Notice period

Hong Kong's statutory notice period requires employers and employees to provide 30 days' written notice before terminating an employment contract, as established under the Employment Ordinance (Cap. 57). This rule applies to all employees engaged under a continuous employment contract, regardless of salary level or job classification.

The notice period serves as a mandatory cooling-off mechanism, giving both parties reasonable time to prepare for the employment relationship's end. Either the employer or employee may initiate termination by providing written notice. If notice is not given, the terminating party must pay the other party wages in lieu of notice, calculated at the employee's ordinary rate of pay for the notice period.

The Employment Ordinance, administered by the Labour Department under Hong Kong's government, governs this requirement. The 30-day notice period has remained the statutory standard for many years and continues to apply to all employment contracts unless a longer notice period is specified in the employment agreement itself.

Employers and payroll teams must ensure that termination letters clearly state the notice period and its effective date. If an employee is dismissed without notice, the employer must calculate and pay wages in lieu covering the full 30-day period. Conversely, if an employee resigns without providing proper notice, the employer may deduct the equivalent wages from final settlement, subject to certain conditions. Employment contracts may stipulate longer notice periods, which would supersede the statutory minimum. Proper documentation of notice delivery is essential for compliance and dispute resolution.