include our award-winning HR Management System, Global Payroll Outsourcing, Employer of Record service, and Athena BI.

As your EOR partner, our services are designed to provide a comprehensive, hassle-free experience:

  • Initial Consultation: The journey typically begins with an in-depth discussion to understand your specific business needs, ensuring our EOR services perfectly align with your objectives.
  • Payroll Management: We offer a streamlined payroll system that ensures timely and accurate salary disbursement, complete with statutory deductions and contributions in full compliance with Hong Kong’s regulations.
  • Contributions and Taxes: Our expertise in managing Mandatory Provident Fund (MPF) Scheme contributions and local income tax ensures your business complies with Hong Kong’s financial obligations.
  • Compliance with Working Hours: We guarantee that your employment practices adhere to Hong Kong’s working hours standards, safeguarding your business against potential legal issues.
  • Leave and Paid Time Off Management: Implement and manage leave policies that comply with Hong Kong’s laws, ensuring a fair and transparent leave management system for your employees.
  • Regulatory Compliance: Stay ahead of local labour laws and regulations with our up-to-date compliance services, minimising legal risks for your business.
  • Other services: Work visa, permit applications, termination procedures.

Services may vary across countries.

Benefits of BIPO Employer of Record Service in Hong Kong

Unlock your growth potential with BIPO’s Employer of Record service in Hong Kong. Our EOR service empowers businesses with seamless scalability while ensuring regulatory compliance.

From smooth onboarding to risk mitigation, BIPO handles the administrative HR tasks, enabling companies to concentrate on core business functions and accelerating growth. Our local expertise and global reach ensure efficient operations, enhancing flexibility and reducing operational complexities.

Stay up to date with the latest employment regulations.

Subscribe to newsletter*
*
This field is for validation purposes and should be left unchanged.

Share this guide

Share on facebook
Share on linkedin
Share on email

Frequently Asked Questions

An Employer of Record (EOR) is a partner company that acts as the official employer for your employees. 

An EOR company handles all the HR aspects and processes, including the legal complexities associated with regulatory and tax compliance.

As your EOR, BIPO supports your organisation by providing a comprehensive range of HR, payroll and advisory services to ensure your business stays compliant. These include end-to-end on/offboarding services for your employees (e.g.: payroll processing, HR and benefits administration, labour contracts, visa applications, payroll/tax compliance, and more).

By engaging BIPO as your EOR, your business benefits from: 

  • Compliance in the global markets where you operate
  • Reduced costs and risk mitigation
  • Overall workforce productivity, effectiveness, and efficiencies

A global EOR benefits organisations regardless of size or industry. It is especially useful for organisations that want to:

  • Scale their global business and be fully operational in foreign markets quickly
  • Reduce financial and HR complexities while expanding internationally
  • Minimise time spent trying to understand local labour laws and foreign tax systems
  • Stay compliant across global markets while reducing HR and administrative workflows
  • Benefit from a centralised and intuitive cloud HR platform to manage international teams

A global EOR enables businesses to fast-track their market entry into international market, and reduce the complexities of setting up multiple foreign entities.

When you partner with BIPO, we take on the the day-to-day administrative tasks, while you maintain full control of the business and delegate HR workflows and hiring needs.

Our vast network of business partners across 170+ markets globally supports your business expansion plans, with in-country HR experts providing localised support. Going global has never been easier!

Subscribe to BIPO's Newsletter

This field is for validation purposes and should be left unchanged.

Follow us

Download the BIPO Mobile App

© Copyright 2025. All Rights Reserved.
© BIPO Service North Asia Limited 2021 | EA License No. 65471
©上海必博人力资源服务有限公司2021|沪ICP备09094361号-1
沪公网安备 31010602000326号

Find out more?

Explore our award-winning platform

One-all-one HR global platform with integrated features to manage your business.

Privacy Consent*
*
This field is for validation purposes and should be left unchanged.