Hong Kong, as an international financial and innovation highland, is becoming the core hub for Chinese enterprises’ global layout. Against the backdrop of increasingly strict compliance requirements and accelerated industrial iteration, how to comply with employment, introduce high-end talents, and seize new opportunities in the Web 3.0 era has become a key issue for enterprise decision-making.
In order to help enterprises anticipate compliance risks in advance and safely land in the Hong Kong market, SmartDeer specially launched the 24th online sharing session for enterprises going global: “Mainland enterprises going global, preferred Hong Kong: compliance decoding and Web3 opportunities”
Shanshan Ni, the head of SmartDeer in Hong Kong, Macau, and Taiwan, and Crystal, a global HR expert consultant, combined practical cases to systematically analyze Hong Kong’s employment compliance and talent policies, and explored new trends in talent and compliance under the Web 3.0 industry, providing forward-looking and actionable strategic guidance for enterprises.
With over ten years of experience in global executive recruitment and human resources management, settled in Hong Kong for many years, accurately grasping global talent trends and layouts, proficient in executive search, compliance employment, and compensation management. Previously worked for well-known private equity stake fund Trustbridge Partners and top global executive search agencies Korn Ferry and DHR International, providing professional support for talent recruitment and compliance management in Hong Kong, Macao, Taiwan, and globally.
With over ten years of experience in global executive recruitment and human resources management, settled in Hong Kong for many years, accurately grasping global talent trends and layouts, proficient in executive search, compliance employment, and compensation management. Previously worked for well-known private equity stake fund Trustbridge Partners and top global executive search agencies Korn Ferry and DHR International, providing professional support for talent recruitment and compliance management in Hong Kong, Macao, Taiwan, and globally.
Wonderful review
Hong Kong’s advantages and positioning
Hong Kong, as a “super contact”, is backed by the mainland and connected to non-China. It has a free and open business environment, an internationally recognized common law system, a low tax system, and zero foreign exchange controls, making it the preferred place for enterprises to layout the international market.
Employment compliance focus
The sharing session systematically explained the types of employment contracts, salary payment standards, minimum wage standards (HKD 42.1 per hour from 2025), mandatory provident fund (MPF), tax reporting processes, as well as compliance details for probation period, overtime, paid annual leave, and sick leave in Hong Kong.
•Employment contract: The terms of salary, working hours, position and vacation, probation period and notice period, and whether there is medical insurance should also be reflected in the contract. Although verbal agreements are effective, it is strongly recommended to sign a written contract.
•Labor Insurance : Employers are legally obligated to purchase labor insurance for their employees.
•Minimum wage: HKD 42.1 per hour from 2025.
•Mandatory Provident Fund (MPF): Employers and employees are required to contribute 5% of their wages, up to HKD 1500/month each.
•Working hours and overtime: There is no mandatory upper limit on working hours in Hong Kong, and overtime needs to be clearly defined in the contract.
•Holidays: Employees are entitled to 7-14 days of paid annual leave after the probation period; if the cumulative sick leave exceeds 36 months, a maximum of 120 days can be enjoyed.
Talent Introduction and Visa New Policy
From the “Input Mainland Talent Plan” and “Excellent Talent Entry Plan” to the “High-end Talent Pass” and “Science and Technology Talent Entry Plan”, the two guests explained in detail the applicable scenarios, application conditions, and policy dividends available to enterprises for different visa categories.
New Trends in the Web3.0 Era
As a Web3 center in Asia, Hong Kong is attracting a large number of crypto and blockchain companies to settle down. However, the guests reminded that Web3 companies still need to follow traditional labor regulations.
•Freelancers/remote workers need to comply with the contract to avoid being identified as “pseudo-independent employees”.
•Cross-border payroll for non-China teams involves exchange rate and tax issues. It is recommended to use the EOR model to reduce risks.
This LIVE real stuff is intensive, covering the core compliance issues that many enterprises are most concerned about.
Opportunities and challenges coexist in Hong Kong. Understanding local laws and culture, and reducing employment risks through professional human resources solutions are the core of successful landing for Chinese enterprises.
SmartDeer helps enterprises enter the Hong Kong market safely through a local self-operated team + EOR/HRO integrated solution.
SmartDeer will continue to pay attention to the latest developments in the non-China market and plans to hold a series of sharing sessions on work visa policies to help companies succeed in the international market. If you need to register, please scan the QR code below. Looking forward to our next meeting.
Scan the QR code above to add a dedicated consultant and learn more about the meeting content.
发表回复