Hong Kong's enhanced ESLS scheme from 16 June 2026: Tiered mechanism for local vs foreign labour

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The manning ratio of full-time local employees to imported workers for the food and beverage sector has been tightened to 3:1 under a new tiered vetting mechanism.

To better protect local employment priority while maintaining sufficient manpower to support social and economic developments, Hong Kong’s Labour Department (LD) will implement enhanced measures under the Enhanced Supplementary Labour Scheme (ESLS) from 16 June 2026:

Implementing a tiered vetting mechanism for labour importation

The Government will implement a tiered vetting mechanism for labour importation, after taking account of and analysing relevant economic and labour market factors and data:

• Tier 1 (basic): Maintain the current manning ratio of full-time local employees to imported workers at 2:1, and a four-week local recruitment period
  
• Tier 2 (more stringent): Tighten the manning ratio to 3:1, with calculations based on all posts within the section. Employers must conduct a six-week local recruitment and attend a job fair every two weeks during the period at job centres assigned by the LD to interview job seekers in person. Failure to attend the arranged job fair(s) will result in rejection of applications.

The food and beverage services sector will be the first to fall under the Tier 2 vetting mechanism, covering roles in both production and table service functions, including:

• Production section: cook, junior cook, barbecue cook, drink maker, and bar supervisor
  
• Table service section: waiter/waitress, restaurant supervisor, receptionist, and cashier

Promoting the employment of persons with disabilities

If employers employ local persons with disabilities to take up full-time jobs and apply for imported workers, the manning ratio of local employees with disabilities to imported workers will be calculated at 1:1.

Raising the ceiling of the amount deductible for the accommodation cost

With the objective of maintaining the median wage requirement, employers may now deduct up to 20% of imported workers’ wages (excluding overtime pay) for accommodation costs, or the actual cost incurred, whichever is lower. This represents an increase from the previous ceiling of 10%.

Relaxing the workplace restriction of imported workers

Subject to specified requirements, employers may apply to arrange for imported workers to work at business premises located within no more than five administrative districts as set out in the District Councils Ordinance.

During local recruitment under the ESLS, employers must provide vacancies of relevant posts in those designated districts for application by local job seekers.

Strengthening administrative sanctions

The LD will strengthen administrative sanctions imposed on employers with serious breaches. For cases involving more than one breach item, the period of barring the employer from participating in the ESLS will be counted cumulatively, up to a maximum of five years.

To strengthen deterrence, the LD will also publish the identity of all employers who have been subject to administrative sanctions.

The enhanced measures will apply to applications with the notice of preliminary screening issued by the LD, as well as the signed Standard Employment Contracts pursuant to the approvals-in-principle (AIPs) to import workers issued by the LD, on or after 16 June. Applications with the previously issued notice of preliminary screening will continue to be processed according to the current vetting parameters. Previously issued AIPs and existing employment contracts will not be affected.

The LD will maintain the median monthly wage (MMW) requirement under ESLS, with latest MMW expected be released in around late-June with immediate effect to all new applications.