Hiring, Payroll & Employment
in Hong Kong

Hire Employees and Contractors in Hong Kong

Project Global helps international businesses hire, onboard and manage employees and contractors in Hong Kong without needing to establish their own local entity. Through our established presence in Hong Kong and in-country expertise, we provide Employer of Record (EOR), contractor management, payroll, compliance, recruitment and workforce administration services.

Services available in Hong Kong:

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Hong Kong, que fue territorio británico hasta su entrega en 1997, es ahora una región administrativa especial de China. Hoy es un importante centro financiero mundial, valorado por su situación estratégica cerca de China continental y Asia Oriental. La economía de la región se distingue por su énfasis en el libre comercio, los bajos impuestos y la mínima interferencia gubernamental. Hong Kong, octava economía comercial del mundo, atrae importantes inversiones extranjeras y se beneficia de una mano de obra diversa y abundante procedente de los países vecinos, lo que la convierte en un lugar atractivo para las empresas y las oportunidades de inversión.

Hong Kong: Recursos nacionales

Moneda:

Dólar de Hong Kong (HKD)

Capital:

Hong Kong, Tamar

Idioma:

Cantonés | Inglés

Facilidad para hacer negocios

Muy fácil

Tamaño de la población

7.5M

IVA

N/A

Hong Kong

Go Global in Hong Kong

Nuestros clientes multinacionales confían en nosotros para que nos encarguemos de los pagos internacionales y del cumplimiento de la normativa para empleados, contratistas y autónomos que trabajan en Hong Kong.

Puede utilizar nuestro servicio Employer of Record (EoR) para contratar a su equipo a través de nuestra entidad jurídica, incorporando a sus mejores talentos de forma rápida y sencilla. 

Experimente nuestro servicio de primera clase para su empresa y su equipo.

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Preguntas frecuentes

Hong Kong celebra varios días festivos a lo largo del año. Las fiestas nacionales son:

  • Año Nuevo Lunar (enero/febrero) - Se celebra durante varios días y marca el comienzo del calendario lunar.
  • Festival Ching Ming (abril) - Día en que se honra a los antepasados y se cuida de sus tumbas.
  • Día del Trabajo (1 de mayo) - Celebración de las contribuciones de los trabajadores.
  • Cumpleaños de Buda (abril/mayo) - Se celebra en honor del nacimiento de Buda.
  • Día del Establecimiento de la Región Administrativa Especial de Hong Kong (1 de julio) - Conmemora el aniversario del traspaso de Hong Kong a China.
  • Fiesta del Medio Otoño (septiembre/octubre) - Fiesta que celebra la cosecha y la luna llena.
  • Fiesta Nacional (1 de octubre) - Celebración de la fundación de la República Popular China.
  • Festival de Chung Yeung (octubre) - Día para presentar respetos a los antepasados y subir a las colinas.
  • Día de Navidad (25 de diciembre) - Celebración de la Navidad.
  • Boxing Day (26 de diciembre) - Es festivo después de Navidad.

Además de éstas, también hay días festivos reglamentarios para celebraciones culturales o tradicionales específicas.

 

El salario y la compensación en Hong Kong están regulados principalmente por la Ordenanza de Empleo (Cap. 57). Las disposiciones clave incluyen:

  • Salario mínimo: Hong Kong cuenta con una Ordenanza de Salario Mínimo, que obliga a los empresarios a pagar a los empleados al menos el salario mínimo especificado por hora. Este salario se actualiza periódicamente.
  • Pago de salarios: Los empleadores están obligados a pagar los salarios de forma regular, al menos una vez al mes, y deben proporcionar una nómina detallada que muestre la cantidad ganada, las deducciones realizadas y la fecha de pago.
  • Días de descanso y horas extraordinarias: Los empleados tienen derecho a días de descanso y deben ser compensados por las horas extraordinarias si así lo estipulan sus contratos o lo exige la política de la empresa.
  • Vacaciones anuales y días festivos: Los trabajadores tienen derecho a vacaciones anuales en función de su antigüedad y a días festivos retribuidos, tal y como establece la Ordenanza Laboral.
  • Indemnizaciones por despido y antigüedad: Los empleados que son despedidos sin causa o que han completado una larga permanencia en el puesto tienen derecho a una indemnización por despido o a pagos por antigüedad, tal y como especifica la ley.

Los empresarios deben cumplir esta normativa para garantizar una indemnización justa y legal a sus empleados.

Los empleados de Hong Kong tienen derecho a varios tipos de permisos, entre ellos:

  • Vacaciones anuales: Los trabajadores tienen derecho a vacaciones anuales retribuidas, que aumentan con la antigüedad. El derecho mínimo legal es de 7 días al año, pero puede ser superior en función del contrato de trabajo.

  • Sick Leave: Employees accumulate paid sickness days at 2 days per month during the first 12 months of employment and 4 days per month thereafter, up to a maximum accumulation of 120 days. Eligible employees are entitled to sickness allowance at 80% of their average daily wages, subject to statutory requirements and medical certification. 

  • Permiso ocasional: No existe ninguna disposición legal que contemple el permiso ocasional; sin embargo, algunos empresarios pueden ofrecerlo en función de la política de la empresa.

  • Maternity Leave: Eligible employees are entitled to 14 weeks of paid maternity leave, payable at 80% of their average daily wages.

  • Paternity Leave: Eligible employees are entitled to 5 days of paid paternity leave, payable at 80% of their average daily wages.

  • Public Holidays: Employees are entitled to 15 statutory public holidays each year, with pay if they meet the eligibility criteria.

  • Otros permisos: Incluye los permisos por razones humanitarias (por ejemplo, permiso por duelo), y los permisos no retribuidos o los permisos según políticas específicas de la empresa.

 

En Hong Kong, el empleo puede rescindirse por varios motivos, como despido, bajo rendimiento, mala conducta y mala salud. Por lo general, se exige un preaviso o un pago en lugar del preaviso, a menos que el despido se deba a una falta grave. En caso de falta grave, el despido debe seguir un proceso disciplinario justo, que incluya la oportunidad de que el empleado responda a las acusaciones. Las trabajadoras de baja por maternidad o en conflicto laboral están protegidas contra el despido durante la baja o el proceso de conflicto. Además, el despido debe ajustarse a las disposiciones de la Ordenanza de Empleo y a las cláusulas contractuales aplicables.

Las disposiciones obligatorias en materia de seguros para los trabajadores por cuenta ajena en Hong Kong incluyen:

Seguro de indemnización por accidentes laborales: Los empresarios están obligados a proporcionar este seguro para cubrir a los empleados que sufren lesiones o enfermedades derivadas de su trabajo. Indemniza los gastos médicos, el lucro cesante y otros costes relacionados.

Fondo de Previsión Obligatorio (MPF): Un plan de ahorro para la jubilación que obliga a cotizar tanto al empleador como al empleado. Las empresas deben cotizar al MPF para ayudar a sus empleados a ahorrar para la jubilación.

Estos regímenes de seguros son esenciales para proteger el bienestar de los trabajadores y garantizar su seguridad financiera en caso de lesiones relacionadas con el trabajo o para su jubilación.

An Employer of Record, or EOR, can employ a worker in Hong Kong for an overseas organisation that does not have its own local employment infrastructure. The EOR acts as the legal employer, while the client manages the person’s day-to-day responsibilities.
 
Project Global has a registered Hong Kong entity. However, each requirement must be assessed before Project Global confirms that an EOR arrangement is available, particularly where employment-agency or labour-supply licensing rules may apply. 
 
Planning a Hong Kong hire? Ask us to assess the available employment route.

An EOR may be suitable when you want to employ someone in Hong Kong without creating and managing your own local employment operation. Establishing an entity may deserve consideration where the organisation is making a substantial or long-term commercial commitment to Hong Kong.
 
The decision should consider anticipated headcount, business activities, duration, visa requirements, operating costs and the level of local administration your organisation wants to manage. The existence of an entity alone may not resolve every employment or licensing requirement, so the proposed operating model should be reviewed before a decision is made.
 
Compare EOR with establishing your own Hong Kong entity.

The total cost of employing someone in Hong Kong includes more than salary. Depending on the employee and arrangement, it may include Mandatory Provident Fund contributions, employees’ compensation insurance, paid statutory entitlements, benefits and employment administration.
 
The cost will also depend on the employee’s age, immigration status, salary, working pattern and eligibility for particular statutory schemes. Current contribution limits, wage thresholds and statutory requirements should be applied when the estimate is prepared.
 
Get a Hong Kong employment cost estimate.

An EOR may be able to employ a foreign national in Hong Kong, but the proposed worker must have appropriate permission to live and work there. Holding a Hong Kong identity document or having permission to reside in Hong Kong does not necessarily mean that every type of work is permitted.

Evidence should be provided of the individual’s right to enter or remain in Hong Kong for the relevant contractual period. The proposed role, immigration status and employment structure should be checked before a start date is agreed.

Check the proposed Hong Kong employment and immigration route.

Before the person starts, the employer should confirm their right to work, agree the employment terms and identify the information needed for payroll, insurance and statutory administration.
 
The checks required will depend on whether the individual will be an employee or an independent contractor. For employees, the employer should also establish whether Mandatory Provident Fund enrolment and employees’ compensation insurance apply. For contractors, the organisation should check the person’s business-registration evidence, tax position and actual working arrangements.
 
Tell us about your proposed Hong Kong worker and target start date.

You can engage a genuinely independent contractor in Hong Kong, but the arrangement must operate as an independent business relationship in practice. Describing the person as a contractor in an agreement does not settle their status.
 
Hong Kong’s classification assessment considers factors including control over working methods and time, ownership of equipment, integration into the organisation, the ability to hire helpers, financial risk and responsibility for tax and insurance. The traditional practices of the person’s trade or profession may also be relevant.
 
No single factor should be considered in isolation. The complete working relationship should be reviewed before the engagement begins.
 
Review the proposed Hong Kong contractor engagement.

A person treated as self-employed may still be considered an employee if the real working relationship points towards employment. This can create exposure relating to statutory employment protections, leave, termination, insurance and other employer obligations.
 
Risk may be greater where the organisation controls how and when the work is performed, supplies the equipment, integrates the person into its operations and leaves the individual with little genuine opportunity to make a profit or suffer a loss. Responsibility for tax and insurance, the ability to engage helpers and the established practice of the profession may also affect the assessment.
 
A written contractor agreement is important, but it should accurately reflect how the arrangement operates.
 
Check the proposed worker classification.

Assess the proposed relationship before work begins and review it again if the role or working practices change. The assessment should examine control, working time, equipment, integration, delegation, financial risk and whether the individual is genuinely operating a business on their own account.
 
The contract should match the practical arrangement. For example, an agreement that describes the individual as independent will carry less weight if the client controls their schedule, methods, tools and daily activities.
 
The worker’s business registration, tax evidence and right-to-work position should also be checked. These checks do not prove that the individual is self-employed, but they help identify whether the proposed structure is credible and properly documented.
 
Request a Hong Kong workforce risk assessment.

A person carrying on a trade, profession or business as a self-employed individual in Hong Kong will generally need to complete business registration with the Inland Revenue Department. Registration should usually be completed within one month of beginning the activity.

The relevant evidence may be a Business Registration Certificate or, where applicable, a Business Exemption Certificate. Registration evidence supports the onboarding process, but it does not by itself determine whether the person is genuinely self-employed. Their actual working relationship must still be assessed.
 
Review a proposed Hong Kong freelancer engagement.

Hong Kong employers are required to maintain employees’ compensation insurance for employees falling within the applicable legislation. This requirement can apply regardless of whether employment is full-time, part-time, permanent or temporary.

Insurance should be arranged before employment begins and should reflect the organisation’s workforce and activities. A contractor’s position should be assessed separately because calling someone self-employed will not remove employer obligations if the relationship is employment in practice.
 
Check the insurance and employment requirements for your proposed hire.

Part-time, casual and short-hours workers may still be employees. Eligibility for certain statutory benefits can depend on whether the person is employed under a “continuous contract” under Hong Kong employment legislation.
 
The precise continuous-contract test and its consequences should be checked against the rules in force when the person is engaged. Employers should not assume that a worker has no statutory entitlements simply because they work irregularly, for limited hours or on a casual basis.
 
The safest approach is to review the expected work pattern, contractual arrangement and statutory eligibility before deciding how leave, benefits and termination provisions will be managed.
 
Review the proposed working pattern and employment structure.

The Mandatory Provident Fund, or MPF, is Hong Kong’s employment-based retirement savings system. Employer and employee obligations depend on factors including the person’s age, employment status, permitted exemptions and applicable income levels.
 
An employer should establish whether the employee must be enrolled, when enrolment is required and what contributions apply. Foreign nationals should not automatically be treated as exempt because exemption can depend on their circumstances and participation in an overseas retirement scheme.
 
MPF contribution limits and exemptions can change, so they should be checked for the particular employee when the employment cost is calculated.
 
Request a Hong Kong payroll and employment cost assessment.

Before terminating employment in Hong Kong, the employer should review the contract, applicable notice period, payment in lieu provisions, outstanding wages, accrued entitlements and whether any protected circumstances apply.
 
The employer should also consider whether severance or long-service payment may be relevant. The outcome can depend on the reason for termination, the employee’s length and continuity of service and the circumstances in which employment ends.
 
Termination should not be approached as a payroll step alone. The factual basis, documentation and statutory position should be reviewed before action is taken.
 
Speak to a Hong Kong specialist before beginning a termination process.

The process should combine talent sourcing with an early assessment of how the successful candidate can properly be engaged. Depending on the role and working arrangement, the person may require employment or may be suitable for a genuine independent-contractor structure.
 
This is particularly important for project-based media and technology roles. Industry practice or a short assignment does not override the practical classification factors, including control, integration, equipment, delegation and financial risk.
 
Job-placement activity is regulated in Hong Kong. An organisation providing job-placement services must hold an Employment Agency Licence or an applicable Certificate of Exemption before conducting regulated activity. The licensed delivery route should therefore be confirmed before accepting a recruitment requirement.
 

Project Global has a registered Hong Kong company and can help businesses explore options for engaging talent in Hong Kong.

The appropriate employment arrangement will depend on the proposed role, working practices and applicable local requirements. Project Global can assess your workforce needs and advise on the available engagement options to help ensure the proposed arrangement meets Hong Kong employment and compliance requirements.

Ask Project Global to assess your Hong Kong workforce requirement.

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