Employment Law in Hong Kong
Recognition
Finalist, Labour and Employment Law Firm of the Year, ALB Hong Kong Law Awards 2026.
We act for employers and employees on terminations, Labour Tribunal claims, restrictive covenants, bonus and incentive disputes, and Equal Opportunities Commission complaints. Read the announcement
Employment Law in Hong Kong
Employment law in Hong Kong is governed by a comprehensive framework of ordinances and common law principles. Whether you are an employer seeking to structure your workforce, an employee protecting your rights, or a domestic helper navigating complex regulations, understanding the legal landscape is essential. TITUS provides expert guidance on all aspects of employment law, from contracts and statutory entitlements to discrimination claims and tribunal proceedings.
Employment advice for employers and employees
Employment disputes often turn on a short set of documents: the contract, pay and leave records, notices, messages about the reason for termination, and any proposed settlement. TITUS advises employers and employees on contracts, termination, remuneration disputes and employment claims. An early review of the records helps identify what the contract says and which statutory rights may apply.
A contract cannot take away a right or protection given by Hong Kong’s Employment Ordinance. Eligibility for a particular payment still depends on the facts. Working hours, length of service, the reason employment ended and the date of termination can all matter. We review those facts before advising on notice, leave, severance or long-service payment.
Our existing service list also covers restrictive covenants, confidentiality, discrimination and harassment concerns, Labour Tribunal claims and Equal Opportunities Commission matters. If a dispute needs formal proceedings, we can discuss the available route after reviewing the claim and the evidence.
- Employment contracts
- Visa and Work Permits
- Terminations and entitlements
- Redundancy, retrenchment and separation, including separation agreements
- Claims for constructive dismissal, unreasonable, wrongful, or unlawful dismissal
- Remuneration and benefits, including incentive schemes and bonus arrangements
- Labour Tribunal claims
- Disputes at the District and High Court
- Confidentiality issues
- Discrimination and harassment issues
- Disputes between Employer and Domestic Helper
- Equal Opportunities Commission Investigation
We are dedicated to securing the best possible outcome for our clients by offering clear, practical and proactive employment legal advice tailored to their unique circumstances.
Get in Touch
If you want to learn more about the employment legal advice and support our lawyers provide, don’t hesitate to get in touch with one of our expert employment lawyers.
Frequently asked questions
How much paid annual leave does the law provide?
Under a continuous contract, statutory paid annual leave begins at seven days after 12 months of service and increases with service, reaching 14 days at nine years or more. A contract may offer more. Other leave and payment questions depend on their own statutory conditions.
Can an employee receive both severance and long-service payment for the same redundancy?
The Labour Department says a person dismissed by reason of redundancy may qualify for severance payment but not long-service payment for that dismissal. Entitlement and amount depend on the employment history. The abolition of MPF offsetting took effect on 1 May 2025, with transition rules for service spanning that date, so calculations need case-specific checking.
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