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Skuad's Hong Kong EOR (Employer of Record) solution helps your business expand into Hong Kong without the need for an entity setup. Our unified and automated global HR platform enables you to expedite the onboarding of your remote team and manage their payroll, benefits, etc. compliantly. We help you streamline the global expansion process with the assistance of our international network.
Estimated Population: 7,346,100
Currency: HKD Hong Kong Dollar
Languages: Mandarin, English
GDP: USD 359.84 billion
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Hire and pay talent globally, the hassle-free way with Skuad
Talk to an expertLabor laws in Hong Kong are rather liberal and provide many benefits to people working here. From maternity benefits to gratuity and other different provisions, Hong Kong labor laws are favorable for workers.
Hong Kong labor and employment laws are so detailed that they may even be considered exhaustive, with little grey or uncovered aspects of employment. This allows both employers and employees to refer to the required government statute for any dispute or confusion.
You must understand and adhere to the employment laws of the geography in which you are operating. Non-compliance with the local laws is taken seriously in Hong Kong. It will not be a cakewalk if you are willing to carry out employment activities all by yourself. A better option might be to partner with an EOR like Skuad, which has experience in hiring and other employment-related activities in Hong Kong and can aid you in understanding and complying with all government statutes. Book a demo with Skuad experts to know about tailor-made solutions for your business needs.
Some of the provisions of Employment Laws to note before hiring in Hong Kong are as follows.
To ensure your expansion endeavors comply with the Hong Kong employment laws, Contact Skuad today.
The labor and employment laws in Hong Kong are peculiar in that they seldom make a direct distinction between contractual employees and full-time employees. The provisions and benefits extended to both contractual employees and full-time employees are the same.
In disputes between the employer and the employee, the courts determine the type of employment based on the factual evidence provided by both parties. There is a set of subjective criteria that Hong Kong courts often use to determine the distinction between full-time employment and contractual employment. The courts look at various factors such as the relative control that the employer and the employee have over the procedure, time, and method of work. They also look at the provision of working tools, equipment, material, and their ownership involved in executing the work.
Contractual employees will have comparatively less freedom and limited supply. They look at whether the employee in question is considered a part of the organization or completely external to it, and the extent to which the collaboration between the employer and the employee takes place. Furthermore, they investigate whether the employee is free to hire new workers or needs sanction and permission from the organization.
Salary negotiation in Hong Kong differs from most other Asian countries including mainland China. While in other Asian countries, employment compensations and benefits are fixed, especially in the lower levels of employment, salary negotiation is often an integral part of the hiring and recruitment process in Hong Kong. Candidates at all levels can communicate their preferred compensation for a job.
Senior-level candidates have higher leverage to negotiate since the talent pool available for these roles is more constricted. However, employees at most levels in Hong Kong have a scope to negotiate the terms of employment and compensation.
Call Skuad experts to know more about the specifics of employment types in Hong Kong.
Hiring in Hong Kong is similar to hiring in Europe and North America. Complete and high-speed internet access has made remote work and remote hiring convenient and popular in Hong Kong. Hiring teams use several online portals and websites such as LinkedIn to carry out their recruitment process seamlessly and in less time.
Once you have enough candidates who fulfill the minimum requirements for the advertised position, you can invite these candidates to a series of technical rounds as well as interviews with both your technical and HR teams.
While hiring, it is essential to conduct a thorough background check of each candidate that reaches far enough into the recruitment process to warrant hiring. It can go as far back as previous employers, schools, and other places of association.
There is no doubt as to the various advantages of hiring through apps and websites. Without having to step out to conduct the hiring process, you get access to several candidates based in different parts of the country. However, you might also need to browse through hundreds of applications before reaching an appropriate candidate. Moreover, the websites and portals mentioned above cannot claim access to the vast majority of employable candidates in the market.
When expanding your business to a new location, recruitment decisions often need to be made fast. Additionally, you might want to hire a large number of workers within a limited time. Skuad takes care of legal and compliance considerations so that your hiring process speeds up and you can focus on other aspects of your business at once. It also allows for the signing of documents remotely to help speed up the onboarding process considerably. Learn more about Skuad’s Hong Kong EOR solutions.
There are certain reasonable restrictions to the termination of employment after the probationary period. Within the first month of the probationary period, the employer does not need to provide the employee with any notice before termination of employment. After the first month, a seven-day notice must be provided for the termination in the probationary period. The typical period of probation in Hong Kong is between one and three months.
After the probation period, several clauses associated with severance and a long notice period are also applicable. However, if the termination of an employee is due to gross misconduct or misdemeanor, the company can terminate the contract either by providing severance pay or notice.
The importance of these clauses in the employment contract cannot be understated as all dealings between the employer and the employee after the probation period is based on the negotiated contract. Book a demo with Skuad today.
Given the range of regulations in Hong Kong relating to both the hiring of personnel and the setting up of a company, it is important to have a partner to simplify legal and compliance-related matters for you. Players such as Skuad have a significant grasp over Hong Kong’s local laws and regulations and are, hence, experts who can ensure the smooth expansion of your business in Hong Kong. Connect with Skuad experts to know more.
Choosing to work with an Employee of Record can save you valuable time that would otherwise go into setting up the entire hiring process, payroll management, tax management, and other such services.
Tailor-made contracts for your needs, establishing all processes in compliance with local laws, easy amendment of existing contracts, and convenient e-signing of documents are some additional benefits of working with an EOR of repute such as Skuad.
To know more about the visa process in Hong Kong, speak to our experts at Skuad.
Foreign nationals who wish to work in Hong Kong do not need a separate work permit to work in the region. Rather, the work visa issued by the Hong Kong administration works as a permit to gain employment in Hong Kong. To know more about work permits in Hong Kong and how Skuad can secure them for you, speak to Skuad experts today and kick-start your expansion journey.
The establishment of payrolls in Hong Kong must be done within the limits of the laws and regulations of the region. The compensation offered to candidates as well as benefits and any other provisions is bound to form a part of the payroll.
When setting up payroll or determining taxes in Hong Kong, you must partner with an EOR such as Skuad, that has deep insight into local laws and regulations and experience in working on the ground in your new geographical domain.
To understand how payroll and taxes are managed in Hong Kong and expedite your expansion, talk to Skuad experts and book a demo.
Bonuses are frequent in Hong Kong, and they must be paid by December 24, or the end of the contract, whichever comes first. Unless otherwise stipulated in the employment contract, the bonus is equivalent to the employee's average monthly wages for the previous 12 months.
You will require a host of documents to establish your subsidiary in Hong Kong. Your incorporation documents as well as your parent company’s memorandum are essential requirements for the company registration. You will also require the articles of association of your parent company and its incorporation certificate. Additionally, you will need bank letters of your company’s officers and identification documents.
To register your company, you will be required to pay a capital fee as well as a registration fee. Furthermore, you need to register with the Inland Revenue Department of the Hong Kong authorities.
To set up a subsidiary in Hong Kong, you will need to mention at least one director in your company documents, as well as a company secretary. You must also have an auditor appointed.
This auditor must have a practicing certificate or membership of the Hong Kong Society of Accountants. Also, you must mention your shareholders, of which there must be at least one but no more than fifty.
You will need to choose the type of company that you wish to incorporate, and then file the articles of incorporation for your company. The filing process can be completed entirely online. Next, you will need to apply for a certificate to register your business with the authorities. Finally, you will have to open a corporate bank account in Hong Kong. To make use of Skuad’s EOR services for setting up a subsidiary in Hong Kong and finding a bespoke solution for your expansion, get in touch with Skuad experts.
A professional employer organization, or PEO, is very similar to an employer of record. It can conduct hiring and other employment-related activities for you, and make your expansion into a new geographic domain much more streamlined. However, the main difference between a PEO and an EOR is that with a PEO, your employees will be on your rolls and not that of the PEO. On the other hand, EOR acts as the legal employer of your employees and carries out all essential HR activities on your behalf. Skuad provides both PEO and EOR solutions for companies. You can trust Skuad’s EOR solution to take care of all the compliance and HR-related tasks, from onboarding to termination. Talk to Skuad experts to learn more.
You can avoid navigating through the vast literature on employment in Hong Kong and outsource the arduous process to a trusted employer of record. Having an EOR partner with diverse experience and expertise can turn around things at lightning speed. Skuad understands the essence of time and the value of human resources in today’s highly competitive day and age, and therefore, provides you with tailor-made solutions that will ensure improved efficiency. Call Skuad to know more.
Employer of Record (EOR) services become the legal employer for your Hong Kong hires, handling HR tasks like payroll, taxes, and compliance. This eliminates the need for a local setup, saving you time and resources. However, EORs come with fees and less direct control over employees. Click here to calculate cost of employment in Hong Kong.
An employer of record (EOR) legally employs individuals on behalf of another company and handles all compliance, payroll, and HR tasks. A Professional Employer Organization (PEO) co-employs staff, sharing responsibilities with the client company but typically requires the client to have an established business entity in the country.
EOR (Employer of Record) and PEO (Professional Employer Organization) handle HR internationally but with a key difference: legal responsibility. EORs become the legal employer for your overseas hires, handling everything from payroll to compliance. PEOs co-employ your staff, sharing some HR tasks but requiring you to be the legal employer and often have a local entity set up.
Employer of Record acts as a bridge for companies seeking top international talent. They assume legal employer responsibilities for your overseas workers, handling critical HR functions like payroll, tax administration, and benefits management. This lets you focus on talent acquisition without the burden of establishing a local legal entity.
An Employer of Record (EOR) service agreement formalizes your partnership with an EOR provider. It outlines their legal responsibilities as the employer of your overseas staff. This includes handling tasks like payroll, tax withholding, and benefits administration. The agreement clarifies service terms for both parties, ensuring smooth collaboration and protecting you from legal risks associated with international hiring.
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