Job Interview Questions Hong Kong: What Employers Can and Cannot Ask
- Yami Ng
- 5 hours ago
- 5 min read
Authors: Yami NG, Trainee Solicitor | Edmund Lai, HR, Admin and Notary Intern
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.
This comprehensive guide merges both practical HR insights and legal principles to help employers structure lawful, professional, and effective interviews.
Why Interview Compliance Matters in Hong Kong
In Hong Kong, job interview questions must be relevant to the role, consistently applied across candidates, and free from bias. Interviewers need to respect two major pillars:
1. Anti‑Discrimination Principles
Hong Kong enforces several ordinances under the Equal Opportunities Commission (“EOC”), including:
Sex Discrimination Ordinance.
Disability Discrimination Ordinance.
Family Status Discrimination Ordinance.
Race Discrimination Ordinance.
These laws shape what job interview questions Hong Kong employers can safely ask, and which topics must be avoided.
2. Personal Data & Privacy Compliance
The Office of the Privacy Commissioner for Personal Data (“PCPD”) requires employers to collect only job‑related information. Data must be “adequate but not excessive”, meaning interview questions must not intrude into protected or irrelevant personal areas.
✅ What Employers Can Ask: Lawful Job Interview Questions in Hong Kong
Below are examples of safe and legally acceptable job interview questions Hong Kong employers can use. These questions focus on ability, skills, job requirements, and professional behaviour.
1. Skills, Competencies & Work Experience
These interview questions evaluate whether a candidate can perform the actual duties of the role.
Examples:
“Walk me through your experience supporting administrative tasks.”
“What systems have you used, such as Outlook, Teams, or SharePoint?”
“Tell me about a time you handled confidential information.”
“How do you prioritise tasks during peak workload periods?”
These questions are fully job‑related and avoid any discriminatory risk.
2. Availability & Working Arrangements
Employers may ask questions related to scheduling, work hours, and attendance.
Examples:
“When is your earliest start date?”
“Are you able to work required office hours (e.g., 9:30 AM to 6:30 PM)?”
“Are you willing to travel locally for client meetings if required?”
3. Right to Work in Hong Kong
A key part of job interview questions Hong Kong employers must ask is the candidate’s legal eligibility to work.
Examples:
“Are you legally entitled to work in Hong Kong?”
“Will you require a visa sponsorship?”
Note: Employers should NOT photocopy an HKID or Passport at interview stage; only upon acceptance of an offer.
4. Language Proficiency (When Job‑Relevant)
Because Hong Kong is a bilingual work environment, language‑specific questions are acceptable.
Examples:
“This role requires written English and/or Chinese. Can you describe your proficiency?”
“Please provide a sample or describe an email you would draft for a client.”
These must not be linked to race or nationality.
5. Conflict of Interest & Confidentiality
Especially in law firms or regulated industries, assessing integrity is crucial.
Examples:
“This role involves sensitive information. Are you comfortable working under strict confidentiality requirements?”
“Do you have any potential conflicts of interest that could affect client matters?”
Keep questions strictly professional and avoid prying into personal life.
6. References & Background Checks
These are acceptable only when relevant and conducted at the appropriate stage.
Examples:
“Are you willing to provide professional references?”
“Can you verify your past employment experience?”
❌Job Interview Questions Hong Kong Employers Should Avoid
The following topics are high‑risk and often unlawful, as they touch on protected personal attributes unrelated to job performance.
1. Marital Status, Pregnancy, Family Planning
Avoid questions such as:
“Are you married?”
“Do you plan to have children?”
“Are you pregnant?”
Instead, focus on availability or job requirements.
2. Disability, Medical History & Health Background
These areas are protected under the Disability Discrimination Ordinance (“DDO” - Cap. 487).
Avoid questions like:
“Do you have any medical conditions?”
“Are you on medication?”
3. Age or Date of Birth
Avoid asking during the interview process:
“How old are you?”
“What year did you graduate?”
Age is irrelevant and can be discriminatory.
4. Race, Religion, Nationality & Ethnic Origin
Avoid these questions:
“Where are you really from?”
“What’s your religion?”
“Is English your first language?”
These questions are irrelevant and carry high legal risk.
5. Sexual Orientation, Gender Identity, Personal Relationships
Never ask about relationships, gender identity, or personal lifestyle.
6. Political Views
Political opinions are private and unrelated to job performance. Avoid at all costs.
Data Privacy Obligations During Interviews in Hong Kong
Employers must ensure:
Personal data collected is minimal and job‑related.
Candidate consent is obtained before recording interviews.
CVs and interview notes are securely stored and deleted when no longer needed.
Only relevant HR personnel access candidate information.
Best Practices for Employers in Hong Kong
To ensure every interviewer handles job interview questions Hong Kong compliantly:
Use structured interview templates.
Train HR and hiring managers on legal guidelines.
Apply criteria consistently to all candidates.
Record selection decisions based on skills, not personal attributes.
Regularly review and update recruitment policies.
Following these practices leads to better hiring decisions and lower legal risk.
Get Professional Employment Law Guidance
Ravenscroft & Schmierer advises employers, HR teams, and businesses on:
Lawful job interview questions Hong Kong employers can use.
Discrimination‑free recruitment frameworks.
HR compliance, policies, and training.
Handling complaints or disputes in recruitment.
Data privacy obligations during hiring.
If your organisation wants to improve hiring compliance, protect itself from legal risk, or train interviewers on Hong Kong employment law, our Employment Law team is here to help.
Contact Ravenscroft & Schmierer today for expert guidance on compliant, effective interview practices in Hong Kong.
FAQ: Job Interview Questions in Hong Kong
What are the most important lawful job interview questions in Hong Kong?
Questions focusing on skills, experience, right to work, availability, and language ability (when relevant).
Can employers ask about marital status in Hong Kong?
No. Questions about marriage, relationships, or family planning should be avoided.
Are employers allowed to ask if a candidate is pregnant?
No. Pregnancy‑related questions are prohibited and discriminatory.
Can employers record interviews in Hong Kong?
Yes, but only with explicit candidate consent and proper data protection.
What should a candidate do if asked an inappropriate question?
They may decline politely or redirect. They may also seek guidance if they feel discriminated against.
Are employers allowed to ask about nationality?
They may ask whether the candidate has the right to work in Hong Kong but should not ask about nationality or ethnicity.
Disclaimer: This publication is general in nature and is not intended to constitute legal advice. You should seek professional advice before taking any action in relation to the matters dealt with in this publication.
For specific advice about your situation, please contact:
Trainee Solicitor
+852 2388 3899
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