Employment Law in Macau

Employment Contracts in Macau

Employment contracts can be made in either written or verbal form, although a written contract is highly recommended for clarity and legal protection.

• Fixed-term Contracts: These must clearly state the duration and purpose.
  • The renewal of the fixed term contract is subject to verification of the material conditions for its conclusion, as well as to the required form in case of any alteration to the mandatory particulars referred to in paragraph 1 of Article 20.
  • A fixed term contract may not be renewed more than twice.
  • A fixed term contract with the object of renewal shall be considered as a single contract.
  • If a new contract is concluded between the parties within three months after the termination of a fixed term contract, it shall be considered as renewal of the first contract, in which case the employee’s length of service shall be counted from the effective date of the first contract, excluding the interval between the two contracts.
• Permanent Contracts: The most common type, offering ongoing employment with no fixed end date.

Contracts should include essential details such as job description, working hours, wages, probationary terms, and leave entitlements.

Probation Period

Employers in Macau may agree on a probation period at the beginning of employment:

• 30 days for employees under term contracts.
• Maximum of 90 days for general employees.
• Maximum of 180 days for employees in technical, professional, or management roles.

During probation, either party may terminate the contract with shorter notice.

Working Hours

The standard working week in Macau is 48 hours, usually spread over 6 days (8 hours per day). Employers must provide:

• 1 rest day per week (commonly Sunday).
• Overtime compensation if employees are required to work beyond normal hours.

Wages and Payments

• Wages must be paid at least once a month.
• Payment should be made in patacas (MOP), unless otherwise agreed in writing.
• Macau has a statutory minimum wage for certain workers, which employers must comply with.

Termination of Employment

Termination rules depend on the type of contract and circumstances:

• By employer with just cause → Immediate dismissal permitted (e.g., serious misconduct).
• By employer without just cause → Notice and severance pay required.
• By employee → Notice period required unless resigning for just cause.

Notice periods typically range from 7 to 30 days, depending on the employee’s length of service.

Non-Compete Clauses

Employers may include non-compete clauses in contracts, but these must:

• Be in writing,
• Limited in scope and duration,
• Provide compensation to the employee during the non-compete period.

Employee Protection

Macau’s Labour Relations Law provides key safeguards:

• Prohibition of child labour under the age of 16.
• Protection against discrimination (e.g., gender, marital status).
• Rights to safe working conditions and workplace accident compensation.

Please note that all the information listed below are to be used as a general guideline. For more detailed accounts of Macau employment laws and regulations, please visit the official governmental websites.

Updated on: September 2025