If you are unsure how this affects you, chat to Caira by Unwildered. Caira can review documents, screenshots, photos, letters, forms and official notices, then help you draft clearer questions before you act. For Hong Kong, treat Caira as a preparation tool rather than a substitute for local regulated advice.
What Changed On 18 January 2026?
Hong Kong revised the continuous contract requirement under the Employment Ordinance. The old practical test was often described as four weeks with at least 18 hours each week.
From 18 January 2026, the test is more flexible. A worker may meet the continuous contract requirement if they are employed by the same employer for four weeks or more and meet the new working-hours test.
The New Working-Hours Test
Route | Practical meaning |
|---|---|
17 hours each week | The employee works at least 17 hours in each of the four weeks. |
68 hours over four weeks | Where one week is below 17 hours, the employee may still qualify if the relevant four-week total reaches 68 hours. |
Before 18 January 2026 | The previous 18-hour weekly approach can still matter for periods before the new rule. |
Why This Matters
Continuous contract status can affect important employment rights. It may matter for statutory holidays, annual leave, sickness allowance, maternity or paternity rights, severance and long-service issues. The exact right still depends on the facts and the relevant qualifying conditions.
Evidence To Keep
rosters and shift schedules;
clock-in records;
WhatsApp or app screenshots showing assigned shifts;
payslips and bank payments;
messages cancelling shifts at short notice;
the employment contract or staff handbook;
any Labour Department calculator result or official page screenshot.
Scenarios That Need Care
1. One week dips below 17 hours
A shop assistant works 20, 19, 15 and 18 hours across four weeks. Under the newer approach, the 68-hour total may matter. The next step is to build a four-week table from rosters, clock-in records and payslips before accepting a verbal refusal.
2. Shifts are cancelled by message
A casual worker is assigned shifts, then loses hours after late cancellations. Keep the original roster and the cancellation messages. The question may be whether the worker met the hours test, not just what appeared on the final payslip.
3. Rights depend on continuous status
A part-time employee asks about statutory holiday pay or sickness allowance. Continuous contract status may be one gateway issue, but each right can still have its own conditions. Separate the hours evidence from the specific benefit being claimed.
Common Questions
Can an employer cut one week below 17 hours to avoid rights?
It may not be that simple because the 68-hour four-week route may still apply. Pattern, records and timing matter.
Does every part-time worker now get every employment benefit?
No. The continuous contract rule is important, but each statutory benefit can still have its own conditions.
How can Caira help?
Upload rosters, payslips, messages or screenshots. Caira can build a week-by-week hours table and help draft questions for the employer or Labour Department.
Official Sources To Check
Hong Kong Labour Department: Revise the Continuous Contract Requirement under the Employment Ordinance.
Hong Kong Labour Department: Education Tool for New Continuous Contract Requirement.
Hong Kong Labour Department: Concise Guide to the Employment Ordinance.
