Hiring in Macau: Essentials That Employers Should Know
The Hiring Edge: Why Macau Stands Out?
Patrick Dumont, President and COO of Las Vegas Sands Corp., stated that they believe strongly in the HCL story and have been investing in growth in Macau for years. The strategy is to grow the business and strategic advantages, and plans to continue acquiring more HCL shares, demonstrating their belief in its future value when asked about their allocation strategy regarding HCL shares.
Reflecting confidence in Macau’s evolving economy, Companies like Sands China also uphold investment efforts in non-gaming ventures such as luxury hotels and entertainment projects.
As the globally leading gambling hub, Macau attracts millions of tourists annually, fueling its growing service sector. With institutions like Citigroup providing corporate banking and investment services since 1902 and the introduction of the new Financial System Act, Macau is poised to surface as a scaling financial centre in the Greater Bay Area.
Its prestigious standing as a growing free port, absence of foreign exchange controls and competitive tax regime, make it a high-profile nexus for international business. The luxury goods market for instance is flourishing with international fashion brands establishing strong footholds to cater to high-spending tourists.
However, having recognised the risks of overdependence on the gaming industry and on mainland China for labour, resources and trade, the Government is actively taking steps to diversify the nation’s economy.
Initiatives such as the Macau Development Plan 2024-2028 focus on the “1+4” strategy: integrated tourism and leisure, modern financial services, “big health”, high technology, and MICE (meetings, incentives, conventions, and exhibitions).
These transformations, combined with structured employment contracts in Macau and a clear employment law framework, positions the country as an increasingly attractive destination for companies and professionals.
Options to Legally Hire in Macau
Employment Of Non-Residents In Macau
When local expertise is insufficient, hiring non-resident workers becomes quite a necessity. Employers who would like to employ non-residents must first obtain quota approval and an employment permit from the Labour Affairs Bureau and subsequently apply for a ‘Non-Resident Workers Identification Card’ known as the ‘Blue Card’ from the Public Security Police Force. Blue Card holders are allowed to perform work under authorized conditions such as with the approved employer, workplace, job position and term of employment.
The Government also allows foreign nationals to work in Macau as nanagerial personnel with technical and professional qualifications under one of its schemes that also provides residency options.
Upon fulfilling certain legal requirements, foreign entities are also allowed to send their employees to Macau to work as “consultants/technicians” and perform approved work tasks for a maximum of 45 continuous or non-continuous days within a 6 month period.
Given Macau’s emphasis on prioritising local employment, genuine efforts to recruit local citizens need to be demonstrated before hiring non-resident candidates. Collaborating with local universities and participating in job fairs are effective ways for companies to tap the local talent pool.
Legal Framework Governing Employment In Macau
Macau’s Labour Relations Law (Law No. 7/2008) establishes the fundamental legal framework governing employment in the region. It defines employers’ and employees’ rights, obligations, and protections, ensuring a fair and regulated labour market.
1. Employment Contracts & Working Conditions
Employment contracts in Macau can be fixed-term, variable-term, or indefinite. Contracts exceeding 90 days require written agreements. Employment of 16- to 18-year-olds is allowed but with special provisions for minors. Normal working hours are 8 hours per day and 48 hours per week, with mandatory rest periods and compensation for overtime, night shifts, and holiday work.
2. Employee Rights & Protections
Equal employment opportunities must exist and discrimination based on gender, race, age, religion or political beliefs, are prohibited. Employers must provide safe working conditions, and employees have the right to privacy, fair wages and protection from unfair dismissal.
3. Leave Entitlements
- Annual Leave: Minimum 6 paid days after one year of service.
- Maternity Leave: 70 days (paid if employed for over a year).
- Paternity Leave: 5 paid working days.
- Sick Leave: Up to 30 consecutive days or 45 non-consecutive days per year.
4. Benefits
- Minimum Wage: As of January 1, 2024, the minimum wage in Macau is set at MOP 7,072 per month.
- Social Security Contributions: Employers must contribute MOP 60 per month to the Social Security Fund for each permanent employee, while employees contribute MOP 30.
5. Termination & Compensation
Employers can terminate contracts with just cause (e.g., misconduct) or without cause, in which case severance pay applies. Compensation varies based on tenure, with rates increasing progressively for longer service. The maximum compensation is capped at 12 times the employee’s basic monthly salary unless a higher amount is agreed upon between the employer and employee (Article 70). Unlawful dismissals may result in fines or legal claims.
5. Compliance & Penalties
Employers must maintain employee records and adhere to payroll regulations. Violations- such as failure to pay wages, denying leave or engaging in unfair dismissal, will incur fines ranging from MOP 5,000 to MOP 50,000 per employee.
This legal framework ensures a balanced and fair employment environment in Macau while safeguarding workers’ rights and business interests.
Cultural Sensitivity and Workplace Integration in Macau
Understanding and respecting Macau’s cultural nuances is paramount for successful employee integration. Employers should consider:
- Language Proficiency: While English is widely spoken, language support or training can enhance communication, especially with local staff who primarily speak Cantonese or Portuguese.
- Cultural Training: Cultural awareness programs can facilitate better understanding and collaboration within a diverse workforce.
Unlock Brilliance: Hire With Galaxy Payroll Group
Hiring employees will manifest various critical aspects, such as legal compliance and the administrative burden.
By engaging an EOR in Macau, businesses can liberate themselves from the ordeal of tedious and costly process of establishing a legal entity in a new country. Through an EOR, companies are also free of the associated compliance tasks and administrative burden.
Galaxy Payroll Group has a long-standing presence in Macau and we are able to not only help you frame a clear expansion strategy, but at the same time, relieve your HR team of efforts around legal compliance and HR administrative work. We are poised to offer faster and effective hiring in Macau, so contact us now!
Disclaimer: This blog is for informational purposes only and does not constitute any legal advice.
Hire in Macau with Confidence!
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FAQ’S
How can employers leverage technology to streamline recruitment in Macau?
Employers can use AI-driven recruitment platforms to ease locating the right talent and assessing candidate capabilities. Other Applicant Tracking Systems (ATS) exist to assist in workflow, organization and candidate tracking.
How can an employment engagement in Macau be terminated?
Employment in Macau can be terminated under the Labour Relations Law through:
- Revocation – Mutual agreement between employer and employee, with no notice or compensation required.
- Rescission – Either party may terminate the contract with or without just cause. In case of rescission without a just cause, the Act provides for notice and compensation laws. Termination with just cause requires 15 days’ notice by the employer and 7 days’ notice by the employee.
- Expiry – The contract ends when its term expires or the task is fulfilled or the employee is unable to work due to chronic illness or disability.
- Denunciation – Parties may denounce the contract during the probationary period.
What are the rules for hiring foreign workers in Macau?
To hire foreign employees, employers must obtain a Non-Resident Work Permit (Blue Card) from the Macau Labour Affairs Bureau. The employer must also prove that the role cannot be filled by a local worker.
The Government also allows foreign nationals to work in Macau as managerial personnel. This can happen upon the fulfilment of eligibility and completion of needful government requirements.
Do employers need a written employment contract?
Yes, while verbal contracts are legally valid, contracts exceeding 90 days require written agreements. The written employment contract must clearly specify salary, working hours, benefits and job duties, to avoid disputes.
