How to Calculate Foreign Domestic Helper Salary in Hong Kong

Calculating your foreign domestic helper's monthly salary in Hong Kong can be confusing. Between the minimum wage, overtime, statutory holidays, sick leave, and deductions, there are many moving parts. This guide walks you through the key components so you can estimate your helper's pay accurately each month.

1. Start with the Minimum Allowable Wage

The Hong Kong government sets a Minimum Allowable Wage (MAW) for foreign domestic helpers. As of contracts signed on or after 30 September 2025, the MAW is HKD 5,100 per month. If your helper's contract specifies a higher salary, use that figure instead. Employers must also provide food or a food allowance of no less than HKD 1,236 per month.

2. Understanding the Daily Rate

A common practice for calculating daily-rate items (such as overtime or deductions for unpaid leave) is to divide the monthly salary by 30. For example, at the current MAW of HKD 5,100, the daily rate would be HKD 170. Note that the Employment Ordinance defines "average daily wages" differently (based on the preceding 12 months), but the salary-divided-by-30 method is widely used as a practical convention.

3. Adding Overtime

There is no statutory overtime rate for domestic helpers under the Employment Ordinance. However, it is common practice for employers to pay one daily rate for a full day of overtime work and half a daily rate for a half day. Overtime arrangements should be agreed upon between the employer and helper, ideally documented in writing.

4. Statutory Holidays in the First 3 Months

All helpers are entitled to take the 15 statutory holidays from their first day of employment. However, holiday pay is only required after the helper has been employed continuously for at least 3 months preceding the holiday. This means that during the first 3 months of employment, if a statutory holiday falls and the helper does not work that day, the day is unpaid. If the helper works on a statutory holiday during this period, the employer must still arrange an alternative or substituted holiday according to the statutory rules.

5. Deducting for Sick Leave

Sick leave rules depend on the number of consecutive days taken. Under the Employment Ordinance, a helper is entitled to paid sickness allowance only if they take 4 or more consecutive sick days, the absence is supported by a medical certificate, and they have accumulated sufficient paid sick days. Paid sickness allowance is calculated at four-fifths (4/5) of the average daily wages.

If the sick leave is fewer than 4 consecutive days, the helper is not entitled to sickness allowance and the days are typically treated as unpaid. Paid sick days accumulate at 2 days per month during the first 12 months of employment, and 4 days per month thereafter, up to a maximum of 120 days.

6. Other Deductions

Employers may make deductions for damage or loss caused by the helper's negligence, but each incident is capped at HKD 300. Advance salary recovery is capped at one quarter of the wages payable in that wage period. The total of all deductions (excluding absence from work) in any wage period must not exceed one half of the wages payable. Exceeding these limits is a criminal offence carrying fines up to HKD 100,000 and imprisonment.

7. Putting It All Together

Your helper's monthly pay is calculated as: Base Salary + Overtime − Unpaid Holiday Deductions − Sick Leave Deductions − Incident Deductions = Total Payable. Tracking all these components manually can be tedious and error-prone.

This article is for general reference only and does not constitute legal or professional advice. Salary calculations may vary depending on individual circumstances. Please verify all information against your employment contract, the Employment Ordinance (Cap. 57), and seek professional advice where needed.