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Annual leave in Hong Kong
Parental leave in Hong Kong
Adoption leave in Hong Kong
Other leave in Hong Kong
Public holidays in Hong Kong
Protect your employees and your business
Leave and time off in Hong Kong
Employers in Hong Kong must manage a variety of employee entitlements under the Employment Ordinance, which governs all statutory leave and time off in Hong Kong. These include annual leave, maternity and paternity leave, statutory holidays, and sickness benefits. While the law outlines minimum standards, many employers enhance these provisions with additional leave policies to promote employee well-being and retain top talent.
Employees who have completed 12 months of continuous service are entitled to paid annual leave, starting at seven days and increasing up to 14 days after nine years of service. Statutory holidays—such as Lunar New Year, the Dragon Boat Festival, and Christmas—must be observed, with alternative rest days provided when holidays fall on non-working days. Family-related leaves, including maternity and paternity leave, are also mandatory, ensuring working parents receive time to care for their families.
Sick leave entitlements in Hong Kong are another key aspect of employee welfare. Eligible employees accumulate sickness days during continuous service—two days per month in the first year and four days per month thereafter, up to a maximum of 120 days. Paid sick leave in Hong Kong is compensated at four-fifths of the employee’s average daily wages, provided a valid medical certificate is presented.
Some companies also provide unpaid sick leave in Hong Kong for employees who exhaust their paid entitlement, ensuring flexibility and compassion in health-related absences.
For situations not covered by statutory rights, many employers introduce options for unpaid leave in Hong Kong. These arrangements are not mandated by law but form part of modern unpaid leave policy frameworks that allow employees to manage personal commitments, study, or family responsibilities. Other discretionary leave types—such as compassionate, marriage, or birthday leave—reflect the city’s growing adoption of family-friendly workplace practices.
In a global business hub like Hong Kong, ensuring compliance with leave laws while maintaining flexibility is crucial. Partnering with an experienced Employer of Record (EoR) like CXC helps companies navigate complex employment requirements. CXC provides full compliance support for payroll, statutory contributions, and workforce management, allowing employers to focus on growth while ensuring employees receive their lawful leave and time off in Hong Kong fairly and efficiently.
Annual leave in Hong Kong
Annual leave is one of the key statutory entitlements designed to promote employee well-being and ensure adequate rest in the workplace. Under the Employment Ordinance, employees who meet the eligibility requirements are entitled to paid annual leave in Hong Kong, which increases progressively with years of service. Employers must manage leave scheduling and payments in compliance with the law to avoid disputes and ensure fair treatment.
Paid annual leave in Hong Kong
Employees become eligible for paid annual leave in Hong Kong after completing 12 months of continuous employment. A “continuous contract” is defined as working for at least 18 hours per week for four or more consecutive weeks with the same employer. Once eligible, the employee’s entitlement starts at seven days and increases each year of service up to a maximum of 14 days.
The average annual leave in Hong Kong is typically aligned with the statutory framework, but many employers offer additional contractual leave to attract and retain talent. During annual leave, employees must receive at least their average daily wage, which is calculated over the 12 months preceding the leave period. Employers are required to grant the leave within 12 months following the entitlement year, with the schedule agreed between both parties.
The general progression of statutory entitlement is as follows:
Years of Service Annual Leave Entitlement
Years of Service
Annual Leave Entitlement
1–2 years
7 days
3 years
8 days
4 years
9 days
5 years
10 days
6 years
11 days
7 years
12 days
8 years
13 days
9+ years
14 days (maximum)
Statutory annual leave in Hong Kong
Statutory annual leave in Hong Kong cannot be forfeited. If an employee does not take their leave within the year, it is due, the unused portion must either be carried forward to the next leave year or paid out if the employee leaves the company. Payment in lieu of untaken statutory leave is permitted only when the employment ends or when an employee’s leave entitlement exceeds 10 days. Employers must maintain proper records of leave entitlements and usage for inspection by the Labour Department.
The rules on annual leave calculation in Hong Kong ensure fairness and transparency. The rate of pay for leave days is determined by the employee’s average wages over the past 12 months, excluding periods when they were not paid or worked reduced hours. This calculation ensures that bonuses or commission-based pay are factored into the total compensation during leave.
Annual leave policy in Hong Kong
Employers should maintain a clear and compliant annual leave policy in Hong Kong. The policy should define eligibility criteria, leave accrual, scheduling procedures, and rules on carrying forward or cashing out unused leave. Employers have the right to decide when employees take leave but should give at least 14 days’ notice before the start of the leave period.
In cases where an employee resigns or is dismissed, annual leave during notice period in Hong Kong may be granted if both parties agree. However, the employer cannot force an employee to use annual leave to shorten the notice period unless stated in the contract.
Employers offering leave above the statutory minimum—known as contractual leave—may apply their own rules regarding carryover and payout, provided they remain consistent with the Employment Ordinance. Having a transparent leave management system helps maintain morale, reduce absenteeism, and ensure compliance with Hong Kong’s labour law on annual leave.
Parental leave in Hong Kong
The framework for parental leave in Hong Kong is designed to promote family welfare and work-life balance while maintaining compliance with the Employment Ordinance. Both maternity and paternity leave entitlements are governed by clear statutory requirements, ensuring eligible employees receive fair compensation and adequate time to care for their families. Employers must ensure that their policies and payroll systems align with these legal standards to maintain compliance and support employee well-being.
Maternity leave in Hong Kong
Under the Employment (Amendment) Ordinance 2020, maternity leave in Hong Kong was extended from 10 to 14 weeks. This change took effect on 11 December 2020 and applies to all confinements on or after that date. To qualify, an employee must have been continuously employed for at least 40 weeks immediately before the start of her maternity leave.
Employees must provide notice of pregnancy and their intention to take leave, typically at least three months before the expected date of confinement. A medical certificate may be requested by the employer as proof. The leave can begin two to four weeks before the expected confinement date, with flexibility for earlier arrangements by mutual agreement.
Paid maternity leave in Hong Kong is calculated at four-fifths (80%) of the employee’s average daily wages, based on the 12 months preceding the leave. Employers are required to pay maternity benefits, but they can claim reimbursement from the government under the Reimbursement of Maternity Leave Pay (RMLP) Scheme. The reimbursement applies to the additional four weeks, capped at 80,000 HKD per employee. For reference, this framework ensures compliance with Hong Kong’s maternity leave law while supporting working mothers and employers alike.
To calculate maternity leave in Hong Kong, any bonuses, commissions, or allowances received during the 12-month period should be included in the computation of average wages. If an employee decides to resign during maternity leave Hong Kong, she remains entitled to maternity pay for the eligible period, provided she meets the qualifying conditions.
Paternity leave in Hong Kong
Paternity leave in Hong Kong allows eligible fathers to take up to five days of paid leave to support their partners and care for their newborns. To qualify, the employee must have worked under a continuous contract—defined as at least 18 hours per week for four consecutive weeks—and have been employed for at least 40 weeks immediately before the intended leave.
Under the Employment Ordinance, statutory paternity leave in Hong Kong is paid at 80% of the employee’s average daily wage. The leave can be taken in one block or in separate parts, provided it falls within four weeks before the expected birth or up to 10 weeks after the child’s birth. Employees must give their employers notice of the expected confinement at least three months in advance, and if this is not possible, at least five days before the intended leave date. The law clearly establishes paternity leave in Hong Kong at five days as the statutory minimum.
Additional parental leave in Hong Kong
While Hong Kong does not currently provide statutory parental or adoption leave beyond maternity and paternity provisions, some employers voluntarily extend benefits to align with global standards. Companies with international operations often provide additional family leave, flexible working arrangements, or partial-pay parental leave to attract and retain talent.
Employers are encouraged to maintain clear written policies outlining leave entitlements, eligibility, and pay calculations to avoid misunderstandings. Transparent communication regarding parental leave in Hong Kong fosters trust, compliance, and equality in the workplace.
Adoption leave in Hong Kong
In Hong Kong, family-friendly employment practices are gradually becoming more common, but adoption leave in Hong Kong remains a discretionary benefit rather than a statutory right. While the Employment Ordinance provides clear entitlements for maternity and paternity leave, there is currently no legal requirement for employers to grant specific leave to adoptive parents. Nevertheless, many employers—especially multinational companies—are increasingly offering adoption leave as part of their inclusive workplace policies.
Adoption leave policy in Hong Kong
There is currently no mandatory provision for adoption leave policy in Hong Kong under the Employment Ordinance. This means the implementation of such leave depends entirely on company-specific policies. Employers are free to determine eligibility, duration, and pay levels according to their organisational standards and resources.
Some companies, particularly those with global operations, have extended their international family support standards to their Hong Kong offices. In these cases, adoptive parents may receive benefits equivalent to maternity or paternity leave. For example, a company might offer 10 to 14 weeks of paid leave for the primary caregiver, aligning with existing maternity entitlements, or five days of paid leave for the secondary caregiver, reflecting paternity leave arrangements.
Where no formal adoption leave policy exists, arrangements are often made on a case-by-case basis. These may include a combination of paid leave, unpaid leave, or the use of accrued annual or compassionate leave. Employers seeking to foster a more inclusive work environment are encouraged to formalise adoption-related benefits within their human resources framework.
The Hong Kong government has expressed consistent support for family-friendly employment practices, which may include flexible work arrangements, parental support programmes, and caregiving leave. While adoption leave is not yet codified as a statutory benefit, businesses are encouraged to go beyond minimum compliance to promote staff well-being and retention.
Entitlement to adoption leave in Hong Kong
As there is no statutory framework defining entitlement to adoption leave in Hong Kong, eligibility and pay depend on the employer’s discretion. In most organisations that offer such leave, eligibility typically requires continuous employment, with duration and compensation reflecting the employee’s role and tenure.
Employers offering adoption leave often define the following parameters:
- Eligibility: Employees must have completed a minimum service period (often 6–12 months) before qualifying for adoption leave.
- Duration: Leave durations vary but may align with maternity or paternity leave—ranging from 5 days to 14 weeks.
- Payment: Many firms provide full or partial pay during adoption leave, while others offer unpaid leave supplemented by flexible work arrangements.
For employers developing their own adoption leave policies, it is advisable to benchmark against industry standards and ensure consistency with other family-related benefits. This promotes fairness and equality across the workforce.
As Hong Kong continues to evolve as a global business hub, forward-thinking companies recognise the value of supporting diverse family structures. Offering adoption leave in Hong Kong not only enhances inclusivity but also strengthens employee loyalty and organisational reputation.
Other leave in Hong Kong
Beyond statutory leave entitlements such as annual, maternity, and paternity leave, many employers in Hong Kong also offer additional types of leave to promote work-life balance and enhance employee well-being. These other leave in Hong Kong arrangements fall under family-friendly employment practices and are typically implemented at the discretion of employers. Although not legally required under the Employment Ordinance, they demonstrate a company’s commitment to employee care and retention.
Marriage leave in Hong Kong
Marriage leave in Hong Kong is not a statutory right. Instead, it is provided voluntarily by employers as part of their internal policies or family-friendly initiatives. Many organisations offer between three to five days of paid marriage leave to employees who are getting married. Proof, such as a marriage certificate, may be required to verify eligibility.
Employers are encouraged by the Hong Kong government to introduce family-oriented measures like marriage leave, flexible work schedules, and additional welfare benefits. These practices help reduce stress among employees and contribute to higher morale and productivity.
Compassionate leave in Hong Kong
Compassionate leave in Hong Kong allows employees to take time off for emergencies, particularly family-related matters such as serious illness or the death of a loved one. While this type of leave is not legally mandated, it is a common policy across many companies. The duration and pay status of compassionate leave vary, with most employers granting up to two or three days of paid leave for the death of an immediate family member.
Employers often request supporting documents, such as a death certificate or medical note, to approve the leave. Although not a statutory requirement, offering compassionate leave helps foster empathy and understanding in the workplace. This approach can improve employee loyalty and strengthen the organisation’s reputation as a supportive employer.
Bereavement leave in Hong Kong
Similar to compassionate leave, bereavement leave in Hong Kong is not required under law. It is, however, widely offered by employers as a gesture of respect and care during a difficult time. Bereavement leave is often between one and three days, with some employers providing full pay and others offering it as unpaid or additional leave.
Policies for bereavement leave differ between organisations. Some companies distinguish between immediate family members and extended relatives, providing longer paid leave for the former. As part of a broader Family-Friendly Employment Practice (FFEP), granting bereavement leave reflects a company’s sensitivity to employee needs and can enhance workplace cohesion.
Other common leave types in Hong Kong
In addition to marriage, compassionate, and bereavement leave, many employers provide a range of other leave in Hong Kong to accommodate employees’ personal and professional needs. Common examples include:
- Study leave: Offered to employees pursuing further education or professional certifications. Employers may provide paid time off for exams or study days, often capped at 10 days per year.
- Birthday leave: A paid day off granted on or around an employee’s birthday.
- Vaccination leave: Paid time off for employees to receive vaccinations, such as flu or COVID-19 doses.
- Unpaid leave: Available upon request for personal reasons, subject to managerial approval.
- Work injury leave: Granted to employees who suffer from work-related injuries, typically paid in accordance with the Employees’ Compensation Ordinance.
- Home leave for foreign domestic helpers: A unique requirement for domestic helpers, who are entitled to at least seven consecutive days of home leave during each two-year contract, allowing them to return to their place of origin.
Employers offering diverse leave options demonstrate flexibility and a genuine interest in supporting employees’ personal lives. Implementing policies like marriage leave, compassionate leave, and bereavement leave in Hong Kong not only boosts employee morale but also enhances the company’s reputation as a progressive and caring workplace.
Public holidays in Hong Kong
Public holidays play an important role in employee welfare and workforce planning. Employers must ensure compliance with the Employment Ordinance, which clearly outlines employees’ rights and entitlements in relation to statutory holidays. Public holidays in Hong Kong reflect a blend of traditional Chinese festivals and international observances, highlighting the city’s cultural diversity and heritage.
Public holidays in Hong Kong
Employers often ask questions such as: How many public holidays are there in Hong Kong each year? or Is Christmas a public holiday in Hong Kong? The answer depends on whether one is referring to statutory holidays or general holidays. Statutory holidays are legally mandated under the Employment Ordinance, while general holidays include additional days observed by government offices and banks.
Under the Employment Ordinance, all employees, regardless of length of service, are entitled to statutory holidays. Employees who have been employed under a continuous contract for at least three months are entitled to statutory holiday pay. Where an employee is required to work on a statutory holiday, the employer must grant an alternative holiday within 60 days before or after the original holiday, with at least 48 hours’ advance notice.
Number of public holidays in Hong Kong
As of 2026, there are 15 statutory holidays in Hong Kong. This increase reflects the phased implementation of the Employment (Amendment) Ordinance 2021, under which the number of statutory holidays will rise to 17 by 2030. Easter Monday becomes a statutory holiday in 2026, followed by Good Friday in 2028, and the day following Good Friday in 2030. The objective of these changes is to gradually align statutory holidays with the general holiday calendar.
Employers should also be mindful that if a statutory holiday falls on a rest day, the employer must provide a substitute holiday that is not another statutory holiday or rest day. Failure to do so may result in non-compliance with labour regulations.
List of statutory holidays in Hong Kong for 2026
The official statutory holidays in Hong Kong for 2026 are as follows:
1 January, Thursday
The first day of January
17 February, Tuesday
Lunar New Year’s Day
18 February, Wednesday
The second day of the Lunar New Year
19 February, Thursday
The third day of the Lunar New Year
5 April, Sunday – observed on 6 April, Monday
Ching Ming Festival
6 April, Monday
Easter Monday (Where two statutory holidays fall on the same day, an additional substitute holiday will be arranged in accordance with the Employment Ordinance)
1 May, Friday
Labour Day
24 May, Sunday – observed on 25 May, Monday
The Birthday of the Buddha
19 June, Friday
Tuen Ng Festival
1 July, Wednesday
Hong Kong Special Administrative Region Establishment Day
1 October, Thursday
National Day
5 October, Monday
The day following the Chinese Mid-Autumn Festival
26 October, Monday
Chung Yeung Festival
25 December, Friday
Chinese Winter Solstice Festival or Christmas Day
26 December, Saturday – observed on 28 December, Monday
The first weekday after Christmas Day
These holidays answer common questions such as Is Christmas a public holiday in Hong Kong? Yes—it is, along with Boxing Day, the day after Christmas. Similarly, Is Good Friday a public holiday in Hong Kong? and Is Easter Monday a public holiday in Hong Kong? —these will become statutory holidays by 2028 and 2026, respectively. Additionally, Is Dragon Boat Festival a public holiday in Hong Kong? and Is Mid-Autumn Festival a public holiday in Hong Kong? —both are recognised statutory holidays.
Employers must record public holiday pay accurately and disburse payments by the next payroll date after the holiday. Maintaining transparency and compliance with public holidays in Hong Kong strengthens employer-employee relations and ensures adherence to labour laws.
Protect your employees and your business
As an employer in Hong Kong, you need to understand your employees’ rights and entitlements. But keeping up with them can be a lot of work.
When you hire workers with CXC, we will ensure your engagements are in line with all local, national, and international employment regulations. That way, your workers will get their benefits they are entitled to, and your business will be protected from risk.
FAQ's
What are the statutory paid annual leave entitlements in Hong Kong?
Employees working under a continuous contract in Hong Kong receive 7 days of paid annual leave after their first 12 months of service, increasing gradually to a maximum of 14 days.
The entitlement is 7 days in years one and two, then increases by one day each year from the third year until it reaches 14 days from the ninth year onwards.
Annual leave pay is based on the employee’s average daily wages over the preceding 12 months, with specified periods of unpaid or partially paid absence excluded from the calculation.
The employer sets the timing after consulting the employee and normally gives at least 14 days’ written notice, unless both sides agree to a shorter period.
How does paid sick leave work under Hong Kong labour law?
Employees under a continuous contract build up paid sickness days and can receive sickness allowance at 80% of their average daily wages when the statutory conditions are met.
During the first 12 months of employment, employees accrue 2 paid sickness days for each completed month. After that, they accrue 4 days per completed month, up to a maximum balance of 120 days.
Sickness allowance is generally payable when the employee has enough accumulated paid sickness days and meets the medical-certification requirements. The allowance is calculated at four-fifths of average daily wages over the relevant 12-month reference period.
A company’s sick leave policy in Hong Kong can be more generous, but it cannot reduce an employee’s statutory entitlement.
What statutory maternity and paternity leave exist in Hong Kong?
Eligible employees in Hong Kong receive 14 weeks of maternity leave and fathers can receive 5 days of statutory paternity leave for each birth.
An employee who has worked under a continuous contract for at least 40 weeks before maternity leave begins can receive maternity leave pay at 80% of average daily wages. The 11th to 14th weeks are subject to the statutory reimbursement and payment rules.
Eligible fathers can take 5 days of paternity leave, either together or separately, from four weeks before the expected birth until 14 weeks after the actual birth. Paternity leave pay is also calculated at 80% of average daily wages for employees who meet the 40-week service and documentation requirements.
What are the eligibility criteria for paid vs. unpaid maternity leave in Hong Kong?
An employee qualifies for paid maternity leave if she has worked under a continuous contract for at least 40 weeks immediately before maternity leave begins and gives the required pregnancy notice. With less than 40 weeks of service, she can still receive 14 weeks of maternity leave, but it is unpaid.
For paid leave, the employee must notify the employer of the pregnancy and intention to take maternity leave. The employer can also request a medical certificate showing the expected date of confinement.
Maternity leave pay is four-fifths of average daily wages. An employee can normally start maternity leave between two and four weeks before the expected birth with the employer’s agreement. If no date is agreed, it starts four weeks before the expected date.
What special and contractual leave types exist in Hong Kong?
Hong Kong employers can offer additional leave such as marriage leave, compassionate leave, birthday leave, study leave or enhanced parental leave, but these are generally company benefits rather than statutory leave under the Employment Ordinance.
The Employment Ordinance provides specific statutory rights including annual leave, sickness allowance, maternity leave, paternity leave, statutory holidays and rest days for qualifying employees.
Anything offered beyond those statutory rights should be set out clearly in the employment contract or company leave policy in Hong Kong. Employers can decide the eligibility, number of days and whether the additional leave is paid, provided the arrangement does not reduce statutory rights.
This distinction is useful when comparing benefit packages because additional paid leave can be part of an employer’s overall employee proposition rather than a legal minimum.
How do Statutory Holidays differ from General (Public) Holidays in Hong Kong?
Statutory holidays are employment rights under the Employment Ordinance, while General Holidays are dates recognised under the General Holidays Ordinance and do not automatically give every private-sector employee an additional day off.
From 2026, Hong Kong has 15 statutory holidays, with Easter Monday added from that year. All employees covered by the Employment Ordinance receive statutory holidays regardless of hours worked or length of service. Employees with at least three months under a continuous contract qualify for statutory holiday pay.
General Holidays include additional dates and every Sunday and are particularly relevant to banks, schools, public offices and government departments.
Employers should therefore state clearly which additional General Holidays they provide beyond the statutory holiday entitlement.
How do foreign employers track and manage leave compliance in Hong Kong?
Foreign employers should manage Hong Kong leave by checking continuous-contract status first, then applying the correct entitlement, service threshold and 12-month average-wage calculation for each type of absence.
This is especially important after the 2026 change to the continuous-contract test, because the old 418 Rule has been replaced by the new working-hours test. An employee’s status can affect eligibility for benefits such as paid annual leave, sickness allowance and family-related leave.
Employers also need to distinguish between leave entitlement and leave pay. For example, every employee receives statutory holidays, but statutory holiday pay generally requires three months of continuous employment. Maternity and paternity leave have their own 40-week threshold for paid entitlement.
A Hong Kong leave policy should record these thresholds rather than applying one rule to every absence.
Is unused annual leave paid out upon termination in Hong Kong?
Yes. Employers generally need to pay employees for statutory annual leave they have earned but not taken when employment ends.
For completed leave years, any outstanding statutory annual leave is paid in lieu. An employee with at least three but less than 12 months of service in the current leave year can also qualify for pro-rata annual leave pay when they resign or are dismissed, unless they are summarily dismissed for serious misconduct.
The payment is calculated using the employee’s average daily wages over the relevant 12-month period.
Payment for untaken annual leave forms part of the amount’s employers need to consider when closing the employee’s final payroll.
Can employees elect to receive cash in lieu of taking annual leave during employment in Hong Kong?
Only partly. Employees cannot cash out their entire statutory annual leave entitlement while still employed, but they may choose payment in lieu of the portion that exceeds 10 days.
For example, an employee entitled to 12 days of statutory annual leave can choose to take 10 days and receive payment for the remaining 2 days.
An employer cannot put a clause in the employment contract requiring an employee to give up their statutory annual leave in exchange for money. Hong Kong law protects the minimum leave entitlement, so employees actually take time away from work.
Different rules apply when employment ends, when unused statutory annual leave may need to be paid out.
Why do global companies trust CXC to manage leave compliance in Hong Kong?
Global companies use CXC to manage Hong Kong leave because our local team can apply the service thresholds, leave entitlements and pay calculations that differ across annual leave, sickness, maternity, paternity and statutory holidays.
This is particularly useful in Hong Kong, where the employee’s continuous-contract status and length of service can change both the amount of leave and whether it is paid. Many statutory leave payments also use a 12-month average-wage calculation, which can include variable pay and requires certain periods to be excluded.
Through our Employer of Record service, CXC manages these local leave requirements as part of the employee’s wider employment and payroll administration. CXC combines that local support with 34 years of workforce experience and coverage across 100+ countries.
Speak to our team to learn more about managing leave in Hong Kong with CXC.
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