Recent developments in Hong Kong
We understand the challenges of keeping up with regulatory changes. That’s why we actively monitor these changes, so you don’t have to. Read on to discover what’s been happening in the employment landscape in Hong Kong.
Minimum Wage Increase (2026)
Hong Kong’s statutory minimum hourly wage increased to HKD 42.10 with effect from 1 May 2025 and remains applicable in 2026. The government continues its biennial review mechanism for minimum wage adjustments.
Statutory Holidays Expansion (2026)
As part of the ongoing alignment between statutory holidays and general public holidays, the number of statutory holidays remains at 14 in 2026. Additional statutory holidays will continue to be introduced progressively, with full alignment to 17 days planned by 2030.
Working Hours Regulation (2026)
Hong Kong does not impose statutory standard working hours. Working time continues to be governed by employment contracts and the Employment Ordinance, including rest day and holiday entitlements. No maximum working hour cap or overtime regulation was introduced in 2026.
Employment Termination Rules (2026)
The statutory notice period remains unchanged at a minimum of seven days during probation (after the first month) and one month thereafter, unless a longer contractual notice period applies. Termination payments and protections continue to be governed by the Employment Ordinance.
Remote Work and Right to Disconnect (2026)
Hong Kong has not introduced statutory rules on remote work, home office reimbursements, or a formal right to disconnect. Flexible and remote working arrangements remain contractual and policy-driven rather than legislatively mandated.
