The Labour Department provides free recruitment assistance to employers and employment services to job seekers through a network of 13 Job Centres, three industry-based recruitment centres for the catering, retail and construction industries, the Job Vacancy Processing Centre, the Telephone Employment Service Centre, the Interactive Employment Service (iES) website, Higher Education Employment Information e-Platform (HEEIP) and vacancy search terminals located in various sites throughout the territory.
Through an extensive programme of labour legislation, the Hong Kong Special Administrative Region Government (HKSARG) keeps up the momentum in enhancing employees’ rights, benefits and occupational safety and health in Hong Kong. Relevant International Labour Conventions (ILCs) are applied as the local circumstances allow. As at 2017, 41 ILCs are applied to the Hong Kong Special Administrative Region (HKSAR) covering a wide range of labour issues such as conditions of work, employment policy, employees' compensation, labour relations and occupational safety and health etc.
The Employment Ordinance of Hong Kong provides the framework for a comprehensive code of employment. It governs the payment of wages, the termination of employment contracts and the operation of employment agencies, etc. The law provides maternity protection, paternity leave, statutory holidays, paid annual leave, sickness allowance, rest days and employment protection for qualified employees.
For more details about Labour Legislation in Hong Kong, please visit:
The Law in Hong Kong also provides protection to employees participating in trade union activities. At the end of 2016, there were 890 registered trade unions in Hong Kong.
Hong Kong has a sound record of industrial relations. Labour disputes between employers and employees always can be resolved through mutual agreement. The Labour Department of Hong Kong assists employers and employees in resolving their labour disputes through the provision of conciliation service, which is free of charge.
For more details about Trade Unions and Industrial Relations in Hong Kong, please visit:
Under Hong Kong’s Occupational Safety and Health Ordinance and the Factories and Industrial Undertakings Ordinance, 32 sets of regulations have been made to cover various aspects of hazardous activities in commercial premises, factories and other workplaces.
The Occupational Safety Charter of Hong Kong sets out the rights of employees to enjoy a safe working environment and the employers’ obligations to reduce the risk of accidents. Over 1200 employer and employee bodies and other organisations have subscribed voluntarily to the Charter.
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The Employees' Compensation Ordinance of Hong Kong establishes a no-fault, non-contributory employee compensation system for work injuries. It protects employees who die or sustain injury from accident arising out of and in the course of employment, or suffer from prescribed occupational diseases. All employers are required to take out employees' compensation insurance to cover their liabilities both under the Ordinance and at common law.
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EOC is responsible for promoting equality and elimination discrimination in Hong Kong on the grounds of sex, marital status, pregnancy, disability, family status and race. It implements the anti-discrimination legislation including the Sex Discrimination Ordinance, the Disability Discrimination Ordinance, the Family Status Discrimination Ordinance, and the Race Discrimination Ordinance.
For more details about Discriminations Legislation and relevant Guidelines in Hong Kong, please visit:
MPF is an employment-based retirement protection system in Hong Kong. It works on the general principles of long-term savings and investment. Except for exempt persons, employees and self-employed persons who are 18 above and below 65 years of age are required to join an MPF scheme.
Employers in all industries should enroll their regular employees in an MPF scheme within the first 60 days of employment. Both employer and employee are required to make regular mandatory contributions calculated at 5% of the employee’s relevant income to an MPF scheme, subject to the minimum and maximum relevant income levels. Employees can withdraw their accrued benefits when they leave Hong Kong permanently or at their age of 65.
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The 24-hour Enquiry Hotline 2717 1771 (handled by "1823") provides information on various topics of labour legislation and employment support services of Hong Kong.
For other useful information on Employment Related Services in Hong Kong, please visit: