– FAQs and Myths –

Compared to local recruitment, importing labour provides a more effective and stable solution to manpower shortages, especially when facing high demand. However, imported workers cannot and will not replace local staff. But because employers can hire based on contracts of up to 24 months, importing labour is currently a more stable and sufficient option.

No. The “Supplementary Labour Scheme" was renamed the Enhanced Supplementary Labour Scheme (ESLS) in September 2023, lifting previous bans on specific job categories. Currently, as long as employers prove genuine difficulties in recruiting suitable staff locally and meet the 2:1 manning ratio (at least 2 full-time local employees for every 1 imported worker), they can apply to the Labour Department for various technician-level or below positions.

• Wages must not be lower than the latest median monthly wages published in the “List of Common Posts" compiled by the Labour Department.
• They are covered by Hong Kong Labour Legislation and entitled to statutory holidays, paid annual leave, and medical benefits.
• Individuals participating in retirement schemes outside Hong Kong or permitted to stay for no more than 13 months may be exempt from Mandatory Provident Fund (MPF) contributions.
• Daily working hours cannot exceed 12 hours, with at least one rest day per week.

Yes, imported workers must not work at any location other than the approved work location(s). Though depending on the position, applications can be made for up to 3 specific work locations or may have no restrictions. Please consult us for more details.

Our team consists of various professionals, including Hong Kong Registered Safety Auditor, practicing lawyer, HR consultants, and training experts. We provide comprehensive consultancy services covering labour law, occupational safety, training, and legal policy.