EOR Service in Hong Kong

Hire, Onboard and Pay Employees in Hong Kong Quickly and Efficiently

Hiring in Hong Kong at a glance

CURRENCY
Hong Kong Dollar (HKD)
working hours
N/a
public/bank holidays
19 public holidays
capital
Hong Kong
language
Chinese and English
date format
DD/MM/YYYY or YYYY/MM/DD
remote workers
1.2M
tax year
Apr 1 to Mar 31
minimum hourly salary
No minimum wage
CURRENCY
Hong Kong Dollar (HKD)
working hours
N/a
public/bank holidays
19 public holidays
capital
Hong Kong
language
Chinese and English
date format
DD/MM/YYYY or YYYY/MM/DD
tax year
Apr 1 to Mar 31
payroll frequency
Monthly
GDP
$359.84 B (2022)

Employer of Record in Hong Kong

If you're thinking about growing your business in Hong Kong, consider teaming up with a Hong Kong EOR. In simple terms, a Hong Kong EOR handles all the essential employment tasks, ensuring your company can expand smoothly and in line with local rules.


What does this mean for you? Well, the EOR will take care of payroll, taxes, and ensure you comply with labor laws. You, as the employer, still call the shots when it comes to managing your employees' day-to-day work. The EOR steps in as the legal employer, helping you take care of the administrative side of things so you can focus on growing your business.

Why use Hong Kong EOR?

When you partner with a Hong Kong EOR/PEO, you get a local ally to help you navigate the market's complexities. 

This is because, to hire from Hong Kong, businesses have to do two things: 1) Set up a local entity 2) Ensure compliance with local labor laws.


Without the support of a Hong Kong EOR, businesses may have to spend thousands of dollars in capital fee and administration costs to set up a local entity to hire and pay employees. Secondly, Hong Kong’s labor laws can be difficult to navigate for foreign employers. Hong Kong’s labor laws have unique aspects. For example, the minimum wage rate is periodically reviewed and adjusted based on economic conditions. Unlike many other countries, Hong Kong does not have statutory limits on the number of working hours per week. However, it is common for employment contracts and industry standards to define working hours.


A partnership with an EOR unlocks growth potential and eradicates compliance risks, making it easier for your company to succeed in Hong Kong's business-friendly environment.

EOR Costs in Hong Kong

The cost of Hong Kong EOR/PEO services in Hong Kong may differ based on various factors, such as the number of employees, the extent of services needed, and the intricacy of the project. The pricing structure for Hong Kong EOR/PEO services usually involves a monthly fee per employee or a percentage of the employee's salary. Extra charges may apply for additional services or customization.

Key Metrics For Foreign Employers 

Foreign employers may consider hiring employees from Hong Kong for several reasons:

Highly Skilled Workforce: Hong Kong has a well-educated and highly skilled workforce. Many Hong Kong residents are fluent in English and Chinese, making them valuable assets for businesses looking to expand or operate in the Asia-Pacific region.

International Business Hub: Hong Kong is a global financial and business hub, attracting professionals with diverse international experiences and expertise. Hiring from Hong Kong can provide access to individuals familiar with international business practices.

Bilingual and Multicultural Talent: Hong Kong's bilingual culture (English and Chinese) often results in individuals who are culturally sensitive and capable of bridging communication gaps between East and West. This is particularly advantageous for businesses with cross-cultural operations.

Strong Work Ethic: Hong Kong employees are known for their strong work ethic, dedication, and commitment to their jobs. They often work long hours and are results-driven, which can benefit employers seeking dedicated staff.

Legal and Financial Expertise: Hong Kong has a robust legal and financial sector. Employers in these industries may find it advantageous to hire professionals with experience in Hong Kong's well-established legal and financial systems.

Ease of Doing Business: Hong Kong is consistently ranked as one of the easiest places to do business globally. Hiring employees from Hong Kong may streamline the process of establishing and running a business in the region.

Tax Benefits: Hong Kong offers a favorable tax regime with relatively low corporate and personal income tax rates, making it an attractive location for both employees and employers.


Why work in Hong Kong?

What’s a Rich Text element?

The rich text element allows you to create and format headings, paragraphs, blockquotes, images, and video all in one place instead of having to add and format them individually. Just double-click and easily create content.

Static and dynamic content editing

A rich text element can be used with static or dynamic content. For static content, just drop it into any page and begin editing. For dynamic content, add a rich text field to any collection and then connect a rich text element to that field in the settings panel. Voila!

How to customize formatting for each rich text

Headings, paragraphs, blockquotes, figures, images, and figure captions can all be styled after a class is added to the rich text element using the "When inside of" nested selector system.

Grow your team in Hong Kong

Expanding your team means bringing in the right people at the right time, and it's crucial for business growth. However, in Hong Kong, managing compliance, payroll, tax, and benefits requires a local entity and can be complex due to strict employment regulations.

But here's the good news: With Gloroots's global Employer of Record (EoR) service, you can offload the burdens of payroll, tax, benefits, and compliance. This way, you can focus your energy where it counts most – nurturing your employees and driving your company's growth. It's the smart choice for a hassle-free expansion in Hong Kong.

Risks of misclassification

The term "misclassification of employees" refers to the incorrect categorization of workers by their employers. Misclassification happens when an employer labels a worker as an independent contractor or exempts them from specific employment regulations and benefits, even when the worker should be recognized as an employee entitled to legal safeguards, benefits, and rights.

Engaging a PEO/EOR in Hong Kong helps mitigate the risks linked to misclassification by ensuring adherence to labor laws, accurate employee categorization, precise payroll management, and access to comprehensive benefits. This allows businesses to concentrate on their core activities while entrusting employment-related duties to seasoned experts.

Contact Us

Avoid hefty penalties with Gloroots.

Use our free employee misclassification risk calculator to estimate your risk level.

Calculate Now

Employing in Hong Kong

What’s a Rich Text element?

The rich text element allows you to create and format headings, paragraphs, blockquotes, images, and video all in one place instead of having to add and format them individually. Just double-click and easily create content.

Static and dynamic content editing

A rich text element can be used with static or dynamic content. For static content, just drop it into any page and begin editing. For dynamic content, add a rich text field to any collection and then connect a rich text element to that field in the settings panel. Voila!

How to customize formatting for each rich text

Headings, paragraphs, blockquotes, figures, images, and figure captions can all be styled after a class is added to the rich text element using the "When inside of" nested selector system.

Tax

Tax and Social Security contribution:

Payroll Tax Contributor Rate Description
Mandatory Provident Fund Employer 5.00% Applied on salary up to HK$ 30,000 monthly.
Employment Insurance Up to 2.00% The rate varies depending on the industry
Total Employment Cost 7.00% -

Payroll Tax Contributor Rate Description
Provident Fund (MPF) Employee 5.00%
Applied on salary between 7,000.00 to 30,000 HK$ monthly.
Total Employee Cost 5.00%

Employee Income tax

Income Range Rate
Up to 50,000.00 HKD 2.00%
50,001.00 HKD – 100,000.00 HKD 6.00%
100,001.00 HKD – 150,000.00 HKD 10.00%
150,001.00 HKD – 200,000.00 HKD 14.00%
200,001.00 HKD and over 17.00%

Separation

Termination 

The Employment Ordinance outlines several acceptable grounds for termination, such as the employee's behavior, their ability or qualifications for the job, redundancy, and any other substantial reason that, in the view of the court or the Labour Tribunal, justifies the dismissal of the employee or a change in the terms of their employment contract.

Severance Pay

Statutory severance payments are provided to employees who have worked continuously for 2 years or more and are calculated based on either a set amount for each year of service or 2/3 of the employee's last full month's wages. The latter is determined by averaging the monthly wages earned over the previous 12 months (or a shorter period for those employed less than 12 months) or 2/3 of HKD22,500, whichever is lower. The total severance payment is capped at HKD 390,000.

Employers have the right to offset their liability for severance payment against any gratuity or retirement scheme payment made to the employee for the years of service in which severance payment is due.

For severance payment purposes, there is a legal presumption that termination occurred due to redundancy. This presumption can only be challenged by an employer who can demonstrate that the termination was entirely unrelated to redundancy.

Starting from May 2025, the Employment & Retirement Schemes Legislation (Offsetting Arrangement) will be enacted to eliminate the practice that allows employers to offset Severance Payment/Long Service Payment against mandatory Mandatory Provident Fund (MPF) contributions. Employers will still be permitted to offset these payments against voluntary MPF contributions and gratuities. These arrangements will also extend to other occupational retirement schemes.

Notice Period

In Hong Kong, standard notice periods are typically set at 30 days, although employers have the option to define longer notice periods in the employment contract.

However, during the probationary period, neither the employer nor the employee is required to provide advance notice to terminate the employment.

Probation period

In Hong Kong, the probationary period for permanent employees is typically established within a range of 1 week to 1 month, and the specific duration must be specified in the Employment Contract.

Start Hiring in Hong Kong today

When expanding your workforce globally, ensuring compliance can be a complex challenge. Employers must navigate various intricacies, from adhering to local employment laws and payroll procedures to maintaining diversity, equity, and inclusion (DE&I) standards and complying with data protection regulations like GDPR. Setting up local entities and managing these evolving compliance requirements can be daunting.

Gloroots simplifies this process by offering a centralized platform to handle these tasks. Our in-house experts provide a protective shield against cross-border employment and payroll compliance risks. We assist with creating employment contracts, ensuring timely payments, and delivering compliant benefits, allowing you to focus on talent acquisition.

Our commitment is to deliver a hassle-free global employment experience for both you and your employees. Connect with our experts today to launch your global hiring initiatives in Hong Kong.

Are you Ready to
Experience Seamless Hiring in Hong Kong?

Let us take care of all your employment needs. We guarantee easy onboarding & compliant workforce management in Hong Kong.

Speak to our Expert