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Global Expansion Guide

Macau

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

employment guide_currency

Currency

Macanese Pataca (MOP)

employment guide_language

Language

Chinese (Cantonese,
Mandarin),
English

employment guide_capital

Capital

Macau

Employer of Record Macau

Employment Contract

Statutory Contributions

Minimum Wage

Public Holidays

Working Hours

Other Regulations

Probationary Period

Leave

Termination and Compensation

BIPO as your Employer of Record

Benefits of BIPO EOR Service in Macau

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  • Global Hiring Guide
  • Macau

Employer of Record Macau

Embark on your business expansion in Macau 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 Macanese market. An EOR provider addresses the common challenges associated with local employment laws, payroll regulations, and work permit requirements.

Employment Contract

1) Forms of employment contract:

  • Indefinite contract, which is open ended, normally shall be signed between the employer and the permanent employee.

  • Term contract: Without prejudice to the circumstances set forth by special legislation on employment policy, term contract shall only be entered into to satisfy temporary needs of the enterprise, particularly of a seasonal, temporary or special nature, for as long as is strictly necessary for this purpose.

    1. A fixed-term labour contract: e.g. one year contract.
    2. A variable-term contract: shall last for the period needed to complete its object (similar to a project-based contract in Mainland China).

2) Employment contracts that must be drawn up in written form include:

  • Fixed-term contract (including renewal contract)
  • Indefinite contract
  • Contracts, which are signed with foreign employees.
  • Contracts, which are signed with minor employees.

3) Employment Contract normally must include the following contents:

  • ID and signature of the employer and the employee
  • Working conditions
  • Contract signing date
  • Commencement Date
  • Other conditions required by laws and regulations
  • If the form is a fixed-term contract, must state reasons why the employer and employee intend to enter into a fixed-term contract

Statutory Contributions

Item  Detail  Employer Contribution  Employee Contribution 
Social Security Fund Social Security
  • Long-term employee: 60 MOP;

  • Contributions of fixed-term labour contract (Casual worker):

    • Works less than 15 days in a month, 30 MOP;
    • Works 15 days or more in a month, 60 MOP.
  • Foreign employee: 200 MOP
  • Long-term employee: 30 MOP;

  • Contributions of fixed-term labour contract (Casual worker):

    • Works less than 15 days in a month, 15 MOP;
    • Works 15 days or more in a month, 30 MOP.
Employees’ Compensation Insurance Work injury, occupational disease protection
  • The rates are varied by industries, positions.
  • Fully paid by the employer.
 –

Minimum Wage

Minimum wage rates for employees of Macau Special Administrative Region have been adjusted and taken effect from 1st January 2024 as following:

  1. Monthly remuneration: 7,072 MOP per month
  2. Weekly remuneration: 1,632 MOP per week
  3. Daily remuneration: 272 MOP per day
  4. Hourly remuneration: 34 MOP per hour
  5. Piece rate or commission-based remuneration: Average 34 MOP per hour

Public Holidays

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

Holiday NameDate
New Year’s Day1 January 2025
Chinese New Year Holiday29 January 2025
Chinese New Year Holiday30 January 2025
Chinese New Year Holiday31 January 2025
Qingming Festival4 April 2025
Good Friday18 April 2025
Easter Saturday19 April 2025
Labour Day1 May 2025
Birthday of Buddha5 May 2025
Dragon Boat Festival31 May 2025
National Day1 October 2025
The Day following National Day2 October 2025
Mid-Autumn Festival7 October 2025
Chong Yeung Festival-Festival of Ancestors29 October 2025
All Soul’s Day2 November 2025
Feast of Immaculate Conception8 December 2025
Macao S.A.R. Establishment Day20 December 2025
Winter Solstice21 December 2025
Christmas Eve24 December 2025
Christmas Day25 December 2025

Working Hours

Normal Working Hours

  • Shall not exceed 8 hours a day, normally from 9am to 6pm.
  • According to the characteristics of the operation of the enterprise, the daily working hours shall not exceed 12 hours, and the working hours shall not exceed 48 hours per week.

Rest Time

  • The employer is obliged to give the employee a break period of not less than 30 consecutive minutes, so that the employee will not work more than 5 consecutive hours.
  • The employee shall have 10 consecutive hours and a total of not less than 12 hours of rest per day.

  • The employee shall be entitled to a paid period of rest of 24 consecutive hours per week;

    • The weekly rest period may not have weekly frequency if it is agreed upon between the parties or the nature of the enterprise’s activity makes it impracticable, in which case the employee shall be entitled to four paid rest days per four weeks (according to mutual agreement between the employer and the employee or by the nature of business activities).
    • If a paid time off falls on a mandatory holiday, it shall be counted as a mandatory holiday, the employer shall arrange the employee to have a paid time off within the next 30 days.

Night Work

  • Work performed between 0:00 midnight and 06:00 a.m. shall be considered as night work.
  • The performance of night work shall entitle the employee to receive the normal remuneration for the work performed plus an increase of 20%.

Overtime

According to different situations, employees may work 4-8 hours overtime. There are normally 3 scenarios in which overtime is required:

① By prior arrangement of the employer, irrespective of the employee’s consent.

② By prior request from the employer, with the employee’s consent.

③ At the initiative of the employee, with prior consent of the employer.

The overtime compensation for ① is an increase of 50% of the employee’s normal rate, and the overtime pay for ② and ③ is an increase of 20% of the employee’s normal rate.

Other Regulations

  • Macau Employment related insurance does not include work injury, the employer shall purchase sole Employees’ Compensation Insurance.
  • An employer shall pay all the final payments to the employee no later than nine days after the date of termination or expiry of contract.

Probationary Period

  • The probationary period for a general employee is presumed to be 90 days for an indefinite contract and 30 days for a term contract. For a foreign employee is 30 days because he or she signs a term contract.
  • 90-180 days for employees whose work is of highly technical nature or involving special qualifications, as well as for employees who hold leadership and management positions. 180 days can be set for those signing indefinite contracts.

Leave

Statutory leave in Macau includes:

Type Applicable to Details 
Paid Annual Leave Employees employed ≥ 1 year, passed probationary period6 working days 
Pregnancy and Maternity Leave Female employees 70 days (Post Maternity Leave: 63 days) 
Paternity LeaveMale employees 5 days (taken during the period from 3 months after pregnant to 30 days beginning on the actual date of delivery of the child)
Paid Sick LeaveEmployees employed ≥ 1 year6 working days
Justified AbsencesAll employees 2 working days – 45 days (according to different reasons)

Termination and Compensation

Termination Notice

Employment ConditionLength of NoticePayment in lieu of Notice
A. Within probationary period, ≤ 90 daysA1. Where contract makes provision for the required length of noticeNot requiredNot required
A2. Where contract does not make
provision for the required
length of notice		As per agreement, but not more than the length of notice of C1Required
B. Within probationary period, > 90 daysB1. Where contract makes provision for the required length of notice7 days
B2. Where contract does not make
provision for the required
length of notice		As per agreement, but not more than the length of notice of C1
C. No probationary period / passed probationary periodC1. Where contract makes provision for the required length of noticeEmployer: 15 days Employee: 7 days
C2. Where contract does not make
provision for the required
length of notice		As per agreement, but the length of notice given by the employee shall not exceed the length of notice given by the employer

Compensation

An employee is eligible for severance payment or long service payment subject to the following conditions:

Qualifying Period of EmploymentSeverance Payment
Passed probationary period, ≤ 1 yearBasic remuneration * 7 days
> 1 year, ≤ 3 yearsBasic remuneration * 10 days * service year
> 3 years, ≤ 5 yearsBasic remuneration * 13 days * service year
> 5 years, ≤ 7 yearsBasic remuneration * 15 days * service year
> 7 years, ≤ 8 yearsBasic remuneration * 16 days * service year
> 8 years, ≤ 9 yearsBasic remuneration * 17 days * service year
> 9 years, ≤ 10 yearsBasic remuneration * 18 days * service year
> 10 yearsBasic remuneration * 20 days * service year

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 Macanese regulations.
  • Contributions and Taxes: Our expertise in managing local social security requirements ensures your business complies with in-country financial obligations.
  • Compliance with Minimum Wage and Working Hours: We guarantee that your employment practices adhere to Macau’s minimum wage and working hours standards, safeguarding your business against potential legal issues.
  • Leave and Paid Time Off Management: Implement and manage leave policies that comply with Macau’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 Macau

Unlock your growth potential with BIPO’s Employer of Record service in Macau. 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.

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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!

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