Latest news, updates, and commentary on Hong Kong business registration and HSIC codes.
A practical comparison of establishing operations in Guangzhou or Foshan from Hong Kong, covering legal structures, costs, timelines, and compliance obligations under PRC law.
Expanding from Hong Kong to Shenzhen requires distinct registration, tax, and licensing steps. This guide covers the practical differences, regulatory requirements, and cost considerations for cross-border business setup.
Hong Kong SMEs face a competitive graduate recruitment market. This guide covers practical hiring strategies, employment law obligations under the Employment Ordinance (Cap. 57), and how to structure offers that attract talent while staying compliant.
Hong Kong businesses employing foreign domestic helpers must navigate the Employment Ordinance, standard contract terms, and immigration rules. This post outlines the key legal obligations, costs, and compliance steps for employers.
Hong Kong employers have a legal and practical role in helping new arrivals integrate into the workforce. This guide covers statutory obligations under the Employment Ordinance, practical onboarding strategies, and the HSIC codes relevant to recruitment and training services.
Hong Kong has no standalone "internship law," but interns are protected under the Employment Ordinance (Cap. 57) and the Occupational Safety and Health Ordinance (Cap. 509). This guide explains when an intern is legally an "employee," how to structure stipends, and the compliance steps every employer must follow.
Deciding between freelancers and full-time employees in Hong Kong requires weighing statutory costs, employment protections under the Employment Ordinance (Cap. 57), and operational flexibility. This guide breaks down the financial and compliance implications of each model, with specific reference to MPF contributions, leave entitlements, and the risks of misclassification.
Hiring through an employment agency in Hong Kong involves specific legal obligations under the Employment Ordinance and the Employment Agency Regulations. This guide explains licensing, fee rules, and compliance duties every employer must know before engaging an agency.
Hong Kong employers have clear legal duties under the Occupational Safety and Occupational Health Ordinance (Cap. 509) to protect employee psychological wellbeing. This post outlines the statutory framework, practical obligations, and emerging regulatory expectations around workplace mental health in Hong Kong.
The MPF Default Investment Strategy (DIS) became mandatory for all MPF schemes in April 2017, affecting every employer and employee in Hong Kong. This post explains what the DIS is, how it works, and what it means for your business compliance obligations.
Hong Kong employers in 2025 are shifting from salary-led competition to holistic retention strategies. This post examines the measurable trends—from flexible work arrangements to upskilling budgets—and what the data from official sources actually shows.
Hong Kong has no statutory right to flexible work, but employers adopting hybrid models must navigate the Employment Ordinance (Cap. 57), data privacy rules under the PDPO, and workplace safety duties. This post outlines the legal obligations that arise when flexible arrangements become the norm, not the exception.