HK
HK
Hong Kong’s minimum statutory wage is currently HKD 42.1 per hour
The minimum wage applies to most employees regardless of age or contract type.
Key exemptions include live‑in foreign domestic helpers and student interns.
If you are planning to expand or start a company in Hong Kong and hire employees, understanding the city’s Statutory Minimum Wage (SMW) is essential. Compliance with the SMW is a key responsibility for employers across all sectors.
Hong Kong’s SMW, set by the Minimum Wage Commission of the Labour Department, is designed to protect workers while ensuring the city remains competitive globally.
This article will cover everything you need to know about Hong Kong’s statutory minimum wage, including its current requirements, who it applies to, what counts as wage and work hours, and how to calculate it to comply with regulations.
The current statutory minimum wage (SMW) in Hong Kong is HKD 42.1 per hour, effective from 1 May 2025.
The rate is consistent across all districts and areas of Hong Kong, as well as across all age groups. When dividing the total wage by the number of working hours, the resulting average payment must stay within the minimum wage rate.
Employers are also required to keep records of employees’ total working hours when the monthly wage threshold is less than HKD 17,200.
Insight: The rate is reviewed based on economic growth, labour market, cost of living, and stakeholders' and public feedback. The authority is set to enhance the statutory minimum wage (SMW) review mechanism. The new SMW rate is anticipated on May 1, 2026.
Unless specified otherwise, the statutory minimum wage applies to all employees, which includes:
Employees with disabilities are entitled to the same protection and statutory minimum wage as other workers. They may request a productivity assessment to determine if wages should be paid at or above the minimum wage or at a rate proportional to their productivity.
This assessment is entirely voluntary and can only be requested by the employee. If an employee chooses not to undergo the assessment, they are still entitled to the minimum hourly rate.
While the statutory minimum wage generally applies to all employees, certain types of employment are exempt, including the following.
Covered by a separate minimum allowable wage system, not the statutory minimum wage.
Live-in foreign domestic helpers (FDHs) in Hong Kong are not covered by the Minimum Wage Ordinance. Instead, they are entitled to the Minimum Allowable Wage of HKD 5,100 per month, along with free food or a food allowance of at least HKD 1,236 per month.
Employers must also provide medical care, leave, and other welfare benefits. For more details, please refer to the guide on foreign domestic helpers provided by the Hong Kong Labour Department.
Exempt when the internship is part of a recognised academic programme.
The minimum wage does not apply to student interns when:
Employers must keep documentation from the educational institution confirming that the student’s internship is part of their academic programme and verifying the “student intern” status under the Minimum Wage Ordinance (Cap. 608).
May be exempt for up to 59 agreed days if the purpose is to gain experience.
Students under 26 who work mainly to gain practical experience can agree with their employer on a continuous period of up to 59 days in their employment contract, during which minimum wage rules do not apply.
The following criteria apply for this exemption:
Please refer to this note for student employees for more information.
Certain seafarers and apprentices are exempt
Some individuals are exempt from the Employment Ordinance, such as:
Tip: Any provision in an employment contract that seeks to undermine an employee's rights under the minimum wage law will be considered invalid.
In Hong Kong, the definition of wages covers a broad range of payments tied to an employee’s work, while excluding certain benefits and discretionary items. The sections below outline what is generally included as wages and what is excluded.
These can be considered wages:
The following may not be counted as wages:
For more information, please refer to this Hong Kong labour department’s concise guide on wages.
The hours worked by an employee during a wage period include any time they spend:
Note: the minimum wage also applies to overtime hours worked.
The compensation provided to an employee for any given wage period, when averaged across the total number of hours worked during that period, must not fall below the minimum wage rate.
You can use this formula to calculate the minimum wage amount:
Minimum wage = Total number of hours worked by the employee in the wage period × statutory minimum wage (SMW) rate
Example
If the statutory rate is HKD 42.1 per hour, an employee who works 100 hours in a wage period must be paid at least HKD 4,210 (100 × HKD 42.1).
For monthly‑paid staff or employees with irregular hours, divide total wages by total hours (including overtime) to check compliance. Example: HKD 8,000 over 100 hours equals HKD 80/hour, which meets the requirement. At 200 hours, the average falls to HKD 40 per hour, which is below the minimum wage, and the employer must top up the pay. This highlights the importance of tracking hours.
We recommend using the Labour Department’s Minimum Wage Reference Calculator to estimate the minimum wage owed. The tool considers information such as hours worked and rest days (excluding statutory holidays, annual leave, sick leave, maternity leave, and paternity leave).
Failing to pay the statutory minimum wage is a violation of employment law. Wages must be paid when due and no later than seven days after the end of the wage period.
Intentional non-payment without a reasonable excuse can lead to fines of up to HKD 350,000 and imprisonment for up to three years. Employers must also pay interest on late wage payments. If an employee’s wages fall below the minimum wage, the employee is entitled to receive the difference.
Directors, managers, company secretaries, or similar officers may be personally liable if the offence was committed with their consent, knowledge, or neglect.
Tip: Keep clear records of hours, pay components, and calculations, and issue transparent payslips. This demonstrates compliance and builds trust.
For employers, ensuring legal compliance with minimum wage laws is just the beginning. Building wage structures and practices that create a fair and equitable work environment can significantly enhance employee satisfaction and retention.
