Hong Kong Labour Importation Scheme Guide: Application Requirements, Procedures and Timeline (2026 Update)

1. What is the Hong Kong Labour Importation Scheme?

At present, Hong Kong mainly relies on the Enhanced Supplementary Labour Scheme (ESLS) and several sector-specific labour importation schemes to allow employers who face genuine difficulties in local recruitment to bring in non-local workers for skilled or lower-skilled positions, while upholding the principle of giving priority to local workers.

2. Basic eligibility requirements for employers

Employers cannot “apply for imported workers right from the start”.​ They must first demonstrate that they have made genuine and sufficient efforts to recruit locally but still cannot fill the vacancies before they may be granted importation quotas. In general, employers applying under ESLS need to meet several core requirements:

• Be lawfully registered in Hong Kong, with genuine business operations and a good track record.​

• The positions offered must be for skilled or lower-skilled workers and must not fall under any categories explicitly excluded by the Government (if applicable).​

• Imported workers must be employed at not less than the median wage of local workers in comparable positions, with reasonable employment terms and conditions (the contract period is generally capped at 24 months).

• Employers must observe the “local workers first” principle, conduct about four weeks of local recruitment as required, and submit relevant documentary proof to the Labour Department for vetting.​

Step 1: Local recruitment and preparation of documents

Employers must first follow the Labour Department’s guidelines to advertise the vacancies through designated channels (such as the Labour Department’s employment services and recruitment websites), and conduct around four weeks of local recruitment.​They should keep records of the recruitment results, including the number of applications received, interview arrangements and whether any suitable local candidates were identified. After completing recruitment, employers need to compile a full set of documents (for example, company background, job descriptions, remuneration and benefits, recruitment statistics) to prepare for applying for an Approval‑in‑principle from the Labour Department.

Step 2: Applying to the Labour Department for Approval‑in‑principle

Employers submit ESLS application forms and supporting documents to the Supplementary Labour Division of the Labour Department. ​The Labour Department will examine, among other things:

• Whether genuine local recruitment efforts have been made.​

• Whether the proposed remuneration is not lower than the market median.​

• Whether the positions applied for belong to trades or sectors with genuine manpower shortages.​

  
  

Step 3: Arranging individual worker entry applications after quotas are approved

Once Approval‑in‑principle is granted, employers may, within the validity period specified in the approval letter, arrange visa/entry permit applications for each prospective imported worker.​If an employer fails to submit individual applications within the specified timeframe, the approved quotas will lapse automatically and a fresh application will be required.

Step 4: Submitting visa/entry permit applications

Each imported worker will normally need to submit:​

• Application forms (such as ID 1001A / 1001B or other designated forms).

• A Standard Employment Contract signed between the employer and the worker (with a maximum contract period usually of 24 months).

• Identity documents, academic qualifications and proof of work experience.

Employers must submit all the above documents to the Immigration Department.​ The Immigration Department will only start processing the application once all required documents have been received.

Step 5: Paying the Employees Retraining Levy

Under the labour importation schemes, successful employers are required to pay an Employees Retraining Levy for each imported worker, which is used to support retraining services for local employees.​ The levy is generally calculated as “HKD 400 per month × the number of contract months, up to a maximum of 24 months”, and must be paid in one lump sum. The levy is non‑refundable in all circumstances.

Step 6: Visa approval and worker’s arrival in Hong Kong

After receiving all the necessary documents, the Immigration Department will process the employment visa/entry permit applications for imported workers, which normally takes around six weeks; processing time may be longer for more complicated cases or if documents are incomplete.​Once the visa is approved, imported workers are usually granted a visa with a validity period similar to the contract term, but in any case not exceeding 24 months. After expiry, they must return to their place of origin. If the employer wishes to continue the employment, a fresh application is generally required.

4. Typical timeline – how long from planning to worker arrival?

You can illustrate the overall timeline with an example section:

• Local recruitment: Around four weeks, depending on the industry and recruitment results.​

• Labour Department’s vetting of ESLS applications: Around two to three months, depending on case complexity and the volume of applications at the time; the official target has been shortened from about five months to around three months.​

• Immigration Department’s processing of individual worker visas: Generally around six weeks after receipt of all required documents.

From initial planning to actual arrival of imported workers, many companies in practice need to allow about six to nine months or even longer, so the earlier the planning, the more flexibility the employer will have.

5. Frequently asked questions and practical tips for employers

Q: Can every industry apply to import workers?​

A: ESLS mainly targets skilled and lower‑skilled positions and operates under the principle of giving priority to local employees. Some industries, such as construction and transport, have their own dedicated labour importation schemes, with different details and application arrangements.​

Q: Can the wages of imported workers be set below the local market level?​

A: No. The Government clearly requires that the wages of imported workers must not be lower than the median wage of local employees performing similar work, in order to avoid depressing local wage levels.

Q: Can the contract be “renewed” after expiry?​

A: In general, the maximum contract period is 24 months. If an employer wishes to continue employing an imported worker after expiry, a new application normally has to be submitted and vetted again by the Labour Department.​

Q: If a company has no prior experience, is it advisable to engage a consultant?​

A: As the entire process involves proof of local recruitment, government forms, salary and contract design and more, many enterprises choose to work with experienced HR or labour importation consultants to reduce the risk of delays caused by incomplete documentation or inappropriate arrangements.

If your company is considering using a labour importation solution to address manpower shortages but does not have a dedicated HR team to manage the documents and procedures, you are welcome to contact the Get More Resources team.​

We can help assess whether your positions are suitable to be filled through labour importation and assist you in planning and executing the whole application process.