Termination notice combined with the severance payment (SP) / long service payment (LSP) calculation — split into a pre-transition and post-transition portion following the abolition of MPF offsetting on 1 May 2025.
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TERMINATION LETTER AND SEVERANCE / LONG SERVICE PAYMENT CALCULATION
Employee: Position: Date of notice: Last working day:
This letter gives notice of termination under the Employment Ordinance (EO, Cap. 57) and sets out the calculation of severance payment (SP) / long service payment (LSP), if payable, following the abolition of the MPF offsetting arrangement with effect from 1 May 2025.
1. TERMINATION 1.1. Reason: 1.2. Notice given / payment in lieu:
2. SP/LSP CALCULATION — PRE-TRANSITION PORTION (SERVICE TO 30 APRIL 2025) 2.1. Years of service to 30 April 2025: 2.2. Monthly wage as at 30 April 2025: 2.3. Formula: 2/3 × monthly wage (capped at HK$22,500) × years of service. For this portion, accrued benefits attributable to the employer's mandatory MPF contributions MAY be used to offset the amount payable. 2.4. Pre-transition amount:
3. SP/LSP CALCULATION — POST-TRANSITION PORTION (SERVICE FROM 1 MAY 2025) 3.1. Years of service from 1 May 2025: 3.2. Last full month's wage: 3.3. Formula: 2/3 × monthly wage (capped at HK$22,500) × years of service. For this portion, mandatory MPF contributions may NOT be used as an offset — only voluntary contributions or gratuities attributable to service may reduce it. 3.4. Post-transition amount:
4. TOTAL 4.1. Total SP/LSP, subject to the overall cap of HK$390,000: 4.2. Employers facing difficulty funding the post-transition, non-offsettable portion may be eligible for the government's 25-year Subsidy Scheme; the MPFA's EasyCal tool may be used to verify this calculation.
5. FINAL PAYMENT 5.1. All final payments (wages, unused leave, SP/LSP) are due by: .
Employer ______________ Employee (acknowledged receipt) ______________ / /
This is a boilerplate template, not legal advice. Hong Kong's Employment Ordinance, MPF, Employees' Compensation, and PDPO compliance regimes are subject to near-term and phased changes — including the abolition of MPF offsetting for severance/long service payments (in effect since 1 May 2025), the "468 rule" for continuous contracts (in effect from 18 January 2026), the Statutory Minimum Wage rising to HK$43.1/hour (from 1 May 2026, now subject to annual review), the growing statutory holiday schedule (15 days in 2026), and a pending public consultation on cooling-off periods for prepaid beauty/fitness contracts (29 June – 31 August 2026) — have this template reviewed and adapted by a lawyer before use, and confirm the current rules and thresholds at labour.gov.hk, mpfa.org.hk, pcpd.org.hk, and fehd.gov.hk on the date of use.
Documents that are usually drawn up in the same process.
Wage and employment record for an individual employee, kept for the preceding 12 months as required by the Employment Ordinance (EO, Cap. 57) s.49A and produced to the Labour Department on inspection.
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Checklist for enrolling a new employee into a Mandatory Provident Fund (MPF) scheme within the statutory deadline under the Mandatory Provident Fund Schemes Ordinance (MPFSO, Cap. 485).
Written warning to an employee for misconduct or poor performance — progressive discipline documentation that supports a later summary dismissal (EO s.9) or protects against an unreasonable dismissal…
2 of 14 fields are taken from the company, employee or counterparty record, the questionnaire can be dictated to the AI, and the finished document comes with a number, a PDF and an acknowledgement record.