Annual Leave & Other Leave Policies in Hong Kong

Annual Leave Entitlement in Hong Kong

Employees in Hong Kong are entitled to paid annual leave based on:

• Employee has worked for 18 hours per week for 4 consecutive weeks.
• Employed for not less than 3 months.
• Accumulated entitlement for current year can be used in the following year.

Entitlement as per HK Labour Ordinance

• Annual leave ranges from 7-14 days dependent on year of services.

Market Practice: Most companies will allow employees to take current annual leave after 3 months of employment. Annual leave is usually offered at 12-25 days per year depending on grading.

Regulations and Compliance

Employers must comply with the Employment Ordinance regarding annual leave entitlements. This includes:

• Accrual of Leave: Employees begin accruing leave from the commencement of employment.
• Carrying Forward Leave: Employers and employees can agree to carry forward unused leave to the next year.
• Payment for Unused Leave: Upon termination of employment, employees must be paid for any accrued but unused annual leave.

Statutory Leave Types in Hong Kong

In addition to annual leave, employees in Hong Kong are entitled to various other types of leave under the Employment Ordinance:

• General Public Holidays: The following list of general holidays for 2025 includes:

Planning ahead for next year? The following list of general holidays for 2026 includes:

• Maternity Leave:
  • Eligibility:
    • Female employees under a continuous employment contract for no less than 40 weeks.
    • Medical certificate or evidence supporting is required to be provided to the employer.
  • Entitlement:
    • 14 weeks maternity leave and maternity leave paid at 80% of Average Daily Wage.
  • When to take:
    • The 14 weeks leave would start 4 weeks before the expected date of birth, unless the employer and employee can agree on a date, which would usually be between 4 and 2 weeks before the birth.

Reimbursement of Maternity Leave Pay Scheme (RMLPS):

The Hong Kong Government will reimburse employers for the cost of the 4 week leave, capped at HK$80,000.

• Submission Time: Within 3 months from the last day of Maternity Leave.
• Application Method: Online / Hardcopy
• Supporting Documents: Business Registration Copy, Proof of company bank account, Employee’s declaration, Payment proof of 14 weeks’ maternity leave pay, Birth certificate or pregnancy proof

• Paternity Leave:
  • Under the Ordinance, male employees will be entitled paternity leave after 40 weeks employment.
    • Entitled to 5 days at 80% paid Paternity leave for each confinement of spouse.
    • Must be taken within 4 weeks before the expected date of delivery of the child to 14 weeks.
    • Can be taken separately or consecutively.

Market Practice: Companies to pay maternity and paternity at 100% instead of 80% dependent on policy.

• Government Sick Leave Allowance:
  • Eligibility:
    • Employee has worked for 18 hours per week for 4 consecutive weeks.
    • Must take 4 or more consecutive days of sick leave.
    • Have doctor certificate stating number of days required.
    • Accumulated sufficient entitlement.
  • Entitlement accumulation:
    • Entitle to 2 days upon completion of each month service from date join.
    • First year accumulation = 2 days per month.
    • Accumulation after first year = 4 days per month.
    • Maximum accumulation = 120 days.
  • Sickness Allowance Pay:
    • 80% of average daily wages.

Market Practice: Company normally will provide better sick leave benefit to employee at 100% sick leave pay per year and there is no restriction on 4 or more consecutive days.

Importance of Annual Leave

Providing adequate annual leave is important for several reasons:

• Employee Well-being: Helps reduce stress and burnout. Regular breaks from work improve mental health and job satisfaction.
• Productivity: Ensures employees return to work refreshed and motivated, leading to increased productivity and creativity.
• Legal Compliance: Avoids potential legal issues and fines by adhering to labor laws. Compliance with leave regulations also enhances the company’s reputation as a fair employer.

Employers should encourage employees to utilize their annual leave to maintain a healthy work-life balance and improve overall job satisfaction.

Best Practices for Employers

To effectively manage annual leave, employers should:

• Implement Clear Policies: Ensure that leave policies are clearly communicated to all employees.
• Track Leave Accrual and Usage: Use leave management systems to accurately track leave accrual and usage.
• Encourage Leave Utilization: Promote a culture that values taking time off to recharge and prevent burnout.

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

Updated on: September 2025