Found great talent in Hong Kong, but no local company to hire them through? From how an Employer of Record works in Hong Kong to what pension fund enrollment and the Employment Ordinance mean in practice, we cover the essentials, then compare the leading providers on price, support, and ratings. By the end, you will know what to ask and who to talk to.
We hear this a lot from teams hiring in Hong Kong: "We know who we want, we just do not know how to hire them properly." Things like pension fund enrollment and the Employment Ordinance are usually where the doubts begin.
Here is the good news: you do not need a local company to hire well in Hong Kong. An Employer of Record (EOR) can employ your new teammate locally and look after the paperwork, so you can focus on welcoming them. This guide shows how, and compares six providers along the way. Gloroots wrote it and is one of the providers compared.
What Changes When Hiring Through An EOR In Hong Kong?
Hiring through an employer of record (EOR) in Hong Kong moves the contract, payroll, MPF enrollment, and Employment Ordinance duties to the provider, while the statutory minimum wage and leave rules still apply to every hire.
What Do Hong Kong Employers Have To Get Right?
Four areas shape every Hong Kong hire, and an EOR carries them as the legal employer.
- Minimum wage. The Statutory Minimum Wage is HK$43.1 per hour from May 1, 2026.
- MPF. Employers and employees each contribute 5% of relevant income, with monthly relevant income counted between HK$7,100 and HK$30,000, so the employer share tops out at HK$1,500 a month.
- Leave. Paid annual leave starts at seven days and rises to a maximum of 14 days with length of service, alongside statutory holidays.
- Termination payments. Long service payment needs five years of continuous service, and severance payment needs 24 months and dismissal by reason of redundancy.
This is how it typically works; buyers should confirm the details with counsel for their situation.
How Much Does An EOR Cost In Hong Kong?
EOR fees start at about $199 and reach $599 or more per employee per month. The MPF share is small by comparison, because the employer contribution is capped.
| Employer cost or standard | Rate or amount, 2026 |
|---|---|
| Employer MPF contribution | 5% of relevant income |
| Relevant income range (monthly) | HK$7,100 to HK$30,000 |
| Maximum employer MPF per month | HK$1,500 |
| Statutory Minimum Wage, from May 1, 2026 | HK$43.1 per hour |
| Paid annual leave | 7 to 14 days, by length of service |
| Long service payment | After 5 years of continuous service |
| Severance payment | After 24 months, for redundancy |
As an illustration, a HK$40,000 monthly salary carries an employer MPF contribution of HK$1,500, which is 3.75% of pay, because the contribution is capped at the HK$30,000 income level. Before the EOR fee, that is the main statutory add-on. The employer of record cost guide breaks down the rest.
Is An Employer Of Record Legal In Hong Kong?
The Employment Ordinance (Cap. 57) applies to the employer named in the contract, and an EOR that signs the contract takes on those duties. Hong Kong also licenses employment agencies that carry out job placement, which is a separate activity from employing a worker. Providers describe different structures, so buyers should ask each one to confirm in writing which entity signs the contract and how it meets Employment Ordinance obligations.
EOR Vs Local Entity In Hong Kong: Which Is The Better Fit?
An EOR fits quick hires, market tests, and small teams. A Hong Kong company fits a long-term presence, a regional office, and several permanent hires.
| Factor | EOR | Hong Kong company |
|---|---|---|
| Time to first hire | Days to two weeks (providers state 48 hours to 2 weeks) | Several weeks, plus employer and MPF set-up |
| Who is the employer | The EOR | The hiring company |
| MPF enrollment and remittance | Handled by the EOR | Run by the company |
| Contracts under the Employment Ordinance | Issued by the EOR | Issued by the company |
| Best for | First hires, tests, small teams | Long-term, permanent teams |
Want the full picture? Our guide to EOR vs entity goes deeper.
What Does It Take To End Employment In Hong Kong?
Long service and severance payments depend on length of service, and the Employment Ordinance sets the notice and payment rules. Exits should be planned with the provider from the first month.
With the rules and costs clear, the next step is comparing providers. The guide to hiring employees in Hong Kong covers the wider picture.
Gloroots Employer of Record
Hire in Hong Kong with 24/7 real human support and onboarding in 3–5 days.
Quick Comparison Of The Top 6 EOR Providers In Hong Kong
This table puts the six providers side by side on what buyers weigh first: G2 rating, starting price, coverage, and the support model each provider states.
G2 ratings are out of 5. Prices change often, so they should be confirmed before signing. For a global view, see our guide to the best employer of record providers.
| Provider | G2 rating | Starting EOR price | Countries | Support model (as stated) | Best for |
|---|---|---|---|---|---|
| Gloroots | 4.9 | From $199/employee/month | 150+ | 24/7 real human support | Real human support, transparent pricing, and fast onboarding |
| Deel | 4.7 | From $599 | 130+ | 24/7 help | Employees plus contractors |
| Multiplier | 4.7 | From $459 (annual) or $499 | 150+ | Dedicated manager; 24/5 local experts | Plan-based pricing |
| Remote | 4.5 | From $599 | 90+ | In-country experts | Owned entities and equity |
| G-P | 4.4 | From $599 | 180+ | 24/7 via G-P Assist | Largest multi-country programs |
| Atlas HXM | 4.2 | From $599 plus local costs | 160+ | Dedicated account managers | Employee-experience platform |
Three patterns stand out. The top G2 rating belongs to Gloroots, at 4.9. Published entry prices run from about $199 to $599 per employee per month. And the lowest-priced providers do not rate lowest, so price alone does not predict service quality.
Gloroots compliance team
Talk through your Hong Kong hire with a local compliance expert.
The 6 Best EOR Providers In Hong Kong In 2026
Each profile follows the same format: what the provider does, its key features, what G2 reviewers say, pros and cons, and pricing. The order starts with Gloroots, then moves down by G2 rating.
Gloroots: Best Overall For Real Human Support And Transparent Pricing
Gloroots is a Global Employment Platform that combines Employer of Record (EOR), Contractor of Record, global payroll, and contractor payments across 150+ countries. For a Hong Kong hire, Gloroots becomes the employer of record, so the client needs no Hong Kong company, no employer registration, and no MPF administration of its own.
Key Features
- A Hong Kong employment contract drafted by Gloroots' legal team, reviewed by the client, and e-signed by the employee
- Employee self-onboarding through a portal, with start dates confirmed in 3–5 working days
- Payroll, statutory contributions, and benefits handled inside the monthly cycle
- A live dashboard for headcount, payroll liabilities, and compliance status
What G2 Reviewers Say
Gloroots holds a 4.9 out of 5 rating on G2, and 96% of reviewers gave five stars. Reviewers highlight support, quick employee onboarding, and timely global payroll, and describe a team that stays in the loop from contract to first payslip.
Pros
- The highest G2 rating among the six rated providers in this comparison
- 24/7 real human support from employment specialists, not chatbots
- Transparent pricing itemized upfront, with no hidden costs and never a percentage of salary
Cons
- A newer G2 profile than the largest platforms
Pricing
EOR starts from USD 199 per employee per month, adjusted by country. Contractor of Record starts at USD 99 per contractor, and contractor payments at USD 29.
Summary
For teams that want 24/7 real human support, transparent pricing, and onboarding in 3–5 days for every Hong Kong hire, Gloroots is the strongest all-round profile on this list, and its rating leads the field.
Deel: Best For Teams Hiring Employees And Contractors
Deel states that a hire in Hong Kong can start in as little as 2 days with no entity needed. It says its EOR manages MPF contributions and compliant local contracts.
Key Features
- MPF contributions and local contracts handled by the EOR
- Tax document collection, payroll, and benefits administration
- HR tools for time off and documents in one place
- 24/7 help, 200+ in-house legal experts, and integrations with QuickBooks, Xero, NetSuite, Slack, and BambooHR
- A Hong Kong entity-setup guide
What G2 Reviewers Say
Deel holds a 4.7 out of 5 rating on G2. Reviewers praise ease of use, fast payments, and a helpful support team. Common complaints are high fees on currency conversion and withdrawals, payment delays, and slow support responses.
Pros
- A wholly owned entity stated on its own page
- A broad platform that covers employees and contractors
- A published cost comparison against running an entity
Cons
- Reviewers flag high conversion and withdrawal fees
- Its entity-cost comparison is its own estimate and needs checking against a quote
Pricing
EOR starts at $599 per employee per month.
Summary
Deel fits companies that already manage employees and contractors together and value breadth, provided conversion and withdrawal fees are priced in.
Multiplier: Best For Plan-Based Pricing
Multiplier states that it becomes the legal employer in Hong Kong under the Employment Ordinance, with payroll in HKD, MPF enrollment and remittance, and Salaries Tax compliance. It says a hire can be onboarded in under 48 hours.
Key Features
- Contracts in English, Traditional Chinese, or both, generated in under five minutes
- Monthly payroll in HKD with MPF contributions for employer and employee
- Payslips issued through the platform
- Employment through its own legal entities, with no third-party partner in the chain
- A dedicated manager on every account, 24/7 human-first support, and 24/5 local HR and legal experts for EOR customers
- No setup, onboarding, or offboarding fees, and no markup on currency conversion
What G2 Reviewers Say
Multiplier holds a 4.7 out of 5 rating on G2, with 95% scores for ease of use and quality of support. Reviewers mention good value. The common complaints are delays, invoicing issues, and slower handling of complex country-specific questions.
Pros
- Clear Core and Growth plans with published prices
- No setup, onboarding, or offboarding fees
- Strong G2 scores for support and ease of use
Cons
- Reviewers cite delays and invoicing issues
- Complex cases can take longer to resolve
Pricing
Core starts at $459 per employee per month on annual billing, or $499 monthly. Growth is $519 annual or $559 monthly.
Summary
Multiplier suits growing teams that want plan-based pricing and responsive support, and can tolerate slower answers on complex cases. Published tiers make budgeting straightforward.
Remote: Best For Owned Entities And Equity Tools
Remote states that its EOR lets a company hire in Hong Kong without a local entity, with Remote as the official employer. It says it handles payroll, benefits, taxes, compliance, and stock options, while the client directs the daily work.
Key Features
- Contracts, expenses, documents, reporting, and approvals in one hub, with built-in time tracking and benefits
- Stock option guidance for employees where available, and equity administration at $39 per employee per month
- An average onboarding of three days
- A stated 99% payroll accuracy, SOC 2 Type II, ISO 27001, and GDPR compliance
- Integrations with Workday, Personio, and BambooHR, plus an API, webhooks, and SDKs
What G2 Reviewers Say
Remote holds a 4.5 out of 5 rating on G2, and 92% of reviewers say they would recommend it. Reviewers praise the interface, onboarding, and support. Cons include pricing for very small teams, slow support in busy periods, and an exchange rate that is not updated daily.
Pros
- Entity ownership stated plainly
- Security certifications listed on the product page
- Equity tooling for engineering-heavy teams
Cons
- Pricing is a frequent concern for teams with one or two hires
- The narrowest country coverage among the global platforms here, at 90+
Pricing
EOR starts at $599 per employee per month on annual contracts, with no separate platform fee.
Summary
Remote fits technical teams that want equity support and a polished platform, and have the headcount to justify the price. Teams with a single Hong Kong hire may find the starting rate hard to justify.
G-P: Best For Large Multi-Country Programs
G-P states that its Hong Kong EOR acts as legal employer, handling employment contracts, payroll, and compliance with the Employment Ordinance (Cap. 57). Its Hong Kong guide covers hiring, payroll, compensation and benefits, and contractors.
Key Features
- Employment contracts generated in seconds and self-service onboarding it says is 87% faster
- Management of the employee lifecycle, from onboarding and payroll to benefits and offboarding
- Payroll in 150+ currencies and local tax filing
- G-P Assist, an AI assistant for HR questions, reporting, and guided onboarding
- A Global Compliance Engine that flags legal risks at every step
What G2 Reviewers Say
G-P holds a 4.4 out of 5 rating on G2. Reviewers like the 180+ country reach, quick implementation, and a strong audit record. The downsides are getting support from a real person, high fees, features that are hard to find, and response times that vary by time zone.
Pros
- The widest country coverage in this comparison
- A flat platform fee that is easy to model
- Broad HR-process support through G-P Assist
Cons
- Reviewers say reaching a real person can be hard
- Priced at the upper end of the range, with the second-lowest G2 rating here
Pricing
EOR starts at USD 599 per employee per month, excluding local statutory costs.
Summary
G-P suits large, multi-country programs that value reach over personal support. Reviewers pair that reach with a lighter personal touch, so it rewards buyers who are comfortable with self-service and AI-assisted support.
Atlas HXM: Best For An Employee-Experience Platform
Atlas HXM describes a direct EOR model through entities it operates in 160+ countries, including Hong Kong. It says hires typically start within one to two weeks, with payroll in HKD that includes MPF contributions and statutory leave, and 24-hour support from local HR, legal, and compliance experts.
Key Features
- Employee self-service for payslips, leave requests, and expenses, with AI receipt capture
- Learning through Udemy Business inside the platform
- Payroll, taxes, benefits, leave, and statutory deductions handled in one run
- Hiring that can begin within two weeks, with direct access to local HR experts
- An Agent of Record option for contractors
What G2 Reviewers Say
Atlas HXM holds a 4.2 out of 5 rating on G2. Reviewers like the user-friendly structure, efficient payroll, and enterprise-level support. The recurring complaints are premium pricing, an unstable mobile app, a steep learning curve for occasional users, and slow reports.
Pros
- A broad employee-facing toolset
- Dedicated account management
- Own entities in 160+ countries
Cons
- Reviewers describe the pricing as steep for smaller teams
- The lowest G2 rating in this comparison
Pricing
EOR starts at $599 per employee per month as a platform fee, with local employer costs and currency conversion on top.
Summary
Atlas HXM fits mid-market and enterprise teams that value an employee-experience platform and can absorb a higher price. Smaller teams that need a lighter tool may find the platform more than they need, and the mobile app draws repeated complaints from reviewers.
With six profiles side by side, the last step is choosing between them.
How To Choose The Best EOR For Hong Kong
Choose an EOR for Hong Kong by checking four things in writing: the employing entity, the full price, how quickly a hire can start, and how MPF is billed. It also helps to ask for a sample employer of record contract up front.
Who Is The Legal Employer?
Ask for the entity that signs the contract and its written basis for acting as employer under the Employment Ordinance.
Compare The Full Price, Not Just The Platform Fee
Get the platform fee, MPF, benefits, and currency charges in one quote. G2 reviewers repeatedly name conversion fees and invoices that differ from the advertised rate, so a low platform fee says little about the full cost.
How Quickly Can The Hire Start?
Ask each provider for a written start date. Ask what is needed from you to hit that date.
Plan The Exit Before You Sign
Ask how long service and severance payments are calculated, and who bears them.
If a provider cannot answer these, the next one on the shortlist deserves a call.
Gloroots global employment
Ready to start? Book a short demo and we will map out your first hire in Hong Kong.
How To Hire Your First Employee In Hong Kong: A Five-Step Plan
Here is a straightforward route from decision to first payroll, in five steps.
- Define the role. Settle the job title, salary range, and start date, and check them against local pay floors.
- Shortlist two or three providers. Use the comparison table and the profiles above to narrow the field.
- Ask the hard questions. Put each shortlisted provider through the checks above: who the legal employer is; the full price; how quickly the hire can start; and the exit terms.
- Sign and onboard. The provider issues the contract, collects the employee's documents, and registers them with the authorities.
- Run the first payroll together. Review the payslip line by line against the quote, and fix any surprises before the second cycle.
Treat the first payroll as the real test, and adjust early if anything looks off.
What Mistakes Should You Avoid When Hiring In Hong Kong?
Even careful teams trip on the same few things. Here is what to watch for.
- Not asking who the employer really is. The legal entity named on the contract decides who carries the liability, so get it in writing.
- Leaving the exit for later. Notice, severance, and final payments are easier to agree before the hire starts than after the relationship ends.
- Skipping a payslip example. A sample payslip shows what the employee will actually take home and whether the quote matches it.
- Comparing only the platform fee. Statutory contributions, local benefits, and currency charges usually add up to more than the fee itself.
- Assuming a contractor label keeps you safe. If the person works like an employee, local rules can treat them as one, whatever the contract says. See EOR vs contractor for the differences.
Sidestep these five, and the rest of the process in Hong Kong gets a lot easier.
The Verdict: Which EOR Is Best For Hong Kong?
On the evidence in this guide, Gloroots is the best all-round EOR for Hong Kong. It combines 24/7 real human support, hiring across 150+ countries, transparent pricing with no hidden costs, onboarding in 3–5 days, and the highest G2 rating (4.9). Other providers win on narrower criteria.
| Provider | Strongest fit if… |
|---|---|
| Gloroots | you want 24/7 real human support, transparent pricing with no hidden costs, and onboarding in 3–5 days |
| Deel | employees and contractors need to sit in one system |
| Multiplier | fast onboarding and bilingual contracts are the priority |
| Remote | equity tools and a polished platform are the priority |
| G-P | the program spans many countries and needs the widest reach |
| Atlas HXM | an employee-experience platform with a dedicated account manager is the priority |
Fit matters as much as rank. A buyer who needs an owned entity or a specific legal basis may weigh the other rows differently, and every shortlist should end with the entity and exit questions above. Gloroots publishes its EOR pricing openly, with no hidden costs.
Conclusion: Confirm The Entity, Then Compare Price
In Hong Kong, the capped MPF contribution keeps statutory costs predictable, so the platform fee, the rating, and the support model separate the providers.
Shortlist two or three providers from the table, confirm the four checks in writing, and ask for a payslip example that shows the MPF line. And if you would like a second pair of eyes on your plan, you can book a demo with Gloroots.
Frequently Asked Questions
Which Is The Best EOR In Hong Kong?
Gloroots is the best all-round EOR in Hong Kong on the evidence in this guide. It offers 24/7 real human support, hiring across 150+ countries, transparent pricing from $199 per employee per month with no hidden costs, onboarding in 3–5 days, and the highest G2 rating among the rated providers (4.9 of 5). Buyers should still confirm the legal structure in writing.
How Does An EOR Work In Hong Kong?
An EOR becomes the legal employer in Hong Kong. It issues the contract, runs payroll in HKD, and enrolls the employee in an MPF scheme while the client directs the daily work. The client does not need a Hong Kong company.
How Much Does An EOR Cost In Hong Kong?
Published EOR fees start at about $199 and reach $599 or more per employee per month. The employer MPF contribution is 5% of relevant income, capped at HK$1,500 a month. See Gloroots pricing for a published starting rate.
What Is The Minimum Wage In Hong Kong In 2026?
The Statutory Minimum Wage is HK$43.1 per hour from May 1, 2026, up from HK$42.1.
How Much Is The MPF Contribution In Hong Kong?
Employers and employees each contribute 5% of relevant income. For monthly pay, relevant income is counted between HK$7,100 and HK$30,000, so the maximum employer contribution is HK$1,500 a month.
How Much Annual Leave Do Employees Get In Hong Kong?
Paid annual leave starts at seven days and rises with length of service to a maximum of 14 days under the Employment Ordinance. Employees are also entitled to statutory holidays.
When Is A Long Service Or Severance Payment Due In Hong Kong?
Long service payment needs at least five years of continuous employment. Severance payment needs at least 24 months of continuous employment and dismissal by reason of redundancy.
How Do I Choose The Right EOR In Hong Kong?
Check four things in writing: the employing entity and legal basis, the full cost including MPF, how quickly a hire can start, and how long service and severance payments are handled.
More EOR Guides For Nearby Countries
Hiring across East Asia and the Pacific? These guides cover local rules, employer costs, and provider comparisons for neighboring countries.
