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Hong Kong

To employ and manage employees in Hong Kong, it is crucial to adhere to specific procedures and regulations.

Here's what you need to know

    • Type of Contract:
      The most common types of employment contracts in Hong Kong are permanent, fixed-term, and part-time contracts.
 
    • Contract Requirements:
      Employment contracts in Hong Kong must be in writing and include specific terms, such as job description, salary, working hours, and duration of the contract.
 
  • Probationary Period:
    Employers are allowed to include a probationary period in employment contracts. The maximum length of the probationary period is 3 months for non-managerial employees and 6 months for managerial employees.
    • Minimum Wage:
      As of May 2021, the minimum wage in Hong Kong is HKD $37.5 per hour. This amount may be adjusted each year based on inflation.
 
    • Mandatory Provident Fund (MPF):
      Employers are required to contribute to the MPF for their employees. The contribution rate is a minimum of 5% of the employee's relevant income, with the employer contributing 2.5% and the employee contributing 2.5%.
 
  • Income Tax:
    Employees in Hong Kong are subject to income tax. The amount of tax depends on the employee's salary and other factors.
    • Employment Visa:
      If you're employing foreign workers in Hong Kong, they may require an employment visa. These visas are issued by the Hong Kong Immigration Department and have specific requirements and eligibility criteria.
 
    • Leave Entitlements:
      Employees in Hong Kong are entitled to various types of leave, such as annual leave, sick leave, and maternity leave. Employers must comply with the specific requirements and regulations for each type of leave.
 
  • Termination of Employment:
    Employment contracts in Hong Kong may be terminated by either the employer or the employee. The process for terminating employment must follow specific legal requirements.
Overall, employing workers in Hong Kong can be a complex process, but working with a local expert in employment and payroll can help ensure that you’re meeting all the necessary legal requirements and providing a positive employment experience for your staff.

Looking to take on the global marketplace with confidence?

Contact us today to discover how Agile HRO can fast-track your EOR quickly and compliantly with the local laws of any country. Expansion is not an easy process, but we are here to help your business overcome those challenges.

Quick Hassle-Free Market Entry

Agile will help you hire and onboard talent across countries within a week and even less in many cases. So, you can get up and running in a completely new country in a short period.

Cost Effective

Hiring employees without the need to set up a legal entity in countries will help save a lot of time, sometimes up to 85%. In addition, you will not have to worry about establishing a foreign entity and all the maintenance costs that come with it.

Employee Onboarding
As an expert in local laws and regulations, we can help you adhere to the local and national regulations, including the market norms. We offer a ‘ready-made’ HR support infrastructure that takes the guesswork out of hiring international employees.
Payroll Management

Agile handles international payroll processing in adherence to the local rules of a country’s local jurisdiction. It includes utilizing manual as well as automated processes to ensure the local workforce gets their pay after allowing all the right deductions.

Onsite HR & Legal Team
Our team comprises experts who offer local legal guidance through employee onboarding, benefits distribution, HR compliance, contract renewals, termination, and more.
Stay Compliant with Local Laws
By hiring us, you can outsource the complex task of regulatory compliance to the experts. We ensure your company, intellectual property, and support employees are all well-protected.

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