If the imported workers are mainland residents, employers can choose:

(a) Providing accommodation for imported workers in Hong Kong

(b) Providing accommodation for imported workers in mainland China

(c) Allow imported workers to reside in their mainland residences

The mainland residence arranged by the employer must also meet the standards stipulated in the standard contract annex. Employers may deduct accommodation expenses for the corresponding period from the wages payable to imported workers for the residence they provide (whether located in Hong Kong or mainland China). But the accommodation fee should be equal to the actual accommodation cost during the period when the imported worker occupies the residence, or 10% of the wages (excluding overtime wages) that should be paid to the imported worker during that period calculated according to the standard contract, whichever is lower. If the imported worker resides in their mainland residence, the above requirements and arrangements for deducting wages do not apply.

（1） The residence must be a clean and independent unit, with a minimum net usable floor area of 3.4 square meters (approximately 36.6 square feet) per person. Employees must be provided with:

(a) Toilets, bathing and cooking equipment

(b) Electricity and water supply equipment (but regular expenses such as water, electricity, and coal are borne by employees at their own expense)

(c) Basic furniture, appliances, and items, including beds, blankets, pillows, electric fans, and refrigerators

（2） The bedroom must be separated from the lounge/living room

（3） Each bedroom shall not have more than six beds

Employers have the right to fill in multiple different work locations in the application form and submit them together.

According to Hong Kong's labor laws, all resignation or termination procedures must be carried out in accordance with the notice period specified in the contract.

We understand the importance of strategic workforce planning. According to the Enhanced Labour Supplementary scheme, the number of foreign workers your company can apply for depends on your current full-time local employee count. According to regulations, for every two full-time local employees you hire, you are entitled to apply for one foreign worker, establishing a 2:1 ratio.

Defining Full-Time Local Employees:

Local employees are those working over 35 hours per week in full-time employment. This policy aims to promote balanced workforce development, ensuring the responsible integration of foreign labor while enhancing overall business efficiency.

If you're interested in learning more about foreign worker application procedures and how to optimize your workforce management, our expert team is here to assist. Contact us today for comprehensive guidance.

We recognize that fair and compliant wages are crucial when hiring foreign workers under the Enhanced Labour Supplementary Scheme. According to current regulations, the wage offered to foreign employees must not be lower than the officially published median income.

Ensuring your wage policies meet these standards is essential for legal compliance and attracting quality talent.

If you need detailed information on minimum wage standards, regulatory requirements, or assistance in implementing compliant compensation strategies, our experienced team is here to help. Contact us today for the latest updates and professional guidance to optimize your workforce and stay compliant with labor laws.

When hiring foreign workers under the Enhanced Labour Supplementary Scheme, it's essential to understand and comply with key employment regulations:

Work Hours:

The maximum daily working time is capped at 12 hours. Employers must also provide at least one day off per week to safeguard the health and wellbeing of foreign employees.

Wage Payment:

Wages must be paid via bank transfer to ensure transparency and security. For foreign workers who do not yet have a bank account, cash payments can be temporarily accommodated, but online transfers are highly recommended for convenience and compliance.

Annual Leave:

Foreign workers are entitled to annual leave in accordance with local labor laws and regulations, ensuring they receive their rightful rest and vacation benefits.

If you require more detailed information or professional guidance on employment arrangements, our expert team specializing in foreign labor placement and support is ready to assist. Contact us today to ensure your employment practices are compliant and optimized under the Enhanced Labour Supplementary Scheme.

Understanding the recruitment and interview procedures for foreign workers is crucial to sourcing suitable and qualified candidates. Our streamlined process ensures efficiency and compliance, helping you find the best talent for your business:

1. Needs Assessment and Candidate Screening:

We begin by carefully analyzing your specific requirements and preferences. Our team shortlists qualified candidates and provides you with detailed resumes for initial review, ensuring only suitable applicants are considered to save time and improve hiring accuracy.

2. Interview Arrangement:

We coordinate and schedule interviews, offering options for virtual (video) or in-person interviews based on your convenience. This flexible approach ensures a smooth and efficient selection process.

3. Skills and Technical Evaluation:

For technical roles, we provide specialized testing sessions in professional environments to assess candidates’ practical skills and competencies. This allows you to verify their capabilities and select the most capable foreign workers that meet your exact needs.

Why Choose Our Recruitment Services?

Our expertise in foreign labor recruitment, combined with our comprehensive screening and assessment processes, helps you secure trustworthy, skilled, and compliant workers.

Get in touch with us today to learn more about our recruitment solutions and how we can support your business under the Enhanced Labour Supplementary Scheme. Let us simplify your hiring process and ensure you remain compliant while finding top talent.

Employers can submit applications for foreign workers in technician-level positions or below under the Enhanced Supplementary Labour Scheme. This scheme temporarily suspends the regulations related to 26 specific job categories and certain non-technical/low-skilled roles not covered by the Enhanced Supplementary Labour Scheme, for a period of two years.

Please note that the Enhanced Supplementary Labour Scheme does not accept applications for foreign workers from specific industries, including construction and transportation sectors. Additionally, industry-specific foreign worker programs, such as the Residential Care Worker Special Programme, are also excluded from this scheme.

For further consultation or to learn more about applying for foreign workers under the Enhanced Supplementary Labour Scheme, please contact our professional team.

We are dedicated to providing expert support and assistance.

To ensure a smooth application process under the Enhanced Labour Supplementary Scheme, please review the following eligibility criteria:

Applicant Qualifications:

Only employers legally operating in Hong Kong are eligible to apply. Depending on your business model, applications must be submitted in the form of sole proprietorship, partnership, limited company, or other legal entities.

Document Submission:

Applicants are required to submit copies of relevant registration documents for verification purposes. These documents help confirm the legality and operational status of your business.

Signature Requirements:

Application documents must be signed by the employer or their authorized representative. If signed by an authorized representative, a valid authorization letter must also be provided to prove their authority.

Please ensure all documentation is complete for efficient processing of your Enhanced Labour Supplementary Scheme application. If you have any questions or need assistance regarding applying for foreign workers under this scheme, our dedicated customer service team is always ready to help.

When applying for the Enhanced Labour Supplementary Scheme, does recruiting local employees impact the foreign worker quota?

For example, if an employer requires a quota for 5 foreign workers and manages to recruit 3 local workers during the local recruitment period, the remaining 2 foreign worker quotas can still be applied for under the scheme.

Maximize Your Foreign Worker Quota with Local Recruiting

Understanding how local hiring impacts foreign worker quotas is essential. The Enhanced Labour Supplementary Scheme allows employers to recruit local workers without affecting the remaining foreign worker quotas, enabling more flexible workforce planning in Hong Kong.

If you have questions about applying for foreign workers or optimizing your foreign labor quota under this scheme, contact our dedicated team for expert assistance.