Starting January 18, 2026, Hong Kong will implement an important update to its employment regulations following the passage of the Employment (Amendment) Ordinance 2025. The amendment adjusts the working hour requirement for what is known as a “continuous contract”, making it easier for employees to qualify for statutory employment protections.
What Is Changing?
Under the previous rule, employees needed to work at least 18 hours per week for four consecutive weeks to be considered under a continuous contract. This status is important because it determines eligibility for a range of employment benefits and protections.
The new amendment introduces two key changes:
1. Lower weekly working hour threshold
The minimum weekly working hours required will be reduced from 18 hours to 17 hours.
This change aims to ensure that employees whose working hours fluctuate slightly will still be able to maintain continuous employment status.
2. Alternative four-week calculation method
A more flexible calculation method will also be introduced.
Even if an employee works less than 17 hours in a particular week, that week can still be counted as part of a continuous employment period if:
The total working hours of that week plus the preceding three consecutive weeks reach at least 68 hours.
This approach allows occasional fluctuations in weekly schedules without automatically breaking the continuity of employment.
Why This Amendment Matters
The change reflects evolving work patterns where many employees, particularly part-time or flexible workers, may experience small variations in weekly hours.
By lowering the threshold and allowing a four-week cumulative calculation, the amendment helps prevent situations where employees lose continuous employment status simply because their working hours temporarily drop below the threshold.
Impact on Employees and Employers
Importantly, the amendment does not change the existing eligibility criteria for statutory employment benefits. Employees who already meet the current continuous contract requirement will not be affected.
Instead, the revision mainly introduces greater flexibility and fairness in determining continuous employment.
When Will the New Rule Take Effect?
The Employment (Amendment) Ordinance 2025 will officially take effect on January 18, 2026. Before the implementation date, the government will continue to provide guidance and public information to help employers and employees understand the updated requirements.
Hong Kong Lowers Continuous Contract Threshold to 17 Hours
From 2026, the working hour threshold for a continuous contract in Hong Kong drops to 17 hours/week. Remoly helps employers adjust their HK payroll and stay compliant.
Reference:
https://www.labour.gov.hk/eng/
About Remoly
Remoly is a global Employer of Record (EOR) service provider dedicated to helping businesses hire employees compliantly around the world. Our services cover payroll management, tax compliance, contract management, and more — enabling companies to enter new markets quickly without setting up a local entity. Whether you are a startup or a multinational corporation, Remoly offers tailored global employment solutions.
Learn more: remoly.net | remoly.cn
Disclaimer: This article is for informational purposes only and does not constitute legal advice. Please consult a qualified attorney or compliance advisor for your specific situation. Remoly assumes no liability for any loss resulting from the use of this information.
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