Employer of Record (EOR) in Hong Kong
Hire employees with ease in Hong Kong without establishing a local business entity. Native Teams simplifies expanding your workforce internationally by handling local laws, taxes, and payroll management. Focus on growing your business while we ensure compliance.
How does an EOR in Hong Kong work?
The Employer of Record (EOR) process in Hong Kong allows companies to hire workers in Hong Kong without having to create a legal entity. With Native Teams, the EOR process is a partnership in which your company maintains complete control over the work and day-to-day activities of your employees while Native Teams serves as the legal employer.
Native Teams takes care of all legal, administrative, and compliance-related tasks, including employment contracts, payroll, tax contributions, social security registration, and statutory benefits. Your company's main responsibility is to pay a leasing fee that covers payroll, taxes, benefits, and administrative expenses. This simplified approach lets you concentrate on your business operations while guaranteeing complete compliance with Hong Kong's employment laws and regulations.
Who can use EOR Services in Hong Kong?
EOR services in Hong Kong are designed for businesses aiming to expand into the region without the burden of setting up a local legal entity. Whether you're a fast-growing startup exploring new markets or an established enterprise streamlining global hiring, an EOR provides a compliant and efficient way to employ talent in Hong Kong.
By leveraging EOR services, your company can onboard local employees while ensuring full compliance with Hong Kong’s employment, payroll, and tax regulations. This model is ideal for businesses seeking flexibility, speed, and reduced administrative overhead in their international expansion strategy.
Features of Native Teams EOR Services in Hong Kong
Employment status
When hiring through Native Teams as your Employer of Record (EOR), your international team members are classified as full-time employees. While your company oversees their daily responsibilities and performance, Native Teams becomes the official legal employer on record in the respective country.
HR administration and documentation
We simplify HR processes by automating administration and providing all essential documentation. With your Native Teams dashboard, you’ll have instant access to all records and information at your fingertips.
Global payroll
Native Teams offers a strong global payroll solution that enables businesses to manage employee compensation across 85+ countries through a single, centralised platform. With our intuitive payroll calculator, employers can accurately estimate salaries, taxes, benefits, and deductions, ensuring precise and compliant payroll processing for international teams.
Benefits
Our payroll system is designed to support businesses in offering competitive employment packages. From statutory benefits like healthcare, insurance, and pensions to full compliance with local tax regulations, companies can attract, retain, and manage top-tier talent globally, without the complexity of navigating multiple legal systems.
Dive deeper into Hong Kong’s labour laws and regulations with our hiring guide.
What legal requirements exist for employment in Hong Kong
Employment ordinance
Hong Kong’s Employment Ordinance (Cap. 57) governs most employment relationships, covering wages, termination, rest days, annual leave, and severance pay. Employers must comply with statutory requirements to avoid legal penalties.
Paying taxes
Employers must withhold a certain amount of their employees' salaries and remit it to the tax authorities.
Minimum wage laws
The Statutory Minimum Wage (SMW) is reviewed periodically. As of 2025, the rate is HKD 40 per hour. Employers must ensure wages meet or exceed this threshold.
Health and safety regulations
Employers have to ensure safe working conditions and reduce any chances of risks. Employers also need to assess their workplace to identify potential hazards.
Work visas for foreign employees
Non-residents must obtain an employment visa under the General Employment Policy (GEP), requiring employer sponsorship and proof of skills not readily available locally.
Mandatory Provident Fund (MPF)
Employers must enrol employees in an MPF scheme within 60 days of employment. Contributions are 5% of the employee’s relevant income, up to a cap.
Work hours and rest days
While Hong Kong has no standard working hours, employees are entitled to one rest day per week and must receive proper compensation for overtime, depending on contract terms.
Please be aware that the list above is not exhaustive, and the requirements mentioned can differ based on various factors.
Why choose Native Teams as your Hong Kong Employer of Record?
Navigating the complex legal requirements for employment in Hong Kong can be challenging, especially for businesses unfamiliar with local regulations. Native Teams simplifies this process by serving as your Employer of Record (EOR), ensuring full compliance with all legal obligations, including payroll management, tax filings, and employee benefits administration.
By partnering with Native Teams, you eliminate the burden of managing these complexities yourself, allowing you to focus on growing your business while ensuring that your employees are legally and professionally supported.
``What is an Employer of Record?
The cost of using an Employer of Record in Hong Kong depends on the services provided and the number of employees being managed. These costs typically include administrative fees, payroll processing charges, and compliance management.
While there is an investment required to engage an EOR, it is often more cost-effective than establishing and maintaining your own local entity, especially when factoring in the time, resources, and potential risks of non-compliance with Hong Kong's employment laws.
What are the costs of using an Employer or Record in Hong Kong?
The cost of using an Employer of Record in Hong Kong depends on the services provided and the number of employees being managed. These costs typically include administrative fees, payroll processing charges, and compliance management.
While there is an investment required to engage an EOR, it is often more cost-effective than establishing and maintaining your own local entity, especially when factoring in the time, resources, and potential risks of non-compliance with Hong Kong's employment laws.
To learn more about our plans, please visit our pricing page.
What is the difference between PEO and EOR?
A Professional Employer Organisation (PEO) and an Employer of Record (EOR) provide similar services but differ in their scope of responsibility. A PEO acts as a co-employer, sharing certain legal responsibilities with your company. In contrast, an EOR assumes full legal responsibility for employment, including compliance with labour laws and tax obligations. For businesses seeking to expand in Hong Kong without the complexities of setting up a local entity, an EOR provides a more comprehensive and hands-off solution.
What are the responsibilities of an Employer of Record (EOR)?
An Employer of Record is responsible for managing all aspects of employment on behalf of a client company. This includes drafting employment contracts, processing payroll, managing tax filings, ensuring compliance with local labour laws, and administering employee benefits. The EOR also ensures that all visa and work permit requirements are met for international employees. By taking on these responsibilities, an EOR enables businesses to operate seamlessly in Hong Kong while avoiding the risks of non-compliance.
Is using an Employer of Record in Hong Kong legal?
Yes, using an Employer of Record in Hong Kong is entirely legal. The EOR operates within the framework of local labour laws and serves as the legal employer of your workforce. This arrangement ensures that your business remains compliant with all employment regulations, including payroll, tax contributions, and employee protections. Partnering with a reputable EOR like Native Teams provides the assurance that all legal obligations are met on your behalf.
Why should I use EOR instead of opening my own company or an office in Hong Kong?
Using an Employer of Record is a practical alternative to opening your own company or office in Hong Kong, especially for businesses looking to expand quickly and cost-effectively. Establishing a local entity involves significant time, financial investment, and administrative effort. An EOR allows you to hire and manage employees in Hong Kong without the need for incorporation, enabling faster market entry and lower operational costs. Additionally, the EOR handles all compliance matters, reducing the risks associated with unfamiliar legal requirements.
How many people can I employ in Hong Kong?
With an Employer of Record, there is virtually no limit to the number of people you can employ in Hong Kong, as long as you meet your business requirements and the local legal standards are upheld. Whether you need to hire a single individual or build a large team, Native Teams can accommodate your employment needs. This flexibility allows businesses of all sizes to scale their operations in Hong Kong efficiently and confidently.