Written employment contract. A written contract is not mandatory under the Employment Ordinance (EO, Cap. 57), but the employer must notify the employee in writing, on request, of the conditions of employment specified in EO s.44 (wages, wage period, notice, end-of-year payment) — this contract satisfies that duty in a single document.
⚠️ Это шаблон-болванка, а не юридическая консультация: перед использованием проверьте текст у юриста и адаптируйте под своё законодательство и конкретную ситуацию.
У этого шаблона опциональных разделов нет: текст одинаковый для всех.
Не заполнено обязательных полей: 12. В PDF на их месте будут линии для заполнения от руки.
Нажмите на подпись поля в тексте и печатайте — или заполните форму. Пустые поля в PDF станут линиями.
EMPLOYMENT CONTRACT
This Contract is made between (Business Registration No. ), the "Employer", and (HKID ), the "Employee".
1. POSITION AND START DATE 1.1. The Employee is employed in the position/duties: , from , at .
2. WAGES 2.1. Wage period: . Wages: . 2.2. This clause, together with clauses 4 and 5 below, sets out the conditions of employment that the Employment Ordinance (EO, Cap. 57) s.44 requires the Employer to notify the Employee of in writing on request (wages, wage period, notice for termination, and end-of-year payment).
3. WORKING HOURS AND REST DAY 3.1. 3.2. Under EO s.17, an employee under a continuous contract is entitled to not less than 1 rest day in every period of 7 days.
4. NOTICE OF TERMINATION 4.1. 4.2. Either party may terminate the contract by giving notice in accordance with EO s.6, or by payment in lieu of notice under EO s.7.
5. END-OF-YEAR PAYMENT 5.1.
6. PROBATION 6.1. Probationary period: months.
7. MANDATORY PROVIDENT FUND (MPF) 7.1. The Employer will enrol the Employee in the MPF scheme in accordance with the Mandatory Provident Fund Schemes Ordinance (MPFSO, Cap. 485).
SIGNATURES Employer ______________ / on behalf of / Employee ______________ / /
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.
3 из 14 полей берутся из карточки компании, сотрудника или контрагента, опросник можно надиктовать ИИ, а готовый документ выдаётся с номером, PDF и подтверждением ознакомления.