General Employment Policy (“GEP”)
Unless explicitly stated otherwise, the references to the employment (or work) visa application in this document pertain to visa applications for professional employment under the General Employment Policy and the Admission Scheme for Mainland Talents and Professionals.
Generally, individuals lacking the right of abode or right to land in Hong Kong must secure a visa permit to work in the region. Those wishing to engage in short-term or long-term employment (paid or unpaid) in Hong Kong must obtain an employment visa/permit from the Hong Kong Immigration Department prior to commencing employment.
Through the General Employment Policy (“GEP”) and the Admission Scheme for Mainland Talents and Professionals (“ASMTP”), individuals, both foreigners and Chinese residents from Mainland China, possessing unique skills, knowledge, or experience deemed valuable and not readily accessible in Hong Kong, can apply to work as professionals.
The GEP does not apply to Chinese residents of Mainland China; instead, they can seek employment in Hong Kong under the dedicated Admission Scheme for Mainland Talents and Professionals (“ASMTP”).
Alternatively, foreigners aiming to establish or join a business and subsequently engage in employment sponsored by their own business in Hong Kong can apply for a work visa/permit under the Investment as Entrepreneurs scheme under GEP. Detailed information can be found in our Hong Kong Investment as Entrepreneurs Work Visa Procedures and Fees.
Both the GEP and ASMTP work visas are quota-free and not restricted to specific sectors. All professionals meeting the eligibility criteria outlined in Section 2 of this document can apply for an employment visa in Hong Kong.
Applicants admitted to Hong Kong for employment under the aforementioned visa schemes may also apply for a dependent visa for their spouse or unmarried dependent child(ren) under the age of 18. It is important to note that work visa holders may apply for the right of abode in Hong Kong in accordance with the law if they have continuously resided in Hong Kong for a period of not less than seven (7) years.
General Employment Policy (GEP)
Hong Kong Work Visa Application Fees
Our charge for managing the standard employment visa application for foreign individuals seeking to work in Hong Kong is HKD9,980. An additional fee of HKD4,990 is applicable for each dependent visa. For corporate pricing inquiries, please reach out to Countrywide Visas and Immigration team at email@example.com.
Specifically, our fees encompass the following services:
1. Continuous guidance throughout the work visa application process in Hong Kong.
2. Assistance in preparing the necessary documentation.
3. Review of application documents submitted by the applicant(s) and the employing company.
4. Preparation of authorization letter(s) and application form(s).
5. Submission of the application to the Hong Kong Immigration Department.
6. Coordination with the Hong Kong Immigration Department regarding the application.
7. Regular updates on the application status provided to the client.
8. Facilitation of fee payments and retrieval of the approved work visa.
9. Dispatch of the work visa to the client’s designated address.
10. Support and advice in the application process for Hong Kong ID cards.
Requirements for Eligibility
To be eligible for an employment visa, applicants must satisfy the following criteria:
1. The applicant should have a clean record without any criminal history or security objections.
2. A strong educational background is essential. Typically, applicants are encouraged to hold at least an undergraduate degree in the relevant field. However, in the absence of such a degree, the submission of documentary evidence demonstrating commendable technical qualifications, relevant professional skills, achievements, and experience may be considered.
3. There must be a legitimate job vacancy within the employing company.
4. The applicant should have received a confirmed employment offer, and the offered position should align with their academic qualifications and/or work experience. The job should not be easily filled by the local workforce.
5. The remuneration package, encompassing salary, accommodation, medical benefits, and other perks, should meet the prevailing market standards in Hong Kong.
It’s important to note that the eligibility criteria mentioned above are subject to change by the Immigration Department without prior notice. For the latest information, please consult with CountrywideVisas and Immigration team.
Payment Terms and Methods
CountrywideVisas accepts payment in Hong Kong Dollars via check, cash, or TT (Telegraphic Transfer), as well as credit card payments through PayPal. Please note that if payment is made through PayPal, an additional 5% service fee will be applied. Upon receiving your order, we will generate an invoice for your settlement. In accordance with the nature of our services, full payment must be made in advance, and no refunds can be processed once services have been provided.
For those requiring an official tax invoice in China or Taiwan, Value-Added Tax or Business Tax will be charged at the prevailing rate in the respective jurisdiction.
Procedures and Schedule:
Typically, the processing duration for a work visa application is approximately 4-8 weeks following the submission of a comprehensive application package to the Hong Kong Immigration Department. The department will scrutinize the provided information and may request additional supporting documents, potentially extending the processing time.
If the application receives approval, the Hong Kong Immigration Department will issue an Entry Permit. The applicant or an authorized representative must personally collect this permit from the immigration office. In the event of a work visa application rejection, an appeal can be lodged with the Department.
Upon obtaining the Entry Permit, the applicant can travel to Hong Kong, presenting the original Entry Permit to commence the intended employment. For Permit Holders allowed to stay in Hong Kong for over 180 days, it is mandatory to register for a Hong Kong identity card (HKID) within 30 days of arrival.
Procedures and Schedule:
To facilitate the processing of the Hong Kong employment visa application, the applicant must furnish the following documents and information:
1. Business registration certificate of the employing company.
2. Comprehensive details of the authorized person of the employing company.
3. Copy of the employment contract or letter of appointment, encompassing details such as the position, salary, and additional fringe benefits.
4. A letter providing a thorough job description.
5. Certificates of academic and professional qualifications for the applicant, along with proof of previous employment.
6. An explanatory letter outlining the reasons why the position to be undertaken by the applicant cannot be filled locally.
All submitted documents must be in English or Chinese, or translated into English or Chinese by a certified translation body.
For a comprehensive checklist of the necessary supporting documents, please consult our “Documents Checklist for Hong Kong Work Visa Application” or request it from CountrywideVisas and Immigration team at firstname.lastname@example.org. It is important to note that the Hong Kong Immigration Department retains the right to request additional documents from the applicant or the employing company as and when deemed necessary
Work Visa Validity:
FAQs about Quality Migrant Admission Scheme
A: The policy mandates fair hiring practices, emphasizing equal opportunities for all candidates, fostering a diverse and inclusive workplace.
A: While some jurisdictions allow termination without cause, it’s crucial to align such actions with the General Employment Policy, ensuring fairness and adherence to legal requirements.
A: Employees are encouraged to follow the grievance redressal process outlined in the General Employment Policy, providing a platform to address concerns and seek resolution.
A: Regular reviews, at least annually, are advisable to ensure the policy aligns with evolving legal standards and reflects the current state of the organization.
A: Yes, the policy should encompass clear guidelines for remote work, addressing expectations, communication protocols, and cybersecurity measures.