Hire employees in Hong Kong without your own local company.
Hong Kong EOR: Employment Ordinance–compliant contracts, MPF, payroll, statutory holidays (15 in 2026), and IR56 reporting support. Local hires often onboard in days; visa routes take longer.
Hong Kong SAR is a global financial centre with common-law roots, free flow of capital, and deep bilingual talent. Hiring triggers the Employment Ordinance, mandatory MPF (for most employees), statutory holidays, and Inland Revenue reporting not a UK-style PAYE system. Hong Kong EOR lets you access that talent without first setting up a limited company.
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)
Hong Kong EOR means a local employer signs the employment contract, runs payroll, deducts MPF, and meets Employment Ordinance obligations. You direct the work and performance. It is suited to companies that want Hong Kong employees while deferring or avoiding their own incorporation.
Asset managers and fintechs testing Hong Kong coverage, mainland and global firms hiring a SAR desk, and enterprises placing compliance or trading staff in Central, Admiralty, or Tsim Sha Tsui without immediate entity setup.
Hong Kong combines English-language business practice with proximity to mainland China and the Greater Bay Area. World-class banks, listing venues, and professional services firms make it a natural hub for finance, law, logistics, and technology.
Salaries tax is capped at progressive rates with generous allowances; there is no VAT. Compliance focus is on the Employment Ordinance, MPF, and accurate IR56 reporting. Labour Tribunal claims for unpaid wages or wrongful termination are a real risk if payroll and holidays are mishandled.
Expatriates usually need an employment visa matched to a genuine job offer and sponsoring employer. Hong Kong permanent residents and certain other categories already have the right to work we verify status before start dates.
Core packages centre on MPF, statutory leave, and holiday pay. We administer these through our Hong Kong EOR payroll.
Employer and employee contributions into approved MPF schemes (or exempt category where applicable), with enrolment and remittance handled each pay cycle.
Paid annual leave, sick leave entitlements, maternity, paternity, rest days, and statutory holiday pay tracked in line with the Ordinance.
15 statutory holidays in 2026 (per Labour Department schedule), with holiday pay rules for qualifying continuous contracts.
Payroll structured for IR56B / IR56E / IR56F reporting and employee salaries tax obligations HK does not mirror UK PAYE withholding.
Employment Ordinance, MPF, and statutory holiday reforms including Easter Monday from 2026.
If a statutory holiday falls on a rest day, substitute arrangements apply. Always confirm the Labour Department calendar and your employees’ rest-day pattern.
Balance speed and simplicity against employer MPF cost and visa lead times.
Ordinance-savvy HR, disciplined MPF, and clear communication with finance.
Where the employee already has the right to work, we target a short path to first pay run.
Contribution caps, enrolment windows, and leaver handling done to trustee requirements.
Contracts, probation, performance, and exits documented to Hong Kong standards.
We are the Hong Kong employer for your nominated staff.
Compare MPF integration, Ordinance depth, and reporting support.
| Feature | Jackson & Frank | Typical global platforms |
|---|---|---|
| HK payroll & MPF | Integrated | Often split vendors |
| Employment Ordinance depth | Practitioner-led | Generic templates |
| Visa realism | Honest timelines | Overstated speed |
| IR56 & year-end | Coordinated | Employee-only reminders |
| Transparent fees | Clear pass-through | Add-ons |
Payroll, MPF, and HR for your SAR workforce.
Monthly pay runs, MPF contributions to approved trustees, and payment records.
Hong Kong employment agreements, changes, warnings, and leaver letters.
Minimum wage checks, rest days, statutory holiday pay, and leave balances.
IR56B/E/F preparation and submission support in line with Inland Revenue timelines.
Optional medical, housing allowances, and bonuses structured in payroll.
Right to work first; Immigration Department routes for overseas hires.
Hong Kong permanent residents and certain other categories may work without a separate employment visa. We verify identity and immigration status before employment starts.
Overseas professionals often enter under the General Employment Policy or other suitable schemes. Applications require a genuine job match, employer sponsor, and relevant qualifications processing times vary by case load.
Working physically in Hong Kong for an overseas employer without proper visa coverage is risky. We help you structure compliant employment through EOR when substance is in Hong Kong.
From agreement to first compliant pay run.
Master agreement signed; employment contract drafted; collect ID, bank, tax status, and prior service details.
Enrol employee with MPF trustee, register payroll, and configure statutory holiday and leave policies.
Start date confirmed; first pay run; IR56 reporting cycle established for year-end.
MPF, wages, and Inland Revenue reporting support.
Manage Hong Kong alongside your other markets.
Hong Kong headcount, payroll status, and employer cost in one view.
Onboarding, contract changes, and departures with audit trail.
Exports for finance and group consolidation.
Labour Department inspections and tribunal claims need a clear paper trail.
Payment cycles, overtime, and final pay aligned with the Employment Ordinance.
Enrolment deadlines, contribution accuracy, and leaver notices to trustees.
Leave balances, holiday pay calculations, and contracts retained for audit defence.
Compare EOR with incorporating a Hong Kong limited company.
| Aspect | Hong Kong EOR | Limited company |
|---|---|---|
| Time to first hire | Often 3–10 business days (local) | Weeks (incorporation + bank) |
| Setup cost | Monthly fee + pass-through | Company secretary, audit, office |
| Compliance load | EOR as employer | Your HR, payroll, MPF |
| Flexibility | Scale headcount quickly | Fixed running costs |
Hong Kong hiring at any scale.
Leave, termination, statutory holidays (2026 Labour Department calendar), onboarding, and visas. If a holiday falls on a rest day, a substitute day may apply see LD guidance.
Under a continuous contract, annual leave entitlement increases with service from 7 days after one year up to 14 days after nine years (minimum statutory scale). Employers may grant more. Our Hong Kong EOR tracks balances and approvals.
Paid sickness allowance accrues after a qualifying period and is subject to medical certification. Rates differ between the first days and subsequent days apply the Ordinance and contract.
Statutory maternity leave is 14 weeks for eligible employees with prescribed pay rates for the paid portion. Paternity leave is available for eligible fathers confirm notice and documentation rules.
Planning benchmarks confirm MPF caps and minimum wage with current notices.
15 days
Statutory holidays
3–10 days
Typical local onboarding
Mandatory (most staff)
MPF
Employee-led filing
Salaries tax
Minimum wage, MPF thresholds, and tax bands can change with government announcements. Hong Kong EOR keeps payroll aligned with current rules.
Quick answers on MPF, tax reporting, timelines, and Employment Ordinance compliance for Employer of Record in Hong Kong.
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.