Salary, Leave, Long Service Payment, MPF, Residency, and Legal Responsibilities
Hong Kong employs more than 400,000 foreign domestic helpers (FDHs), primarily from the Philippines and Indonesia. If you are hiring or renewing a domestic helper in Hong Kong, it is essential to understand your legal obligations under the Employment Ordinance, Immigration regulations, and the Standard Employment Contract.
This 2026 employer guide explains the key compliance requirements, including minimum salary, food allowance, annual leave, long service payment (LSP), MPF rules, residency restrictions, insurance, airfare obligations, and accommodation standards.
Minimum Salary (From 30 September 2025)
For contracts signed on or after 30 September 2025, the Hong Kong Government has set the Minimum Allowable Wage (MAW): HK$5,100 per month
It is illegal to pay below this amount. The MAW applies to all new and renewed contracts.
Food Allowance or Provision of Food
Employers must either:
Provide free food; OR
Pay a food allowance of not less than HK$1,236 per month
The food allowance is separate from salary and cannot be offset against wages.
MPF – Is It Payable for Domestic Helpers?
In normal circumstances, MPF is NOT payable for foreign domestic helpers.
FDHs are exempt from Mandatory Provident Fund contributions because they are admitted under a specific immigration scheme and are required to leave Hong Kong at the end of their contract unless a new visa is approved.
Therefore:
Employers do not contribute MPF
Helpers do not contribute MPF
MPF would only apply in rare situations where a helper changes immigration status and becomes a Hong Kong permanent resident employed under a local employment contract.
Can a Domestic Helper Become a Hong Kong Permanent Resident?
Under current Hong Kong law, foreign domestic helpers cannot obtain permanent residency based on years worked as a domestic helper.
Even if a helper:
Has worked 15 or 20+ years
Has completed multiple contracts
Has lived in Hong Kong continuously
Their time under the FDH visa does not count toward the 7 years of “ordinary residence” required for permanent residency.
Permanent residency would only be possible if the helper changed to a different immigration category and then completed 7 years of ordinary residence under that new visa category. This is uncommon.
Maximum Age of Domestic Helpers
There is no statutory retirement age under Hong Kong labour law.
However:
Minimum age: 24
First-time applicants are generally expected to be under 60
Renewals beyond age 60 are subject to Immigration approval
There is no automatic retirement requirement.
Annual Leave Entitlement
Domestic helpers are entitled to:
One rest day per week
14 statutory holidays per year
Paid annual leave
Annual Leave Accrual
| Years of Service | Paid Annual Leave | 1–2 years | 7 days | 3 years | 8 days | 4 years | 9 days | 5 years | 10 days | 6 years | 11 days | 7 years | 12 days | 8 years | 13 days | 9+ years | 14 days (maximum)
The maximum annual leave entitlement is 14 days per year. Leave should generally be taken within 12 months of becoming due.
Long Service Payment (LSP)
A domestic helper qualifies for Long Service Payment after 5 years of continuous service if employment ends due to:
Employer termination (not summary dismissal)
Non-renewal
Retirement (age 65+)
Ill health
Death
Voluntary resignation after 5 years
Severance pay applies instead if termination is due to redundancy after at least 24 months of service. A helper cannot receive both LSP and severance pay for the same period of service.
Long Service Payment Calculation
The formula is:
Last full month’s wages × 2/3 × number of years of service
For calculation purposes, wages are capped at:
HK$22,500 per month
This wage cap is highly unlikely to apply to domestic helpers, whose salaries are typically close to the MAW.
Working Example – 15 Years at HK$5,100 (Current MAW)
This article is provided for general informational purposes only and does not constitute legal or professional advice. Employment and immigration laws may change, and individual circumstances vary. Employers should seek independent professional advice to confirm their obligations before making employment or contractual decisions
Salary, Leave, Long Service Payment, MPF, Residency, and Legal Responsibilities
Hong Kong employs more than 400,000 foreign domestic helpers (FDHs), primarily from the Philippines and Indonesia. If you are hiring or renewing a domestic helper in Hong Kong, it is essential to understand your legal obligations under the Employment Ordinance, Immigration regulations, and the Standard Employment Contract.
This 2026 employer guide explains the key compliance requirements, including minimum salary, food allowance, annual leave, long service payment (LSP), MPF rules, residency restrictions, insurance, airfare obligations, and accommodation standards.
Minimum Salary (From 30 September 2025)
For contracts signed on or after 30 September 2025, the Hong Kong Government has set the Minimum Allowable Wage (MAW): HK$5,100 per month
It is illegal to pay below this amount. The MAW applies to all new and renewed contracts.
Food Allowance or Provision of Food
Employers must either:
Provide free food; OR
Pay a food allowance of not less than HK$1,236 per month
The food allowance is separate from salary and cannot be offset against wages.
MPF – Is It Payable for Domestic Helpers?
In normal circumstances, MPF is NOT payable for foreign domestic helpers.
FDHs are exempt from Mandatory Provident Fund contributions because they are admitted under a specific immigration scheme and are required to leave Hong Kong at the end of their contract unless a new visa is approved.
Therefore:
Employers do not contribute MPF
Helpers do not contribute MPF
MPF would only apply in rare situations where a helper changes immigration status and becomes a Hong Kong permanent resident employed under a local employment contract.
Can a Domestic Helper Become a Hong Kong Permanent Resident?
Under current Hong Kong law, foreign domestic helpers cannot obtain permanent residency based on years worked as a domestic helper.
Even if a helper:
Has worked 15 or 20+ years
Has completed multiple contracts
Has lived in Hong Kong continuously
Their time under the FDH visa does not count toward the 7 years of “ordinary residence” required for permanent residency.
Permanent residency would only be possible if the helper changed to a different immigration category and then completed 7 years of ordinary residence under that new visa category. This is uncommon.
Maximum Age of Domestic Helpers
There is no statutory retirement age under Hong Kong labour law.
However:
Minimum age: 24
First-time applicants are generally expected to be under 60
Renewals beyond age 60 are subject to Immigration approval
There is no automatic retirement requirement.
Annual Leave Entitlement
Domestic helpers are entitled to:
One rest day per week
14 statutory holidays per year
Paid annual leave
Annual Leave Accrual
| Years of Service | Paid Annual Leave | 1–2 years | 7 days | 3 years | 8 days | 4 years | 9 days | 5 years | 10 days | 6 years | 11 days | 7 years | 12 days | 8 years | 13 days | 9+ years | 14 days (maximum)
The maximum annual leave entitlement is 14 days per year. Leave should generally be taken within 12 months of becoming due.
Long Service Payment (LSP)
A domestic helper qualifies for Long Service Payment after 5 years of continuous service if employment ends due to:
Employer termination (not summary dismissal)
Non-renewal
Retirement (age 65+)
Ill health
Death
Voluntary resignation after 5 years
Severance pay applies instead if termination is due to redundancy after at least 24 months of service. A helper cannot receive both LSP and severance pay for the same period of service.
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Long Service Payment Calculation
The formula is:
Last full month’s wages × 2/3 × number of years of service
For calculation purposes, wages are capped at:
HK$22,500 per month
This wage cap is highly unlikely to apply to domestic helpers, whose salaries are typically close to the MAW.
Working Example – 15 Years at HK$5,100 (Current MAW)
This article is provided for general informational purposes only and does not constitute legal or professional advice. Employment and immigration laws may change, and individual circumstances vary. Employers should seek independent professional advice to confirm their obligations before making employment or contractual decisions
