Contact Us
Search
Close this search box.

remote job market

Hong Kong Maternity Leave Decoded: What Every Employer Must Know!

by

Hong Kong Maternity Leave Decoded: What Every Employer Must Know!

EOR services in Hongkong Maternity Leave

Navigating maternity leave policies may be difficult, especially for businesses trying to remain compliant while also supporting their employees. In Hong Kong, maternity leave is a well-defined legal entitlement, and employers must understand these rules in order to establish a friendly work environment and avoid legal ramifications. Here is everything you need to know about Hong Kong’s maternity leave policy.

Table Of Content

1. Eligibility for Maternity Leave

According to the Employment Ordinance (EO), a female employee in Hong Kong is eligible for maternity leave if she meets the following criteria:

  1. She has been on a continuous contract for at least 40 weeks prior to the anticipated date of birth.
  2. She presents her employer with a medical document confirming her pregnancy and projected due date.
  3. She provides her employer advance notice of her desire to take maternity leave.

2. Duration of Maternity Leave

Eligible employees are entitled to 14 weeks of maternity leave. The leave time normally begins four weeks before the planned date of birth and lasts ten weeks after delivery.

  • If the employee delivers birth early or needs extra rest for medical reasons, the leave can be adjusted based on the doctor’s recommendation.
  • Additional leave may be requested, however this is up to the employer’s judgment and consent.

3. Maternity Leave Pay

Maternity leave pay is computed at four-fifths (80%) of the employee’s average daily wage. To be eligible for this payout, employees must have:

  1. Worked under a continuaous contract for at least 40 weeks.
  2. Provided a medical document that indicated the pregnancy.
  3. Provided proper notice of the intended departure period.

Employers can recover the cost of maternity leave pay from the government in certain circumstances, such as participating in the Reimbursement of Maternity Leave Pay Scheme.

4. Notification Requirements

In order to be eligible for maternity leave, workers must:

  1. Give their employer notice at least three months in advance of their due date.
  2. Present a medical certificate from a licensed medical practitioner.

Employers must verify that they received the notice and make the necessary preparations.

5. Protection Against Termination

Pregnant employees are given significant safeguards under Hong Kong’s maternity leave laws. Her employer cannot terminate an employee’s contract because she is pregnant or on maternity leave. If someone is fired during this time without a good reason, there may be legal repercussions and compensation claims.

6. Additional Rights and Considerations

Antenatal Appointments: Employees have the right to take time off for prenatal medical examinations, provided they give advance notice to their employer.

Breastfeeding-Friendly Workplace: Although existing regulations do not require it, employers are encouraged to create a friendly work environment for breastfeeding employees.

Paternity Leave for Partners: Male employees are entitled to five days of paternity leave in addition to the maternity leave framework.

7. Penalties for Non-Compliance

Employers who fail to follow maternity leave requirements may suffer legal consequences, such as fines and compensation claims. This may also impact the company’s reputation and employee morale.

8. How an EOR Can Help

Compliance with maternity leave policies can be difficult for Hong Kong-based businesses, particularly those with a diverse workforce. A reliable Employer of Record (EOR) service helps streamline the process by:

  1. Ensuring full compliance with local employment regulations.
  2. Preparing payroll calculations for maternity leave pay.
  3. Managing documents and employee notifications.
  4. Providing continuing HR support and legal advice.

Conclusion

Understanding and adhering to Hong Kong’s maternity leave legislation is critical for businesses to be compliant and build a healthy work environment. Partnering with an EOR service guarantees that your company is completely prepared to handle these tasks quickly, allowing you to focus on growth while also helping your employees during a key period in their lives.

 

If you need expert advice on handling maternity leave and other HR challenges, contact us today to see how our Hong Kong EOR services may help.

Support Your Employees with Confidence!

Discover how our EOR services can help you navigate maternity leave policies effortlessly. 

Contact us

FAQ’S

Who qualifies for maternity leave in Hong Kong?

A female employee is eligible for maternity leave pay if: She has been employed under a continuous contract by the company for at least 40 weeks immediately before the commencement of scheduled maternity leave.

Maternity leave pay is computed as four-fifths (80%) of the employee’s average daily wage. To be eligible for maternity leave pay, employees must meet certain criteria and produce the relevant documentation, such as a medical certificate and proper notice.

Employers are not allowed to fire employees because they are pregnant or while on maternity leave. Such activities may result in legal sanctions and compensation claims against the employer.

An EOR solution may handle payroll calculations for maternity leave compensation, maintain compliance with Hong Kong’s employment rules, manage documentation and employee notifications, and give HR support, allowing firms to stay compliant while focusing on growth.

How to Hire International Employees: A Comprehensive Guide

by

How to Hire International Employees : A Comprehensive Guide

How To Hire International Employees Comprehensive Guide

The fast-moving world economy offers various ways to expand business across borders, and hiring international employees is more than just a trend. Businesses that are looking to expand, innovate and compete on a global scale, especially in Asia–Pacific (APAC) region, see workforce diversity as a strategic move.  

 

International hiring offers immense business opportunities, such as access to diverse skill sets and perspectives and the opportunity to explore new markets.

However, it comes with its challenges, such as adherence to immigration and employment laws, tax regulations, and managing cultural differences.

 

Therefore, this guide outlines the essential steps and considerations for successfully hiring international employees, from understanding legal requirements to creating a smooth onboarding process.

 

After reading the guide, you’ll have a clear roadmap for entering a potential global workforce while ensuring compliance and success in your hiring strategy. 

Table Of Content

7 Steps to Successfully Hire International Employees

1. Define Your Hiring Objectives and Strategy

Before commencing the hiring process, you should determine whether international hiring aligns with your business goals or not. You should consider the following in this respect:

  • Skill Gaps: Identify specific skills that your business requires and the existing or local talent fails to provide.

  • Market Goals: analyse whether international hiring will be able to support your expansion or operational objectives and how?

  • Budget: Allocate budget and resources for recruitment, onboarding, and management of international employees.

A well-defined strategy will ensure alignment with your business goals and maximize the value of your new hires.

2. Identify the Target Region for Hiring

 To make your international hiring journey successful, you must critically choose the target region by considering the following factors:

 

Availability of Skilled Talent: Look for regions with a strong pool of candidates or specialized skills. For example, you will find a pool of talented IT professionals in India or people with specialized engineering skills in Australia

 

Cost of Labor: Compare the cost of salaries and benefits in the potential target regions. 

 

Time Zone Compatibility with the base operational location.

 

Region’s cultural alignment with your Company’s goals.

 

Market dynamics: Identify regions where the existing market supports your expansion plans.Thorough research into the market dynamics of the target region will ensure long-term success.

3. Understanding Labor Laws and Compliance Requirements

Compliance requirements and challenges vary significantly across different countries due to diverse labor laws and tax systems. Therefore, one must conduct thorough research and analysis of the legal framework and compliance requirements in the target region to stay away from fines and penalties for non-compliance.

You must take care of the following:

  • Work Permits and Visas: enquire what kind of work permits or visas your employees require to work in the target region and how to get them.

 

  • Employment Contracts: draft compliant contracts that outline job terms, benefits, and termination policies in accordance with the extant laws of the place of hiring.

 

  • Tax and Payroll Compliance: understand the employer and employee obligations for income tax and social security contributions.

 

  • Labor laws: familiarize yourself with regulations on minimum wage, working hours, employee rights, etc.

4. Choose the Right Hiring Model

Select the right approach for hiring international employees that aligns with your business structure and goals:

Ø  Direct Employment: You can set up a local entity or establish a subsidiary as per the laws, in the target country to comply with labor laws and tax requirements, which will provide you full control over the business expansion unit but involves significant time and cost.

Ø  Employer of Record (EOR): Partner with a singapore EOR service provider, which will reduce the burden of handling compliances, Singapore payroll services, employment contracts, etc., without the hassle of setting up a local entity and help you test new markets and scale quickly.

Read our guide ‘What Is An EOR: A Complete Guide To Simplified International Hiring’ to know how an EOR works and how it can help you streamline your business processes.

Ø  Freelancers or Contractors: Hiring independent contractors can be a cost-effective option for short-term projects or specialized tasks.

5. Develop a Recruitment Strategy

Developing a strong recruitment strategy is essential for finding top international talent. You may follow the following steps:

 

Job Description: Clearly defining roles and responsibilities will get the talent you need. Describe scope of work, skills and qualifications required and performance expectations.

 

Job Portals: Use platforms like LinkedIn, Indeed, or region-specific job boards like Jobstreet and SEEK to source candidates.

 

Work with Recruitment Agencies: You may also collaborate with agencies that specialize in international hiring for your industry.

 

Resume Review: Thoroughly review resumes and portfolios to shortlist candidates that meet qualifications to fit in your business industry. You may use Application tracking System (ATS) to manage applications, scheduling interviews and tracking candidates.

 

Pre-screening: Effectively pre-screen candidates through assessments or work samples to evaluate practical, technical and soft skills.

 

Conduct interviews: Use tools like Zoom or Microsoft Teams to connect with candidates across time zones.

 

Assess Candidates thoroughly: Evaluate candidate’s cultural adaptability, confidence and reference checks. Well Structured interview questions and roles – specific scenarios can help assess problem – solving and decision-making abilities.

 

Offer Competitive Compensation and Benefits: Ensure that the salaries and benefits you offer are market-competitive and comply with local standards. Also offer relocation assistance, including visa sponsorship, housing, and transportation.

6. Onboard and Integrate New Employees

Only an efficient integration into the company’s culture will make the hiring process successful. The employees should feel welcomed and equipped to contribute effectively.

 

Therefore, conduct orientation to welcome the new hires, provide an overview of the company and introduce the team. Provide cultural training if required. Foster employee engagement by sharing company goals and updates regularly, setting up routine of one-on-one meetings, encouraging transparency and celebrating milestones.

 

Cultivate a culture friendly environment by organizing team meetings, combined projects and informal outings.

 

Take care of continuous monitoring and optimizing performance by constructive feedback, addressing challenges, periodic training and development programs and identifying areas of improvement.

7. Establish Cross-Border Payroll and Taxation System

Manage payroll for international employees while ensuring accuracy and compliance. Use a Global Payroll services platform that consolidates payroll processing across multiple countries or partners with an EOR to simplify singapore payroll services, tax filings, and benefits administration. Stay updated on Tax Regulations to avoid penalties and ensure compliance.

Conclusion

The process of international hiring requires careful planning, cultural sensitivity and a thorough understanding of local laws and regulations. By undertaking processes ethically and strategically businesses can overcome geographical barriers and build a long-term successful workforce.   

However, if you find it challenging to devote time and resources in researching and understanding complexities of setting up a new legal entity in a new area or a different country altogether about which you have limited knowledge; you should partner with an Employer of Record and focus on your core business operations.

Read our guide – ‘Should You Opt For EOR services? Here Are 5 Key Factors To Consider’ to understand why you should hire an EOR.

Choose Galaxy – EOR service provider. We are leading HR and business advisory service providers in Asia Pacific. We also offer corporate solutions like incorporation, secretarial & compliance, payroll, accounting, finance and taxation. 

Build Your International Team Today!

Partner with Galaxy for simplified international hiring. 

Contact us

FAQ’S

Do I need to set up a legal entity to hire internationally?

Not always. You can hire an EOR who can employ on your behalf, handle payroll, taxation and compliances without setting up a new local entity.

Get a thorough understanding of local labour and employment laws, work permits, contracts, tax obligations and standards to follow. Keep yourself updated of any changes made in the extant laws.

Access to diverse talent pools and innovation through varied perspectives, expansion in new markets and cost efficiency are some of the benefits of international hiring.

Technology plays a prime role in connecting you with distant people. Various global and region specific online job portals linkedin and Jobstreet can help you reach millions of people from across borders at a single platform. Application Tracking systems enable you to manage applications efficiently. Tools like Zoom and Microsoft Teams help you conduct interviews virtually.   

8 Key Steps to Successful Remote Hiring

by

8 Key Steps to Successful Remote Hiring

8 Key Steps to Successful Remote Hiring

The shift from traditional office setups to remote work has revolutionised corporate work culture in recent years. Global technological advancements along with the challenges put forward by the pandemic, have accelerated this transition – making remote work not just an attractive alternative but increasingly, a preferred workforce model for many organisations.

 

The market has quickly realised the benefits of remote hiring, and many businesses have been accessing global talents to reduce operational costs whilst offering remote talents the flexibility they value.

 

Furthermore, Markets and Markets establishes in its report that the remote workplace services market is expected to grow from $20.1 billion in 2022 to $58.5 billion by 2027 at a CAGR of 23.8%.

 

However, recruiting and managing remote teams comes with its own set of challenges. This guide will aim to assist you with the essential steps to successful remote hiring.

Table Of Content

8 Key Steps to Successful Remote Hiring

1. Understand Your Hiring Needs

Before initiating remote hiring, it is important to clearly define your needs. Ask yourself the following questions in order to effectively plan your remote workforce strategy.

  • Does your business need full-time employees, contractors, or freelancers?

  • Will remote roles satisfy your business requirements?

  • What roles can be effectively performed remotely?

  • What would be your focal region to build a remote workforce?

2. Spotlight Employer Branding

  • A strong employer brand helps companies stand out by highlighting their values, culture and commitment to employee well-being.
  • Advertise the job postings through your website and social media channels, focusing on growth opportunities and a supportive virtual work environment.
  • Remote employees prioritise organisations that value inclusivity, work-life balance and career growth.

3. Define a clear and attractive job description

Unlike traditional hires, remote roles require specific traits such as self motivation, effective communication and ability to work independently.

 

Clearly defining roles and responsibilities is the key to getting the right talent for your business. The job description must be detailed, outlining the scope of work, responsibilities, skills and qualifications required in addition to the expected outcomes from the role. It should also include information about the work schedule, preferred time zones and any tools or platforms the candidates will be using daily on the job.

 

This will not only help candidates assess whether they are fit for the position but will also smoothen the hiring process by reducing misunderstandings.

4. Choose the Right Recruitment Channels

Choosing the right recruitment channel directly impacts the quality and diversity of candidates you attract. The APAC region is known to utilise various job boards and recruitment platforms tailored for hiring in diverse industries. Industry-specific platforms as well, will assist in finding niche talent. A few popular options include:

  • LinkedIn: Ideal for professional roles.

  • JobStreet and SEEK: Widely used in Southeast Asia and Australia.

  • Upwork and Toptal: Perfect for freelancers and project-based roles.

  • Local Platforms: Consider region-specific platforms such as Zhaopin in China and Naukri.com in India.

5. Smart Screening for Remote Roles

Effective screening and interviewing are important steps to ensure that you select candidates who are not only skilled but well suited for task of working remotely. Additionally, upgrading your hiring process with the latest technology and tools will efficiently strategise your remote hiring process.

 

You can follow the following steps for the same:

 

1. Start with a thorough review of resumes and portfolios to shortlist candidates who meet the technical qualifications and skills.  Application Tracking System (ATS) platforms like Bamboo HR and Workable will help you organise applications efficiently.

 

2. Utilise pre-screening tools like assessments or work samples to evaluate practical skills. Online assessment tools like HackerRank (for developers) or TestGorilla (for general skills) will enable you to evaluate technical and soft skills.

 

3.  Conduct video interviews to assess candidates’ comfort with virtual interactions and ensure they have necessary technical knowledge for required set-ups. You can use Zoom, Microsoft Teams or Google Meet to conduct interviews.  

 

4. Well Structured interview questions and roles – specific scenarios can help assess problem-solving and decision-making abilities.  

 

5.   What to look for in prospective Remote Employees:

  •  Job-specific competencies
  •  Communication skills
  •  Ability to effectively set up remotely
  •  Self-disciplined
  •  Cultural Adaptability

6. Onboarding and Employee Engagement Process

Hiring is successful only when employees are efficiently integrated into the company’s work culture, despite the physical distance. You can do the following tasks to make them feel welcomed and well-informed of Company’s goals and expectations:

  • Virtual Orientation to introduce the new hire to their team and provide an overview of the business.

  • Share digital copies of company policies, training materials, documents defining roles and responsibilities, and login credentials for tools like Slack, Trello, or Asana.

  • Schedule interactive training sessions.

  • Foster employee engagement by assigning buddies or mentors.

  • Set up routine one-on-one meetings during the first few weeks to set expectation and address any concerns.

  • Encourage Transparency by sharing company updates and goals regularly.

  • Celebrate Milestones by acknowledging achievements, celebrating birthdays, anniversaries, or project completions through digital shoutouts or gift cards to boost morale.

  • Cultivate a Remote-Friendly Culture by taking weekly or biweekly sessions to discuss challenges, provide feedback and establish priority goals.

7. Address Security and Data Protection

Distant work might sometimes involve the transfer and sharing of sensitive company data. Protect your business by:

  • Using secure communication platforms.

  • Implementing VPNs and cybersecurity protocols.

  • Signing non-disclosure agreements (NDAs) with remote employees.

  • Updating softwares regularly.

  • Conducting security audits.

8. Verify Compliance and Legal Requirements

Employers must keep themselves well informed of the employment standards, labour laws and tax regulations in the locations where remote employees are based; and prepare their hiring strategy accordingly.  

Taking care of visa requirements, drafting complaint contracts, managing china payroll services compliance with local tax laws, and understanding obligations related to benefits, data privacy, termination policies, intellectual property protection, and anti-discrimination laws are just some of the key compliance tasks you need to attend to, to protect yourself from penalties for non-compliance.

Partner with Galaxy Group - Asia’s leading Business Consulting and EOR Provider

Remote hiring offers unmatched access to global talent, but navigating legal, cultural, and logistical complexities can be daunting. As Asia’s leading business consultant and Employer of Record (EOR) provider, Galaxy helps businesses expand effortlessly.

From business registration and company incorporation services to payroll and EOR services, we ensure that all our customers benefit from our high service delivery standards and a seamless, efficient experience.

Curious about how an EOR can simplify global expansion? Explore our guides:

What is an EOR?

Should You Opt for EOR Services? 5 Key Factors.

Planning for a remote workforce?

Partner with Galaxy to efficiently get your remote team established.

Contact us

FAQ’S

What should be included in a remote job description?

It should clearly specify job roles and responsibilities, required qualifications and skills, working hours, preferred time zones, expectations and technical requirements.

Perform candidate evaluation by using pre-screening tools, online assessment tools to evaluate technical skills, and conduct virtual interviews to assess candidate’s comfort and competence with setting up remotely.

Employers may face challenges such as communication barriers, time zone differences, cultural adaptability and labour law compliance in a new country/region.