In Hong Kong’s highly competitive business environment, senior employment contracts in Hong Kong play a critical role in defining executive relationships and protecting business interests. As companies compete for top-tier leadership talent, disputes involving executive compensation, termination rights, bonuses, and post‑employment restrictions have become increasingly common.

Understanding Hong Kong sick leave pay is essential for both employers and employees. Although sick leave may appear simple at first glance, the rules governing sick leave pay in Hong Kong are highly specific and depend on the details of each situation. The statutory framework is set out in the Employment Ordinance and creates minimum legal obligations that differ from optional employer‑provided benefits.

A Hong Kong employment contract defines the essential terms of your working life, from pay and hours to termination and post‑employment restrictions. Recent changes to Hong Kong employment law that took effect in 2025 and 2026 require careful attention, especially the shift from the 418 Rule to the 468 Rule for continuous employment, the abolition of MPF offsetting, and the increase in statutory holidays. For reliable statutory guidance, consult the Labour Department’s guide

Child abuse continues to be a serious concern in Hong Kong. Following several high-profile cases noted by the Social Welfare Department, the Hong Kong Government introduced the Mandatory Reporting of Child Abuse Ordinance (Cap. 650), commonly known as the Child Abuse Ordinance. The legislation came into effect on 20 January 2026 and is designed to strengthen the protection of children by requiring certain professionals to act when they suspect serious harm.

Understanding what job interview questions Hong Kong employers are legally allowed to ask is essential for maintaining fair, compliant, and non‑discriminatory hiring practices. Whether you’re an HR professional, hiring manager, or intern conducting interviews, following Hong Kong’s legal and privacy framework is critical to avoiding discrimination claims and protecting candidate data.

What is the 417/468 Rule in Hong Kong and What’s Changing? Under current law, the “418 rule”, an employee must work at least 18 hours a week for 4 consecutive weeks to be considered under a continuous contract. This status is crucial because only continuous-contract employees get key benefits like paid rest days, annual leave, sick leave, maternity/paternity leave, as well as severance and long service payments.

When an employment relationship comes to an end, it is common for employers to offer a termination package to employees. Some of these payments are taxable as Salaries Tax under Hong Kong laws, but some heads of payment may be treated as non-taxable if structured carefully. This article is a practical guide on simple steps that may be taken by both the employers and the employees to structure termination payment in a legal and compliant, yet tax-efficient manner.

Using MPF to 'pay' for termination payments is no longer allowed from 1 May 2025 onwards. This article explains all the terms and introduces the available subsidy for affected employers.

Restrictive covenants are commonly found in employment agreements, like non-compete, non-solicit and non-disclosure. Are they enforceable?