Sick leave

Sick leave in Hong Kong entitles employees to four days of paid leave per year when they are unable to work due to illness or injury. This statutory entitlement applies to all employees who have completed a probationary period, typically three months, and have been employed for at least one month. The four days are calculated on a calendar-year basis and do not carry over to the following year if unused. Employees must provide medical certification to their employer when taking sick leave, particularly for absences exceeding two consecutive days or when the employer reasonably requests proof.

The Employment Ordinance (Chapter 57 of the Laws of Hong Kong) governs sick leave entitlements. Under this legislation, employers must pay employees their ordinary wages during approved sick leave periods. The ordinary wage is calculated based on the employee's average daily wage over the preceding twelve months or the period of employment if less than twelve months.

Employers may require employees to produce a medical certificate issued by a registered medical practitioner to substantiate sick leave claims. Failure to provide such certification when requested may result in the absence being treated as unauthorized leave, potentially leading to disciplinary action or wage deduction.

Payroll teams must track sick leave usage carefully to ensure compliance with the four-day annual limit and maintain accurate records of medical certificates. Employers should establish clear sick leave policies outlining notification procedures, certification requirements, and consequences for misuse. Proper documentation protects both the employer and employee and ensures statutory compliance under Hong Kong employment law.