Fresh Grad Starter Guide: MPF, Probation, Pay and Leave Rights in Hong Kong

From receiving an offer and signing a contract to receiving your first payslip, a first full-time job comes with many unfamiliar terms: MPF, probation, wage period, notice period, statutory holidays, annual leave and sick leave. Many Fresh Grads assume they only have rights after passing probation, but that is not entirely correct.

Probation is a period in which the company and new employee adapt to one another. It does not mean that employment-law requirements and contract terms are put on hold. Understanding the basics is not about opposing your employer; it helps you keep clear records and communicate clearly from day one.

Key takeaway: Whether an employer must make MPF contributions is not determined by whether you are on probation. Unless exempt, full-time and part-time employees aged 18 to 64 who are employed for 60 days or more must be enrolled by the employer in an MPF scheme within the first 60 days of employment. The employer’s contribution is generally calculated from the first day of employment.

1. What Is Probation? Does It Mean You Have No Protection?

Probation is commonly three to six months. Its actual length, assessment method and whether it can be extended depend on the contract. Probation does not mean that you are “not formally employed”: pay, working arrangements, confidentiality obligations, notice periods and applicable statutory protections remain governed by the contract and relevant law.

After you start, keep your offer, contract, employee handbook, payslips, MPF information and emails relating to working conditions. These records can help you check your pay, leave and employment terms later.

2. Do You Need MPF Contributions During Probation?

First, distinguish between enrolment and employee deductions.

According to Mandatory Provident Fund Schemes Authority guidance and the Mandatory Provident Fund Schemes Ordinance (Cap. 485), unless exempt, general employees aged 18 to 64 who are employed for 60 days or more are subject to the following:

• The employer must enrol the employee in an MPF scheme within the first 60 days of employment;

• The employer’s mandatory contribution is generally calculated from the employee’s first day of employment;

• Employees have a contribution holiday: they generally do not have to make their own contributions for the first 30 days of employment and the first incomplete wage period immediately following that period; and

• The first contribution is generally due on the next contribution day after the end of the month in which the employee has been employed for 60 days—usually on or before the 10th of the month.

Therefore, if your first or second payslip does not yet show an MPF deduction, it does not necessarily mean that the employer has not made arrangements. Check your start date, wage period and contribution holiday. However, you should ask the employer for, or verify, your MPF membership confirmation and contribution records.

Example: If you start work on 16 January and are paid monthly, the employee contribution holiday generally includes the first 30 days and the first incomplete wage period immediately afterwards. The employer’s contribution is still calculated from the first day. Actual dates should be confirmed based on your own wage period and MPF arrangement.

3. How Are MPF Contributions Calculated?

Mandatory MPF contributions are generally calculated on “relevant income”. For monthly paid employees:

Monthly relevant income / Employer mandatory contribution / Employee mandatory contribution | Below HK$7,100 / 5% of income / No contribution required | HK$7,100 to HK$30,000 / 5% of income / 5% of income | Above HK$30,000 / Calculated at the cap / Calculated at the cap

The current mandatory-contribution cap for each side is HK$1,500 per month. Wages, commission, bonuses and some allowances may be “relevant income”; individual cases should be assessed according to MPFA guidance and the nature of the payment.

4. If You Resign During Probation, How Much Notice Must You Give?

Do not assume you can leave on the same day while on probation. The notice period depends on the contract and section 6 of the Employment Ordinance (Cap. 57):

Situation / Basic rule | First month of probation / If the contract does not specify a notice period, notice or payment in lieu is generally not required; if it does, follow the contract. | After the first month of probation / If the contract specifies a period, it must not be less than seven days; if it does not, it must also be at least seven days. | After probation is completed / no probation / If the contract specifies a period, it must not be less than seven days; if it does not, the notice period must be at least one month.

If you plan to resign, check your contract, confirm your last working day and notify the company in writing. Leaving earlier may involve payment in lieu of notice, so do not rely on an oral understanding alone.

5. When Will You Receive Your First Salary? What Should You Check on Your Payslip?

Under section 23 of the Employment Ordinance (Cap. 57), wages must be paid as soon as practicable after the end of the wage period and in any event no later than seven days afterwards. Before or soon after starting work, confirm:

• Whether the wage period is monthly, fortnightly or weekly;

• The pay date;

• Whether salary differs during probation;

• Whether there are commission, allowances, attendance bonuses or deductions; and

• When your employee MPF contribution will begin to appear.

Once you receive a payslip, check your basic salary, number of working days, overtime or commission, leave deductions, MPF and other deductions. Ask HR or payroll promptly if anything is unclear.

6. What Leave Are Fresh Grads Entitled to After Starting Work?

Statutory Holidays

All employees, regardless of length of service, are generally entitled to statutory holidays. Holiday pay, however, is subject to the relevant continuous-contract and service-period conditions. From 2026, Easter Monday is also one of the newly added statutory holidays. See sections 39 and 40 of the Employment Ordinance (Cap. 57) and Labour Department guidance for details.

Paid Annual Leave

After each completed 12 months of employment under a continuous contract, employees are entitled to statutory paid annual leave. The entitlement starts at seven days and increases with length of service to a maximum of 14 days. The relevant rules are set out in section 41AA of the Employment Ordinance (Cap. 57). A company may offer more favourable arrangements, but the contract or employee handbook should be followed.

Sick Leave and Sickness Allowance

Employees under a continuous contract can accumulate paid sickness days. Sickness allowance is subject to conditions including accrued sickness days, the length of continuous sickness leave and medical certificates. For further detail, read Get More’s guide, “How Should Employers Handle Employee Sickness? Five HR Principles and a Hong Kong Sick-Leave Compliance Guide.”

First-Month Checklist for Fresh Grads

• [ ] Keep copies of your offer, contract and employee handbook

• [ ] Confirm your role, manager, work location, working hours and wage period

• [ ] Understand probation, notice period and assessment arrangements

• [ ] Complete MPF enrolment details and record your start date and wage period

• [ ] Check pay, deductions and MPF when you receive your first payslip

• [ ] Note statutory holidays, company leave and the leave-application process

• [ ] Save important HR emails and company-policy links

From Job Search to Day One, Get More Helps You Prepare

Get More Recruitment provides job-matching and recruitment-consulting services for job seekers in Hong Kong. As you prepare for your first job, finding a suitable role is only one part of the process—building good habits for starting work and managing your employment records matters too.

Disclaimer

This content is for general informational purposes only and does not constitute legal, tax or investment advice. MPF, probation and employment rights vary according to employment type, wage period, contract terms and individual circumstances. If in doubt, please consult a qualified HR consultant, legal professional or the relevant government authority.