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Hong Kong Employer of Record

Hire in Hong Kong

Hire employees in Hong Kong without opening an entity.

Employer of Record Hong Kong: compliant payroll, employment laws 2026, visa support. Onboard in 2–3 days. No local entity required.

Hire in Hong Kong
Employment Ordinance alignedMPF enrolment & remittance160+ countries

Hong Kong at a glance

The Hong Kong is one of Europe's most competitive economies and a gateway to EU talent. With strong employment laws, high English proficiency, and a business-friendly environment, it is a top choice for Employer of Record and Hong Kong payroll outsourcing.

Capital

Hong Kong

Currency

Hong Kong dollar (HKD)

Languages

Cantonese, English

Population

7.5M+

Ease of doing business

Global hub

Payroll frequency

Monthly

VAT / sales tax

No VAT

Timezone

GMT+8 (HKT)

What is Employer of Record (EOR) in the Hong Kong?

Employer of Record Hong Kong lets you hire Hong Kong (Local) employees without setting up a local entity. We become the legal employer; you keep day-to-day control. Ideal for companies that want to hire employees in the Hong Kong without entity setup.

Who needs Hong Kong EOR?

US, UK, EU, and global companies hiring in the Hong Kong; startups and scaleups building a Hong Kong (Local) team; enterprises expanding without new entities; HR leaders and recruiters who need fast, compliant hiring.

Benefits

  • Enter the Hong Kong market before incorporating a local entity
  • MPF, payroll, and Employment Ordinance compliance managed centrally
  • IR56 reporting and payslips handled through the EOR
  • Visa pathway coordination for eligible overseas hires
Learn more about global EOR
Why the Hong Kong?

Why the Hong Kong is an attractive option for hiring

The Hong Kong offers an exceptional business environment with a highly educated, multilingual workforce and a strong culture of innovation. As one of Europe's most open economies, it provides excellent access to EU markets and is a leading hub for tech, logistics, and finance. Hong Kong (Local) employment laws 2026 and a clear regulatory framework make Hong Kong EOR and Hong Kong payroll outsourcing straightforward for international companies.

English is widely spoken, and the country ranks among the top globally for quality of life and work-life balance. With Europe's largest port in Rotterdam and a strategic location, the Hong Kong is ideal for companies hiring in the Hong Kong without entity: you get local contracts, full compliance with Hong Kong (Local) employment laws, and access to top talent through Employer of Record Hong Kong services.

Hong Kong (Local) workers are known for high productivity, technical skills, and a collaborative mindset. The government supports innovation and the Highly Skilled Migrant program makes it easier to bring in non-EU talent. Whether you need Hong Kong payroll outsourcing, full EOR, or visa support, the Hong Kong is a prime destination for scaling your European team.

Employee benefits in the Hong Kong

We manage mandatory and optional benefits for your Hong Kong (Local) employees through our Hong Kong EOR and payroll platform. Full compliance with Hong Kong (Local) employment laws 2026, including holiday allowance, pension, and social security.

Mandatory Provident Fund (MPF)

Employer and employee contributions into approved MPF schemes (or exempt category where applicable), with enrolment and remittance handled each pay cycle.

Employment Ordinance rights

Paid annual leave, sick leave entitlements, maternity, paternity, rest days, and statutory holiday pay tracked in line with the Ordinance.

Statutory holidays

15 statutory holidays in 2026 (per Labour Department schedule), with holiday pay rules for qualifying continuous contracts.

Salaries tax & reporting

Payroll structured for IR56B / IR56E / IR56F reporting and employee salaries tax obligations HK does not mirror UK PAYE withholding.

Hong Kong Employment Laws 2026: What Companies Must Know

Stay compliant with Hong Kong (Local) employment law. Key rules on contracts, probation, notice, minimum wage, and employee protections.

Contracts & probation

  • Written employment terms should set out wages, hours, rest days, and notice continuous contract rules affect leave and holiday pay
  • Probation is common; termination during probation still requires lawful notice or payment in lieu unless contract provides otherwise
  • Minimum wage applies verify current hourly rate each year

Termination & payments

  • Notice or payment in lieu per contract and Ordinance; unreasonable dismissal claims possible for employees with 24+ months service (exceptions apply)
  • Redundancy may trigger severance payment; long service payment may apply after five years in qualifying exits
  • Final wages due within seven days of termination subject to rules

Leave & holidays

  • Annual leave accrues from 7 to 14 days minimum depending on length of service under a continuous contract
  • Paid sick leave accumulates after a qualifying period; medical certificates required
  • From 2026, Easter Monday is a statutory holiday alongside the Labour Department’s published calendar substitute days apply when holidays fall on rest days

Non-compliance can lead to fines, back payments, and reputational risk. With Hong Kong EOR, Jackson & Frank ensures your hires meet Hong Kong (Local) employment laws 2026.

Pros and cons of Hong Kong EOR

Weigh the benefits and considerations of using an Employer of Record in the Hong Kong versus setting up your own entity.

Pros of Hong Kong EOR

  • No Hong Kong limited company required on your side for early hires we employ through our compliant structure.
  • Employment contracts, MPF enrolment, and monthly payroll aligned with Hong Kong practice.
  • Jackson & Frank handles leavers, severance / long-service calculations where applicable, and statutory filings.
  • Support for expatriate employment visas where the role and candidate qualify under Immigration Department rules.
  • English- and Chinese-friendly documentation for finance and HR teams.
  • One partner for Hong Kong alongside hiring in 160+ other countries.

Considerations

  • Expatriate visa processing adds weeks compared with a local hire who already has the right to work.
  • MPF employer contributions are an on-cost on top of gross salary.
  • Statutory holiday, rest-day, and overtime rules are technical mistakes create Labour Department and tribunal risk.

Why Choose Jackson & Frank for Hong Kong EOR?

Speed, compliance, and local expertise so you can focus on growing your team.

2–3 day onboarding

From signed agreement to live on payroll in 2–3 business days.

Full compliance

Hong Kong (Local) entity, CAO awareness, and employment law compliance built in.

Local expertise

Dedicated knowledge of Hong Kong (Local) payroll, benefits, and HR practices.

Risk managed

We carry employment and tax risk as the legal employer in the Hong Kong.

Get a custom quote

Jackson & Frank vs Other Hong Kong EOR Providers

Compare speed, compliance, support, and pricing. We focus on European markets with a strong Hong Kong footprint.

FeatureJackson & FrankDeel / Remote / Papaya
HK payroll & MPFIntegratedOften split vendors
Employment Ordinance depthPractitioner-ledGeneric templates
Visa realismHonest timelinesOverstated speed
IR56 & year-endCoordinatedEmployee-only reminders
Transparent feesClear pass-throughAdd-ons

Our Complete Hong Kong Employment Services

End-to-end employment and payroll so you can hire and manage Hong Kong (Local) talent without a local entity.

Payroll & MPF

Monthly pay runs, MPF contributions to approved trustees, and payment records.

HR & contracts

Hong Kong employment agreements, changes, warnings, and leaver letters.

Statutory compliance

Minimum wage checks, rest days, statutory holiday pay, and leave balances.

Tax reporting

IR56B/E/F preparation and submission support in line with Inland Revenue timelines.

Benefits admin

Optional medical, housing allowances, and bonuses structured in payroll.

Hong Kong EOR + Immigration Services

Visa sponsorship and relocation support so you can hire non-EU talent in the Hong Kong.

Visa sponsorship

We support combined residence and work permits (GVVA) and coordinate with the IND so your employees can work legally in the Hong Kong.

Highly Skilled Migrant (HSM) program

Fast-track permits and reduced salary thresholds for qualified professionals. We handle sponsorship and paperwork as your Hong Kong EOR.

Relocation support

From registration to BSN and first payroll: we guide your new hires through the Hong Kong (Local) system so they can start quickly.

Ask about visa & relocation

How Our Hong Kong EOR Process Works (2–3 Days)

From agreement to first payroll in three simple steps.

Step 1

Commercial & offer

Master agreement signed; employment contract drafted; collect ID, bank, tax status, and prior service details.

Step 2

MPF & payroll setup

Enrol employee with MPF trustee, register payroll, and configure statutory holiday and leave policies.

Step 3

Go live

Start date confirmed; first pay run; IR56 reporting cycle established for year-end.

Hong Kong Payroll: What We Handle

Full payroll and tax compliance so you don't have to manage Hong Kong (Local) regulations.

  • Gross-to-net salary and MPF employee deductions
  • Employer MPF contributions and remittance deadlines
  • Statutory holiday pay, annual leave, and sick leave accruals
  • Severance and long service payment calculations where applicable
  • Payslips and leaver documentation including IR56F where required
Global payroll services

Platform Features

Manage your Hong Kong team from one place.

Dashboard

Hong Kong headcount, payroll status, and employer cost in one view.

Employee management

Onboarding, contract changes, and departures with audit trail.

Reporting

Exports for finance and group consolidation.

Compliance & Risk Management

We keep your Hong Kong hiring legally sound and audit-ready.

Legal compliance

Hong Kong (Local) employment law, CAO, UWV, and tax office requirements.

Risk mitigation

Correct classification, contracts, and filings to avoid fines and back payments.

Audit support

Documentation and reporting for internal and external audits.

Hong Kong EOR Success Stories

Real results from companies using our Employer of Record in the Hong Kong.

1EOR Case Study

US Tech Company: European HQ in Hong Kong

Global SaaS Provider

Hired 15 engineers in Hong Kong within 3 weeks using Jackson & Frank EOR, saving 6 months of entity setup time.

15

Employees hired

3 weeks

Time to complete

100%

Compliance

Read full case study
View all success stories

EOR vs Entity Setup in the Hong Kong

Decide whether Hong Kong EOR or a Hong Kong (Local) BV is right for you.

AspectHong Kong EORHong Kong (Local) entity (BV)
Time to first hireOften 3–10 business days (local)Weeks (incorporation + bank)
Setup costMonthly fee + pass-throughCompany secretary, audit, office
Compliance loadEOR as employerYour HR, payroll, MPF
FlexibilityScale headcount quicklyFixed running costs

EOR for Startups vs Enterprises

Whether you're a startup or enterprise, Hong Kong EOR fits your use case.

Startups & scaleups

  • First Hong Kong hire from the US, EU, or mainland China
  • APAC sales, trading, or fintech teams in Central or Quarry Bay
  • Regional treasury and professional services roles

Enterprises

  • Project teams between Hong Kong and Greater Bay Area entities
  • Short-term coverage while a local subsidiary is being formed
  • Consistent EOR across Singapore, Hong Kong, and Tokyo hubs

Contractor Management in the Hong Kong

Avoid misclassification and stay compliant when engaging Hong Kong (Local) contractors.

Hong Kong (Local) rules on self-employed vs employed are strict. Misclassifying workers can lead to back taxes, penalties, and reclassification. We help you:

  • Assess contractor vs employee status and avoid false self-employment (schijnzelfstandigheid) risk.
  • Use compliant contracts and structures for genuine contractors.
  • Convert contractors to employees via Hong Kong EOR when a permanent role makes more sense.
Hong Kong contractor solutions

Our comprehensive guide to hiring in the Hong Kong

Explore leave, termination, public holidays, onboarding, and immigration. Everything you need for Hong Kong (Local) employment laws 2026 and Hong Kong payroll outsourcing.

Annual leave

In the Hong Kong, employees are entitled to a minimum of 20 days (4 weeks) of paid annual leave per year based on full-time employment. Many employers offer 25 days or more. Unused vacation days can usually be carried forward but must be used within six months after the end of the calendar year. Our Hong Kong EOR ensures your team receives full statutory and contractual leave under Hong Kong (Local) employment laws 2026.

Maternity leave

Expecting mothers are entitled to 16 weeks of maternity leave (6 weeks before and 10 weeks after the due date). Salary is paid at 100% by the Hong Kong (Local) Employee Insurance Agency (UWV). Additional unpaid parental leave is available. We handle all administration and compliance for your Hong Kong (Local) employees.

Paternity and partner leave

Partners receive one week of paid birth leave at 100% salary within four weeks of birth, plus five weeks of additional birth leave (paid at 70% by UWV) within six months. Parental leave of 26 times weekly hours per child (until the child turns 8) is also available first 9 weeks paid at 70%, remainder unpaid.

Sick leave

Employers must continue to pay sick employees for up to 2 years (minimum 70% of salary, often 100% in year one and 70% in year two as per contract). Hong Kong payroll outsourcing through Jackson & Frank includes correct sick pay and UWV reporting.

Learn more about Hong Kong contractor solutions

Hong Kong Employment Statistics 2026

Hiring trends, salary benchmarks, and market insights for planning your Hong Kong (Local) team.

15 days

Statutory holidays

3–10 days

Typical local onboarding

Mandatory (most staff)

MPF

Employee-led filing

Salaries tax

Hong Kong (Local) labor market remains competitive for tech, finance, and logistics. Hong Kong EOR helps you access talent quickly while staying compliant with Hong Kong (Local) employment laws 2026 and payroll obligations.

Hong Kong EOR FAQs

Hong Kong EOR pricing typically includes a monthly management fee per employee plus gross salary, employer MPF contributions (and any optional benefits you fund). Salaries tax is generally the employee’s liability with IR56 reporting obligations on the employer.we support compliant payroll and filings. Book a demo for a tailored quote.