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Boots On the Ground in 48 hours: How EOR Helps You Hire Without a Local Entity in Hong Kong

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Boots On the Ground in 48 hours: How EOR Helps You Hire Without a Local Entity in Hong Kong

EOR Helps You Hire Without a Local Entity in Hong Kong

Looking to expand into Hong Kong’s fast-paced market without the long lead time?
As a global financial hub with high English proficiency and a strategic location in Asia, Hong Kong is a magnet for international businesses. But setting up a local entity and navigating employment regulations can be time-consuming and complex—especially for companies unfamiliar with the region.

That’s where an Employer of Record in Hong Kong becomes your growth partner. By legally employing talent on your behalf, EORs enable rapid recruitment in Hong Kong, handling everything from compliant contracts to local payroll services. For example, employers are only required to contribute 5% to the Mandatory Provident Fund (MPF)—making payroll services hong kong relatively straightforward.

In a competitive talent market where top candidates expect generous compensation and smooth onboarding, partnering with an EOR ensures you can hire quickly, compliantly, and confidently—without establishing a legal entity. This infographic breaks down how EOR solutions accelerate your hiring strategy and simplify cross-border expansion into Hong Kong.

How EOR Helps You Hire without a local entity in Hong Kong

Want to Build Your Dream Team in Hong Kong?

Let our EOR experts help you hire top-tier talent without setting up a local entity.

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A Guide to Attaining Work Visas in Japan: Eligibility, Essentials and Key Insights

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A Guide to Attaining Work Visas in Japan: Eligibility, Essentials and Key Insights

blog- A Guide to Attaining Work Visas in Japan

Japan is an attractive destination for international talent, known for its advanced economy, cutting-edge industries, and unique cultural appeal. However, working in Japan as a foreign national is not possible without complying with the country’s strict immigration and labour regulations. A valid work permit and visa are required by law before engaging in any paid employment.

This guide provides a comprehensive overview of Japan’s work permit requirements, including visa categories, eligibility criteria, application processes, compliance obligations, and how employers can navigate these regulations efficiently.

Table Of Content

Why Japan Require Work Permits?

Japan’s approach to immigration is rooted in its economic priorities and demographic landscape. The requirement for work permits exists primarily to protect employment opportunities for Japanese citizens. By mandating foreign nationals to obtain specific work authorisations, the government ensures that only sectors facing genuine skill shortages open up to foreign expertise.

Moreover, Japan faces a significant demographic challenge—an ageing population coupled with a shrinking workforce. In response, the work permit system is pivotal in attracting skilled foreign workers in industries such as healthcare, IT, and engineering. This approach not only addresses labour shortages but also contributes to the country’s economic resilience and innovation efforts.

The permit system also serves as a mechanism to uphold labour standards. It ensures that foreign employees receive fair treatment, including equitable wages, safe working conditions, and access to social benefits, in line with Japanese labour laws. In doing so, it aims to prevent exploitation and maintain the workforce’s integrity.

Who requires a Work Permit or Visa to Work in Japan?

All foreign nationals who are not Japanese citizens or do not hold special residency status are required to obtain a work permit. The following individuals are exempt:

  • Japanese citizens (including those residing abroad)
  • Permanent residents
  • Long-term residents
  • Spouses or children of Japanese nationals or permanent residents

All other individuals must undergo a formal work visa application process supported by a Japanese sponsor (typically the employer).

What are the main types of work visas in Japan?

Japan offers a variety of long-term visa options depending on the nature of employment:

1. Work Visa

This is the most common type of employment across various sectors. The visa duration and conditions depend on the job category.

2. Specified Skills Visa (SSV1 and SSV2)

  • SSV1 is designed for foreign workers in sectors with significant labour shortages, such as nursing, agriculture, and shipbuilding. It is valid for up to five years.

  • SSV2 allows indefinite renewal and family accompaniment, granted to individuals with advanced expertise.

3. Highly Skilled Professional Visa

Issued to candidates with exceptional academic or professional backgrounds, offering a five-year residency and fast-track pathways to permanent residency.

4. Intra-Company Transferee Visa

Granted to employees being relocated from a foreign branch to the Japanese arm of their organisation.

5. Start-up Visa

Encourages entrepreneurial activity and innovation by allowing individuals to launch their business ventures in Japan.

6. General and Specified Visas

These include visas for cultural activities, internships, or research engagements.

What is the Certificate of Eligibility (CoE) and why is it required?

The Certificate of Eligibility (CoE) is a prerequisite document issued by Japan’s Immigration Services Agency. It confirms that the applicant meets the legal conditions for entry and residence based on employment, family ties, or other valid grounds.

The employer (or sponsor) must apply for the CoE on the applicant’s behalf. Once approved—usually within three months—the document must be presented during the visa application process at the relevant Japanese embassy or consulate abroad.

What are the Work Permit Requirements in Japan?

To obtain a work permit in Japan, the first prerequisite is a Certificate of Eligibility (COE). Employers typically apply for the COE on behalf of their hires through the regional immigration bureau.

General Requirements:

  • A valid passport

  • A formal job offer from a Japanese organisation

  • Completed visa application form

  • Recent passport-sized photograph (taken within the last six months)

Depending on the visa type, additional documents, such as skills assessment results or Japanese language proficiency scores, may be required.

How does the Work Visa Application Process Work in Japan?

To obtain a work permit in Japan, the first prerequisite is a Certificate of Eligibility (COE). Employers typically apply for the COE on behalf of their hires through the regional immigration bureau.

The process to secure a work permit in Japan involves the following steps:

  1. Securing a Job Offer: The foreign applicant must first receive an offer of employment from a Japanese employer.

  2. COE Application by Employer: The employer submits a COE application to the local immigration office on the employee’s behalf. This process can take up to three months.

  3. Visa Application: Once the COE is granted (valid for three months), the employee must apply for a work visa at a Japanese consulate or embassy in their home country.

  4. Supporting Documents: These include:
  • Letter of Guarantee

  • Official Invitation Letter

  • Itinerary and purpose of visit

  • List of visa applicants (if applicable)

  • Company profile and contact information

For the Specified Skilled Worker visa, applicants must submit a skill evaluation scoring 70 points or more.

What are the Japan Work Visa Requirements for Employees and Employers?

A. Japan Work Visa Requirements for Employees:

  • A valid passport
  • A completed visa application form
  • Recent passport-sized photographs
  • Certificate of Eligibility (CoE)
  • Proof of job offer and employment contract
  • Relevant academic or professional credentials
  • A points-based assessment (for certain skilled categories).

B. Japan Work Visa Requirements for Employers:

  • Letter of guarantee
  • Official invitation letter
  • Business registration documents
  • Visa applicant list and job descriptions
  • Detailed itinerary for the employee’s stay in Japan

Employers must be diligent in preparing these documents and ensuring accuracy to avoid delays or rejections.

Read our guide : Minimum Wage Trends in 2025 : A Comprehensive Global Overview

What are the work permit fees in Japan?

Visa application fees depend on the type of entry and the applicant’s nationality. The current fee structure is

  • Single-entry visa: ¥3,000 (approx. USD 30)

  • Multiple-entry visa: ¥6,000 (approx. USD 60)

These fees are non-refundable and must be paid at the time of visa application.

Conclusion

Attaining a work visa in Japan requires thorough preparation, accurate documentation, and a solid understanding of immigration procedures. From the initial Certificate of Eligibility to selecting the correct visa type and ensuring employer compliance, each step demands careful attention to detail.

For employers, non-compliance can result in significant legal and financial consequences. For professionals, delays or errors in the visa process can disrupt relocation plans and employment timelines. That’s why engaging with a trusted partner who understands Japan’s regulatory environment is not just helpful—it’s essential.

At Galaxy Group, we simplify international hiring and workforce mobility. With deep expertise across Asia and a robust presence in Japan, we provide end-to-end support for work permits, compliance, and onboarding—so you can focus on growing your business or career without barriers.

Disclaimer: This blog is for informational purposes only and does not constitute any legal advice.

Secure Your Japan Work Visa Seamlessly

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FAQ’S

How long does it take to obtain a Japanese work visa?

The time taken to process a Japanese work visa typically ranges between 5 and 10 working days, though this may vary depending on the consulate or embassy where the application is submitted.

However, prior to the visa application, the Certificate of Eligibility (CoE) must be issued by the Immigration Services Agency in Japan—a process which can take up to three months to complete.

Yes. In April 2024, Japan introduced a Digital Nomad Visa for remote workers. Eligible individuals must earn at least ¥10 million (approx. USD 65,000) annually and may reside in Japan for up to six months. This visa is not renewable immediately and requires applicants to wait six months before reapplying.

It offers remote professionals a unique opportunity to live and work in Japan without engaging in local employment.

Upon arrival in Japan, immigration authorities will issue a Landing Permit at the port of entry. This permit effectively replaces the visa and serves as official authorisation to enter and begin residing in Japan.

No. All non-residents must hold a valid work visa. Working on a tourist visa is illegal and may result in fines, deportation, or a ban on re-entry.

If you enter the country via major airports such as Narita, Haneda, Kansai, or Chubu, you will typically be issued your Residence Card immediately upon arrival, alongside the Landing Permit.

However, those entering through other ports of entry must visit the municipal office in their local area to apply for a Residence Card.

Additionally, within 14 days of establishing your residence, you are required to register your address at the local ward or municipal office. Your address will then be printed on your Residence Card.

A Re-Entry Permit is necessary if you intend to leave Japan for a period exceeding one year. For shorter absences, a Special Re-Entry Permit can be obtained at the airport prior to departure, allowing re-entry within a one-year period without the need for additional documentation.

Yes. By using an Employer of Record (EOR) like Galaxy Group, your business can hire talent compliantly without needing to establish a legal entity.

An Employer’s Guide to Work Permits in Hong Kong in 2025

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An Employer's Guide to Work Permits in Hong Kong in 2025

An Employer's Guide to Work Permits in Hong Kong in 2025

Hong Kong presents a compelling proposition for companies seeking a strategic base in the Asia-Pacific region. As a leading global financial centre, it offers unparalleled access to half of the world’s population within a five-hour flight radius. Coupled with a low and straightforward tax regime, world-class infrastructure, and a highly skilled workforce, Hong Kong consistently ranks among the most business-friendly jurisdictions worldwide.

For organisations looking to address specialised talent requirements, the recruitment of non-local professionals is often essential. In such cases, a clear understanding of Hong Kong work permit system is critical to ensuring regulatory compliance and facilitating a smooth onboarding process.

This article offers a comprehensive overview of the work permit in Hong Kong, specifically tailored for employers engaged in international hiring.

Do you want to check if you’re eligible for a Hong Kong work permit? Click here to find out.

Table Of Content

Who Requires A Work Permit In Hong Kong?

Foreign nationals who do not hold the right of abode or right to land in the Hong Kong Special Administrative Region (HKSAR) must obtain an employment visa prior to taking up any work or professional role. This excludes individuals holding a Hong Kong Permanent Identity Card, which confers the right to live and work without restriction.

Types Of Work Permits In Hong Kong:

Work permits in Hong Kong fall under a number of schemes, which vary based on an individual’s nationality, qualifications, and purpose of stay. These are broadly classified as employer-sponsored or non-sponsored.

Employer-Sponsored Permits:

  • General Employment Policy (GEP)

  • Admission Scheme for Mainland Talents and Professionals (ASMTP)

  • Immigration Arrangements for Non-local Graduates (IANG)

  • Technology Talent Admission Scheme (TechTAS)

  • Training Visa

  • Working Holiday Scheme (subject to specific country agreements)

  • Supplementary Labour Scheme (SLS)

Non-Sponsored Schemes:

  • Quality Migrant Admission Scheme (QMAS)

  • Dependent Visas for accompanying family members

  • Post-study visas for eligible graduates

Please explore Galaxy Group detailed article on Work Permits in Thailand : What Employers Should Know?

What are the Key Considerations For International Hiring In Hong Kong?

Before initiating an international hire, companies must ensure that the role justifiably requires a foreign professional. The Immigration Department places significant weight on the availability of local talent for the role in question.

Employers should:

  • Verify the alignment between the job description and the eligibility criteria of the relevant work permit scheme.

  • Understand the duration, renewal process, and dependencies associated with the visa.

  • Structure employment contracts appropriately and retain relevant proof of recruitment efforts.

  • Anticipate possible legal risks in the event of non-compliance or rejection.

Failing to approach these steps with due care can result in business disruptions and reputational damage.

General Guidelines For Work Permits in Hong Kong

Work permits in Hong Kong are granted based on an assessment of both employer and candidate credibility, as well as economic need.

Key points include:

  • Labour Market Testing: The role must be demonstrably difficult to fill locally.

  • Processing Time: Typically 4–6 weeks, though delays are common during peak periods (June–August).

  • Discretionary Decisions: Approval lies entirely at the discretion of the Immigration Department.

  • Eligibility Requirements: Applicants must have valid travel documents, no criminal record, and sufficient means of support.

  • Document Requirements: A signed employment contract and genuine job offer are essential.

  • Credibility Standards: Both applicant and employer must have a legitimate professional background.

  • Visa Duration: Permits are usually issued for one to two years and may be renewed.

  • Dependent Applications: Spouses and children can apply for dependent visas under most schemes.

  • Permanent Residency: After seven years of continuous legal stay, individuals may apply for permanent resident status.

  • Change of Employment: A new visa application is required if the individual changes employers.

What is the Application Process For Schemes Requiring Employer Sponsorship?

The application process for schemes requiring employer sponsorship varies from scheme to scheme. However, the following are the basic steps that one follows for an online application in every case:

Step 1: Completion of Forms

Both the candidate and employer must complete the appropriate application forms. For example, under the GEP scheme, Form ID 990A (applicant) and ID 990B (employer) must be submitted.

Step 2: Collation of Documents

  • Candidate’s documents: Passport copy, academic qualifications, recent photo, proof of prior employment, etc.

  • Employer’s documents: Business registration certificate, employment contract, company financials, organisational structure, and operational plan.

Step 3: Online Submission

Applications are submitted electronically via Hong Kong’s government portal:
Online Application for Entry for Employment as Professionals in Hong Kong

Step 4: Review and Assessment

The Immigration Department reviews each case individually, assessing the employer’s business viability and the candidate’s suitability for the role.

Step 5: Visa Issuance

Upon successful review, an electronic visa (e-visa) is issued. This must be presented at immigration upon arrival in Hong Kong.

What are the Common Challenges Faced by Employers during the Visa Process?

Employers may encounter several obstacles during the visa process in Hong Kong:

  • Incomplete Applications: Missing or inaccurate documents frequently cause delays.

  • Lack of Supporting Evidence: Insufficient justification for hiring a foreign professional may lead to rejection.

  • Policy Volatility: Changes to immigration policy or eligibility criteria can impact ongoing or planned applications.

How to Mitigate the Challenges Faced by Employers During the Visa Process?

To minimise delays and improve success rates, employers should:

  • Review all documents meticulously before submission.

  • Provide a comprehensive job description and evidence of local recruitment efforts.

  • Stay updated on policy changes through government notices or legal advisers

     

Consider Engaging an EOR solutions in Hong Kong

Partnering with a professional Employer of Record (EOR) in Hong Kong, such as Galaxy Group, can be highly beneficial. EORs support businesses by:

  • Managing the end-to-end work permit application process

  • Ensuring full compliance with Hong Kong’s labour laws

  • Overseeing payroll and employee benefits

  • Supporting seamless onboarding without requiring a local entity

This allows businesses to focus on strategic priorities while ensuring smooth international hiring.

Conclusion

Recruiting international professionals in Hong Kong is an opportunity that must be approached with diligence. By understanding the visa framework, structuring thorough applications, and working with experienced partners like Galaxy Group, employers can confidently manage foreign talent acquisition.

With the right support, international hiring becomes not only possible but a competitive advantage in one of Asia’s most dynamic markets.

Simplify Work Permits with Expert Support

Choose Hong Kong work permits with our EOR service. From applications to compliance, we handle it all—letting you focus on business growth.

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FAQ’S

What is a Work Permit in Hong Kong?

A work permit is an official authorization granted by the Hong Kong government to a foreign national allowing him / her to legally work in Hong Kong under specific employment terms.

Any person other than permanent residents who have the right of abode or right to land in the Hong Kong Special Administrative Region (HKSAR), must obtain a visa before coming to Hong Kong for the purposes of study, employment, training, investment, or residence.

There are various work permits the Hong Kong government allows for. The most common among them include the General Employment Policy (GEP), the Admission Scheme for Mainland Talents And Professionals (ASMTP) and the Technology Talent Admission Scheme (TechTAS)

The Employers are required to furnish documents like a detailed job description, proof of recruitment efforts made to employ local residents, business registration certificate, etc.

Applications typically take 4-6 weeks to process after all required documents are received, however the same varies from case to case. A longer processing time may be required during the summer rush period between June and August.  

What is Global EOR? Definition & Uses

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What Is Global EOR? Definition & Uses

What is Global EOR: Definition & Uses banner.

Expanding into new countries is exciting—but it can be complicated. Every market has its own employment laws, taxes, and HR requirements. That’s where Employer of Record (EOR) services help.

A Global EOR becomes your local partner, officially employing your team so you don’t need to set up a legal entity. They handle payroll, benefits, tax compliance, and contracts, making international hiring quick and worry-free.

For example, working with an Employer of Record in Hong Kong ensures you follow local laws while easily hiring local talent.

Beyond legal compliance, Employer of Record services help you offer locally competitive benefits like health insurance and paid leave. They also bring local expertise—understanding culture and labor markets—to help you build trust and avoid surprises.

In short, partnering with a global Employer of Record makes expanding your team worldwide simple, compliant, and stress-free.

Table Of Content

What is EOR ?

An Employer of Record (EOR) is a company that helps you hire people in other countries without the hassle of setting up your own local branch. Your employee still works for you day-to-day, but the EOR takes care of all the legal stuff—like contracts, payroll, taxes, and making sure everything follows local laws. It’s a simple way to grow your team internationally without all the red tape.

Why companies choose a Global EOR:

Handles local laws for you

  • Employment rules vary from country to country. A global Employer of Record ensures your contracts meet local legal requirements and keeps you compliant.

  • They manage taxes and benefits correctly, reducing your risk of fines or legal trouble.

  • For example, an Employer of Record in Hong Kong understands the local regulations, making hiring there smooth and worry-free.

Saves time and money

  • Setting up your own local office can be expensive and slow. Employer of Record services let you hire quickly without the need to create a new legal entity.

  • They take care of the legal and admin work, freeing up your team to focus on growth.

  • With EOR services, you avoid unnecessary costs and get to market faster.

Supports your employees well

  • Good Employer of Record services help you offer competitive, locally appropriate benefits like health insurance, retirement plans, and paid leave.

  • They provide a smooth, professional onboarding experience so new hires feel welcomed and supported.

  • Plus, they understand local cultures and expectations, helping you build trust with your team around the world.

Helps you grow flexibly

  • Test new markets without committing to long-term costs or complex setups.

  • Scale your team up or down quickly as your business needs change.

  • With a global Employer of Record, you can hire the best talent anywhere while reducing admin headaches and staying fully compliant.

‍How to apply EOR ?

Global EORs find applications in various scenarios, including project-based hiring, market testing, and rapid international expansion. They mitigate legal and administrative risks, ensuring compliance with local labor laws and minimizing potential liabilities.

  • Project-Based Hiring
    Need local talent for a specific project or busy season? EOR services make it easy to bring people on board without setting up a local company. It’s a flexible, cost-effective way to get the right expertise exactly when and where you need it, while staying fully compliant.
  • Market Testing
    Thinking about entering a new market but not ready to go all in? A Global Employer of Record lets you hire local employees with minimal risk. By having people on the ground, you can learn about customer needs, competition, and cultural differences before committing to a full-scale launch. Employer of Record services make this process smooth and low-risk.
  • Rapid Expansion
    If you’re looking to grow internationally fast, an Employer of Record can help you quickly build teams in new countries without months of paperwork. They handle contracts, payroll, and compliance so you can stay focused on your strategy and start serving new customers sooner. EOR services make global hiring faster and easier.
  • Compliance Management
    Every country has its own labor laws, and keeping up can be tricky. An Employer of Record ensures your contracts, taxes, and benefits meet local requirements, protecting you from fines or legal trouble and giving your employees a reliable, professional experience.
  • Cost and Time Savings
    Setting up and running a foreign subsidiary is expensive and time-consuming. Employer of Record services help you skip all that. By cutting down on admin work and legal costs, they free up your team to focus on what really matters—growing your business.

‍What are benefits of EOR ?

Here are some of the main ways an Employer of Record can help your business grow more easily:

Enter New Markets Quickly

Expanding into a new country can take months of paperwork and planning. Employer of Record services make it easy to hire local talent fast without setting up your own company there. With their local knowledge and cultural understanding, you can start operations smoothly and confidently.

Stay Flexible as You Grow

Business needs change all the time. A global Employer of Record gives you the flexibility to scale your team up or down as needed—without the stress of long-term commitments or complex legal requirements. It’s perfect for testing new markets or managing short-term projects.

Save Time and Money on Setup

Opening a local entity in another country is costly and time-consuming. Using EOR services lets you skip that entirely. Instead, you can focus your resources on growing your business and serving customers, while the EOR handles all the local employment formalities.

Give Employees a Great Experience

An EOR doesn’t just handle paperwork—they help you offer competitive, locally appropriate benefits like health insurance, retirement plans, and paid leave. With accurate, on-time payroll and a smooth onboarding experience, your team feels valued and supported wherever they are.

‍Conclusion

A global Employer of Record gives companies an easier way to build teams in other countries without the headache of setting up local entities. With Employer of Record services, you get a trusted partner who knows the local laws and handles all the details—from drafting contracts to managing payroll and ensuring compliance. This means you can focus on growing your business instead of getting lost in paperwork or legal complexities.

EOR services also make it much simpler to hire top talent anywhere in the world. Your new employees get fair, locally compliant benefits and a smooth onboarding experience, helping you attract and keep the best people. Whether you’re a startup testing new markets or a larger company expanding quickly, Employer of Record services give you the flexibility to scale your team up or down without long-term commitments or big upfront costs.

Ultimately, working with a global Employer of Record is about making international growth less risky and far more manageable. It’s a practical, cost-effective way to seize new opportunities, stay compliant everywhere you operate, and build strong, engaged teams around the world.

Ready to Expand Globally with Confidence?

Hire easily worldwide . Stay compliant, save time, and grow without limits. Contact us today!

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FAQ’S

What is a Global EOR?

A Global Employer of Record (EOR) is a service that legally employs workers on your behalf in other countries, handling payroll, benefits, taxes, and compliance with local labor laws.

The goal of an Employer of Record is to make hiring in other countries simple, quick, and worry-free. They handle all the legal and admin work so you don’t have to set up a local company. This means less risk, lower costs, and the freedom to hire the best people wherever they are.

An Employer of Record acts as your partner to legally employ people in other countries on your behalf. Their role is to handle everything you’d normally need a local company for—like employment contracts, payroll, taxes, and compliance with local labor laws. This frees you up to focus on running and growing your business without getting stuck in complex legal and admin work.

Every country has its own rules for employment and taxes, which can get confusing fast. An Employer of Record makes sure your contracts, payroll, and benefits all follow local laws. This helps you avoid legal issues and ensures your team is paid correctly and on time, giving everyone peace of mind.

One big advantage of Employer of Record services is speed. Instead of waiting months to set up locally, you can usually hire in just a few days or weeks. The EOR handles the legal setup so your new employee can start quickly and smoothly.