Expanded Hong Kong worker rights require shift in employer approach

The amendment, which received overwhelming support from the Legislative Council, lowers the threshold for part time or contract employees to qualify for proper benefits such as statutory holidays and paid sick leave. Under the new rule, employees who work at least four consecutive weeks, for at least 18 hours per week, will now be entitled to the same benefits as full time staff.

Hong Kong based Mohammed Talib of Pinsent Masons said: “These changes mark a significant expansion in entitlements for part time employees and impose new compliance obligations on businesses, especially those with flexible or casual staffing models. This requires a shift in how staff working hours are monitored so that part time and contract staff do not become treated as full time employees.”

The change is expected to benefit tens of thousands of workers in industries that rely heavily on part time and contract labour such as retail, hospitality, education, and logistics. Previously, many of these workers were excluded from protections due to rigid thresholds that defined who qualified as a “regular employee”.

The Hong Kong General Chamber of Commerce has issued a statement urging the government to provide clear guidance and support for businesses during the transition period amid some concern as to potential costs and administrative burdens of the labour law changes. The Labour Department has indicated that it will issue detailed implementation guidelines in the coming weeks. The transition may be complex for some employers, particularly small and medium-sized enterprises that may lack sophisticated human resources systems. However, “those who recalibrate early will avoid compliance risk resulting from this change”, said Talib.

The update is part of a broader push by the Hong Kong government to modernise labour laws and promote social equity. It follows recent initiatives to improve maternity leave, enhance occupational safety, and support work-life balance.