Two rules shape the cost of employing staff in Hong Kong, especially part-time and variable-hours staff: the statutory minimum wage, and the definition of a continuous contract, which decides whether an employee qualifies for most Employment Ordinance benefits. Both changed recently.
The statutory minimum wage is HK$43.1 per hour from 1 May 2026. From 18 January 2026, an employee is under a continuous contract if employed for four weeks or more and working at least 68 hours in each four-week period (the "468 rule"), replacing the previous 18-hours-a-week rule.
At a glance
- Minimum wage
- HK$43.1 per hour from 1 May 2026
- Continuous contract
- 4 weeks or more, 68 hours in each four-week period
- In force from
- 18 January 2026
- Records
- Hours worked for employees paid close to the minimum
Minimum wage in practice
- Applies to most employees, including part-time staff, with limited exceptions (for example, live-in domestic workers and certain student interns and work experience students).
- Compliance is checked over each wage period: total wages for the period divided by hours worked must be at least the minimum rate.
- Hours worked include time spent at the workplace on the employer's instructions, and some travel and training time.
- The rate is reviewed regularly; check the current rate before each review of pay.
The "468" continuous contract rule
| Point | Position |
|---|---|
| Before 18 January 2026 | Continuous contract: employed for 4 or more consecutive weeks, working at least 18 hours each week |
| From 18 January 2026 | Continuous contract: employed for 4 weeks or more, working at least 68 hours in each four-week period |
| Effect | Staff with uneven weekly hours can now qualify by total hours over four weeks |
| Benefits unlocked | Rest days, statutory holiday pay, paid annual leave, sickness allowance, maternity and paternity leave, severance and long service payments (subject to conditions) |
Records to keep
- Hours worked in each wage period, where required by the Minimum Wage Ordinance.
- Rosters and time records for variable-hours staff, to apply the 468 rule correctly.
- Wage records and leave records for each employee.
Questions we are often asked
Does minimum wage apply to staff paid by commission?
Yes. Total wages for the wage period, including commission, divided by hours worked must meet the minimum rate.
Does the 468 rule apply to existing employees?
The new definition applies from 18 January 2026. Employees whose hours meet it from that date may qualify for continuous-contract benefits, so review rosters for staff with variable hours.
Are interns covered?
Certain student interns and work experience students are exempt from the minimum wage under specific conditions. Other interns are generally covered.
Self-check: where do you stand?
| Question | If the answer is no |
|---|---|
| Do all hourly rates meet HK$43.1? | Adjust pay |
| Do you record hours for low-paid employees? | Start time records |
| Have you reassessed part-time staff under the 468 rule? | Review rosters from 18 January 2026 |
| Are holiday pay and leave applied to newly qualifying staff? | Update payroll |
- Payroll that applies the minimum wage and 468 rule correctly.
- Leave and holiday entitlement records.
- Reviews of part-time and casual arrangements.
In summary
- Minimum wage HK$43.1 per hour from 1 May 2026.
- The "468 rule" from 18 January 2026.
- Keep hours records.
Official references
- Minimum Wage Ordinance (Cap. 608)
- Employment Ordinance (Cap. 57) and Labour Department guidance on the continuous contract requirement, www.labour.gov.hk