Is there a statutory probationary period in Hong Kong, SAR China, and can it be extended or removed? Can the probationary period differ for various job titles or employment agreement types?

In Hong Kong, there are no statutory requirements for probationary periods. Employers have the discretion to implement probationary periods, which typically last between 3 to 6 months. These periods can be extended or removed at the employer's discretion. Additionally, the duration of the probationary period may vary depending on various job titles or types of employment agreements.

Are employment agreements mandated to be registered with a regulatory authority in Hong Kong, SAR China? If yes, what is the process for registration?

Employment agreements in Hong Kong, Special Administrative Region (SAR) China, are not required to be registered with a regulatory authority. To ensure that the employment agreement is properly recorded within the governmental system, the following step is necessary:

• Onboarding documents from the supported employee must be collected, and all required documents along with the employment agreements should be documented in our Global Work Platform™.

Can Pebl accept or support customers that have a local entity in Hong Kong?

Yes, Pebl is able to accept and support customers that have a local entity in Hong Kong, SAR China.