Planning around statutory holidays is essential for businesses in Hong Kong to maintain compliance and minimize disruptions. In 2025, there are 14 statutory holidays, and failing to provide the correct entitlements can lead to legal risks and payroll complications. Whether you’re managing local employees or expanding your operations, understanding these holidays will help you stay compliant and optimize workforce planning.
Overview of the 2025 Calendar for Public Holidays in Hong Kong
Differences Between Statutory Holidays and General Public Holidays
In Hong Kong, there are two types of holidays you’ll hear about, statutory holidays and general public holidays. While both offer a break from work, they aren’t quite the same thing, and how they’re observed can vary depending on the industry. Statutory holidays are the legal minimum that must be given to employees, while general public holidays are typically observed in sectors like government offices or white-collar businesses. Let’s break down the key differences:
| Aspect | Statutory Holidays | General Public Holidays |
| Legal Basis | Mandated by the Employment Ordinance (Cap. 57) | Set by the government but not required for all businesses. |
| Number of Holidays | 13 days | 4 additional days on top of the statutory holidays (17 days total) |
| Who is Covered? | Most employees who are under the Employment Ordinance. | Government offices, banks, and many private sector businesses. |
| Paid Leave Requirement | Required for eligible employees (at least 3 months of service). | Paid leave depends on company policy. |
| Holiday Substitution | Cannot be substituted unless agreed upon. | Often shifted if it falls on a weekend (for Monday-Friday jobs). |
Industries that generally provide only statutory holidays include:
- Retail and food service
- Security and cleaning services
- Logistics and transportation
- Construction and manufacturing
- Domestic helpers
Whereas industries that typically observe all 17 public holidays (including the 4 additional public holidays) include:
- Banking and finance
- Government and public sector
- Legal and professional services
- Multinational corporations
- Schools and educational institutions
Industries that follow a Monday to Friday workweek typically align with international business norms, meaning public holidays are more commonly observed. For both employers and employees, understanding these differences is crucial as it helps ensure compliance with Hong Kong’s labor laws and sets clear expectations in the workplace.
Statutory Holidays in Hong Kong 2025
| Date | Holiday Name |
| January 1 | New Year’s Day |
| January 29 | Lunar New Year’s Day |
| January 30 | Second Day of Lunar New Year’s Day |
| January 31 | Third Day of Lunar New Year’s Day |
| April 4 | Ching Ming Festival |
| May 1 | Labour Day |
| May 5 | Buddha’s Birthday |
| May 31 | Tuen Ng Festival (Dragon Boat Festival) |
| July 1 | Hong Kong Special Administrative Region Establishment Day |
| October 1 | National Day |
| October 7 | The day following the Chinese Mid-Autumn Festival |
| October 29 | Chung Yeung Festival |
| December 21 | Chinese Winter Solstice |
| December 25 | Christmas Day |
| December 26 | The first weekday after Christmas Day |
Holiday Pay and Work Rules in Hong Kong
Do You Get Paid on Statutory Holidays in Hong Kong?
As an employer in Hong Kong, you are required to provide statutory holidays to your employees, and in most cases, they must be paid. Employers have the right to request employees to work on a statutory holiday if necessary. However, they must provide:
- A Replacement Holiday: If an employee is required to work on a statutory holiday, you must grant a substituted holiday within 60 days before or after the original holiday.
- Advance Notice: You must inform the employee of the substitution at least 48 hours in advance.
Simply offering additional pay instead of granting a replacement holiday is not allowed under Hong Kong labor laws.
Employees are entitled to paid statutory holidays if they have worked continuously for the same employer for at least three months before the holiday. Statutory holiday pay is calculated based on the employee’s average daily wages over the past 12 months, excluding:
- Unpaid leave
- Sick leave
- Maternity or paternity leave
- Any other unpaid absences
If the employee has worked for less than 12 months, the average daily wages are calculated based on the actual period of employment.
Key Considerations for Remote Employees and Statutory Holidays
No matter where you work, whether from home, a co-working space, or an office, statutory holiday entitlements in Hong Kong still apply. As long as you are covered by the Employment Ordinance and meet the eligibility criteria, such as being employed under a continuous contract, you are entitled to these holidays just like on-site employees.
- Location Matters: If a remote worker is employed under a Hong Kong employment contract, they are entitled to statutory holidays, even if they work outside Hong Kong. However, if they are hired under a foreign contract, different labor laws may apply.
- Same Entitlements as On-Site Employees: You cannot exclude remote employees from statutory holidays or employee benefits based on work location alone. They must receive paid holidays just like office-based staff.
- Payroll & Compliance Risks: Employers must ensure that holiday pay calculations for remote workers comply with the Employment Ordinance, including proper minimum wage averaging over the past 12 months.
As such, if your business employs remote workers under Hong Kong contracts, you must grant them statutory holidays and ensure compliance with payroll regulations to avoid legal risks.
Managing Holiday Policies with RecruitGo
Navigating statutory holiday entitlements and payroll in Hong Kong requires careful planning and compliance. RecruitGo provides an Employer of Record (EOR) service with the expertise and support needed to manage holiday policies efficiently while staying compliant with local labor laws.
- Seamless Compliance: We handle holiday pay calculations, payroll processing, and record-keeping, ensuring employees receive their entitlements while you meet legal requirements.
- Efficient Workforce Planning: Our team helps you optimize staffing during holiday periods, ensuring smooth operations and proper coverage.
- Expert HR Support: We provide guidance on labor laws, employee benefits, and best practices for holiday management, reducing risks and administrative burdens.
Need help managing holiday policies for your workforce? Our local experts will ensure seamless compliance with Hong Kong’s labor laws while handling payroll, scheduling, and HR support. Whether you’re navigating statutory holiday entitlements or workforce planning, we’ve got you covered.
Get in touch today to streamline your holiday management and keep your business running smoothly!
Frequently asked questions
No, in Hong Kong, employers cannot replace a statutory holiday with payment unless the employee agrees to it after being employed for at least three months. If agreed, they must be paid at least their daily wage. Otherwise, the employer must grant a day off as required by law.
Yes, part-time employees in Hong Kong are entitled to statutory holidays if they have been employed for at least three months under a continuous contract. They must be paid their average daily wage for the holiday. The entitlement is the same as for full-time employees.
Yes, foreign employees in Hong Kong are entitled to statutory holidays if they have been employed under a continuous contract for at least 3 months. They must receive the same statutory holiday benefits as local employees. Payment for the holiday is required if they work on that day.
Yes, employers in Hong Kong can set a company-wide policy on holiday substitutions, but it must comply with the Employment Ordinance. Any substitution requires the employee’s agreement. The substituted day off should be granted within 60 days of the statutory holiday.
