Hong Kong's statutory minimum wage (SMW) is HKD 43 per hour, effective from 1 May 2025. Every employer in Hong Kong must pay at least this rate to eligible employees. Failure to comply is a criminal offence under the Minimum Wage Ordinance (Cap. 608).
This guide covers the current rate, who is covered, which workers are exempt, how to calculate minimum wage correctly for different pay structures, how it interacts with MPF contributions, and what enforcement looks like. For employer MPF obligations, see our MPF guide for employers. For the full set of statutory entitlements including leave, sick pay, and severance, see our employee compensation guide. For the full picture of Hong Kong employer tax and payroll obligations, see our Hong Kong corporate tax guide.
Highlights of this article
- The statutory minimum wage is HKD 43/hour from 1 May 2025, up from HKD 40/hour since May 2023.
- All employees in Hong Kong are covered except: student interns, work experience students on approved schemes, and live-in domestic workers.
- Employers must keep wage and working hour records for every employee earning below HKD 18,300/month.
- Tips, gratuities, and service charges paid by customers do not count toward the minimum wage calculation.
- The Minimum Wage Commission reviews the rate every 2 years. The next review is due by end of 2026.
- MPF contributions paid by the employer are not counted toward the minimum wage. They are a separate obligation on top of wages.
Current rate and history
| Effective date | Rate per hour |
|---|---|
| 1 May 2025 | HKD 43 |
| 1 May 2023 | HKD 40 |
| 1 May 2019 | HKD 37.5 |
| 1 May 2017 | HKD 34.5 |
| 1 May 2015 | HKD 32.5 |
| 1 May 2013 | HKD 30 |
| 1 May 2011 | HKD 28 (first SMW) |
The Minimum Wage Commission (MWC) reviews the rate every 2 years and recommends a rate to the Chief Executive in Council. Reviews consider CPI, economic conditions, and labour market data. Following the May 2025 increase, the next review will inform any 2027 change.
Who is covered
The Minimum Wage Ordinance covers all employees in Hong Kong: full-time, part-time, temporary, and casual. Employment type does not affect coverage. An employee working 3 hours per week is entitled to HKD 43 for each of those hours.
Covered categories include:
- Full-time and part-time employees
- Temporary, seasonal, and casual workers
- Probationary employees and trainees
- Apprentices registered under any ordinance
Exemptions
3 categories are exempt:
Student interns: full-time students placed in internships as part of an accredited programme are exempt during the internship period only. Once the internship ends or the student graduates, full coverage applies.
Work experience students: students on approved short-term work experience schemes embedded in accredited full-time education are exempt.
Live-in domestic workers: foreign domestic helpers residing in the employer's household are not covered by the Minimum Wage Ordinance. They fall under the Standard Employment Contract for Foreign Domestic Helpers, which sets its own Minimum Allowable Wage (MAW) separately.
How to calculate minimum wage
Hourly workers
Multiply total hours worked in the wage period by HKD 43. The result is the minimum payable for that period.
Example: 44 hours worked over a 2-week period. Minimum wage = 44 × HKD 43 = HKD 1,892.
Monthly-salary employees
Employers must verify the effective hourly rate does not fall below HKD 43. For employees earning HKD 18,300/month or above, detailed record-keeping is not required. They are assumed to be above the minimum. For employees below HKD 18,300/month, daily hours records are mandatory.
If total monthly salary divided by actual hours worked falls below HKD 43/hour, the employer must top up.
Piece-rate workers
Total earnings for the wage period divided by total hours worked must be at least HKD 43. If the piece-rate output earnings fall short, the employer must make up the shortfall.
Tips and service charges
Tips paid directly by customers to employees do not count toward minimum wage. The employer must pay at least HKD 43/hour regardless of tips received. Service charges collected and redistributed by the employer may count as wages only if genuinely and transparently paid to the employee.
Record-keeping obligations
For employees earning below HKD 18,300/month, employers must keep:
| Record | Retention period |
|---|---|
| Daily working hours (start, end, breaks) | 6 months after employment ends |
| Wage records per period (amount, dates) | 6 months after employment ends |
| Rest day records | 6 months after employment ends |
Records must be available for Labour Department inspection. Failure to maintain records is a separate criminal offence from underpayment.
Interaction with MPF
The employer's 5% MPF contribution is not wages. It cannot be applied toward the minimum wage floor. An employee earning HKD 43/hour must receive that full hourly rate, plus the employer's MPF contribution on top as a separate obligation.
For full MPF rates and deadlines, see our MPF payments guide.
Enforcement and penalties
The Labour Department enforces the Minimum Wage Ordinance. Officers can inspect premises, interview employees, and demand payroll records without advance notice.
| Offence | Maximum penalty |
|---|---|
| Paying below minimum wage | HKD 350,000 fine + 3 years imprisonment |
| Failure to keep required records | HKD 10,000 fine |
| Wilful non-payment after conviction | Enhanced sentencing |
Courts can order payment of full wage arrears in addition to any fine. The arrears obligation is independent of the criminal penalty.
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