⚠️ This page is for general education and reference only and is not legal advice. Hong Kong employment rights are governed by the Employment Ordinance (Cap. 57) and your individual contract; if in doubt, consult the Labour Department or a professional.
Key statutory entitlements for HK employees
The Employment Ordinance (Cap. 57) gives employees on a "continuous contract" (employed for 4+ weeks, 18+ hours each week) a range of paid leave and allowances — statutory annual leave, paid sick leave and sickness allowance, and statutory holiday pay. This calculator estimates those amounts from your length of service and average daily wages (ADW).
Statutory annual leave
After 12 months' service you earn paid annual leave that grows with service:
- Years 1–2: 7 days
- Year 3: 8 days; year 4: 9; year 5: 10
- Year 6: 11; year 7: 12; year 8: 13
- Year 9 onwards: 14 days (the cap)
Annual leave pay is ADW × leave days. Leave also accrues pro-rata during the first 12 months.
Sick leave & sickness allowance
Paid sickness days accrue at 2 per month for the first 12 months and 4 per month thereafter, capped at 120 (the first 36 are Category 1, the rest up to 84 are Category 2). Sickness allowance is four-fifths (80%) of average daily wages. Generally you must take 4+ consecutive sick days with a valid medical certificate and have enough accrued sick days to claim it.
Statutory holiday pay
Statutory holidays differ from public holidays: statutory (labour) holidays — which every employee gets — are 15 in 2026 and 2027, rising to 17 by 2030; public (bank) holidays number 17. If an employee has been employed under a continuous contract for 3 months before a statutory holiday, that holiday is paid at one day's ADW. Employers cannot "buy out" a statutory holiday with a payment instead of the day off.
How average daily wages (ADW) is computed
ADW underpins annual leave pay, sickness allowance and holiday pay: take total wages in the 12 months before the relevant date (or the whole period if shorter), divide by the number of days, and disregard the days the employee was not paid full wages (rest days, statutory/general holidays, annual leave, sick leave, maternity/paternity leave, and days off because the employer provided no work) along with the wages for those days. The calculator includes an ADW helper to work this out.
Authoritative sources
- Labour Department, A Concise Guide to the Employment Ordinance:labour.gov.hk
- Employment Ordinance (Cap. 57):elegislation.gov.hk
FAQ
How many days of statutory annual leave do I get in Hong Kong?
Under the Employment Ordinance you earn 7 days of paid annual leave after 12 months' service, increasing by one day per year to a maximum of 14: 7 days in years 1–2, 8 in year 3, 9 in year 4, and so on, reaching 14 from year 9. Leave also accrues pro-rata during the first 12 months.
How is sickness allowance calculated?
Sickness allowance is four-fifths (80%) of your average daily wages (ADW). Generally you can claim it for a sick day that is part of at least four consecutive sick days, supported by a medical certificate, provided you have accumulated enough paid sickness days.
How do paid sick days accumulate?
Paid sickness days accrue at 2 per month for the first 12 months of employment and 4 per month thereafter, up to a maximum of 120. The first 36 are Category 1 days and the remaining (up to 84) are Category 2, totalling 120.
What is average daily wages (ADW)?
ADW is the basis for annual leave pay, sickness allowance and holiday pay. Take the total wages in the 12 months before the relevant date (or the whole period if shorter), divide by the number of days, and disregard the days on which the employee was not paid full wages (rest days, statutory/general holidays, annual leave, sick leave, maternity/paternity leave) and the wages for those days.
Are statutory holidays the same as public holidays?
No. Statutory ('labour') holidays are the holidays every employee gets under the Employment Ordinance — 15 in 2026 and 2027, rising to 17 by 2030. Public (general/bank) holidays number 17 and are the days banks and offices close. This calculator's holiday pay is based on statutory holidays.
Can I rely on this calculator legally?
No. It is a general estimate for educational purposes only and is not legal advice. Your actual entitlements depend on your contract, wage composition and circumstances. Rely on the Labour Department's Concise Guide to the Employment Ordinance and Cap. 57, and consult the Labour Department or a professional if in doubt.