What this guide covers
- Confirm your immigration conditions permit the work; an HKID is not permission for every activity.
- New continuous-contract hours requirements apply from 18 January 2026, so the old 418 test alone is outdated.
- Separate legal entitlements from extra company benefits; a contract cannot reduce applicable statutory protection.
Verify the employer and permission before acceptance
Before accepting an offer, check the employer's legal name, the entity signing the contract, your workplace and actual duties. Ask about any difference between the recruiter and the company paying you. Arrival through QMAS or another scheme does not remove the need to check valid conditions of stay and Immigration Department requirements; an HKID is not unrestricted work permission. Requests for an unpaid trial, a training deposit or use of your bank account deserve scrutiny. Recruitment should not require you to surrender online-banking control.
- Verify offers and contacts through the company's official channel and keep recruitment records.
- Self-employment, contracting and employment have different responsibilities; a contract title alone does not decide the relationship.
Write down each employment condition
| Area | Confirm |
|---|---|
| Pay | Basic wages, commission, bonuses, allowances and calculation conditions |
| Time | Location, hours, shifts, rest and overtime arrangements |
| Leave | Statutory holidays, annual and sick leave and extra benefits |
| Probation and termination | Probation, notice, payment in lieu and handover |
| Other | MPF, insurance, confidentiality, intellectual property and restraints |
Employment can arise from an oral agreement, although written records make its terms easier to establish later. If the employer uses a written contract, obtain your own copy. Where bonus or commission terms are unclear, ask for examples of how they work and what happens to amounts already earned if you leave. Understanding this before signing is easier than trying to resolve an unexplained calculation at final settlement.
Apply the revised continuous-contract test
The continuous-contract rules changed on 18 January 2026. They concern employment by the same employer for at least four weeks, together with the applicable hours test. This includes working at least 17 hours each week. Where a week falls below 17 hours, that week and the previous three weeks may be considered against a total of 68 hours, with employment by that employer throughout. The 468 cumulative test cannot simply be used during the first three weeks of a new job. Use the official tool where employment spans the old and new rules.
Keep wages, hours and leave evidence
Keep rosters and actual hours alongside the contract, payslips, bank credits and leave requests and approvals. If commission forms part of your pay, retain the calculation records too. The Labour Department says wages should be paid as soon as practicable and generally within seven days after the wage period ends. Persistent arrears need more than repeated verbal reminders. Deductions, overtime, rest days and holiday pay have separate rules, so seek guidance for your circumstances rather than relying on one general online summary.
- Check actual wage and MPF receipt each month.
- Submit required sick-leave or other evidence under the applicable rules.
- Keep notices changing employment conditions, not just the first offer.
Understand severe-weather and accident arrangements
Agree arrangements for reporting to work, leaving, returning and working remotely before typhoons, rainstorms or extreme conditions occur. This matters particularly for shifts, essential duties and travel across districts. A weather signal is not a universal leave entitlement for every industry; read the Labour Department Code together with the agreed arrangements. If a workplace accident happens, seek medical care and notify the employer promptly. Record the time, place and events, retain evidence and follow the applicable employees' compensation procedures.
- Childcare following school closure and workplace arrangements can differ; discuss them in advance.
- Do not sign an inaccurate accident account or settlement you do not understand.
Deal with resignation, arrears and disputes methodically
Before resigning, check the notice period, how notice must be delivered and your final working day. Confirm unused leave, wages, commission and any other applicable payments in writing. Severance pay, long-service payment and other rights depend on length of service, the reason employment ends and current law. For arrears, discrimination or potentially unlawful treatment, gather the facts and records and contact the Labour Department or relevant organisation. Worries about immigration status or a reference need not stop you finding out what your rights are.
Frequently asked questions
Do part-time or probationary employees have no rights?
No. Rights depend on the relationship and applicable conditions. Part-time or probation labels do not remove all employer obligations.
Does the 418 test still govern all of 2026?
New requirements apply from 18 January 2026, including 17 hours and the 468 cumulative test. Earlier and spanning periods need separate checking.
Should I keep waiting if wages are late?
Keep pay and recovery records and seek advice promptly. Wages are generally due within seven days after the wage period ends; ask the Labour Department about a dispute.
Official sources and further reading
This guide draws on the sources below, last checked on 2026-11-13. Before acting, recheck the relevant authority’s current eligibility, fees and annual arrangements.
Labour DepartmentEmployment Ordinance: frequently asked questionsChecked 2026-11-13 · Open official sourceLabour DepartmentContinuous contract: educational tool for the new requirementsChecked 2026-11-13 · Open official sourceLabour DepartmentWage payment and deductions: frequently asked questionsChecked 2026-11-13 · Open official sourceLabour DepartmentWork arrangements during adverse weather and extreme conditionsChecked 2026-11-13 · Open official sourceCheck whether each item is an official requirement, case-specific evidence or an editorial suggestion. Other people’s experiences may help, but decisions on your case remain with Immigration or the relevant authority.
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