Hong Kong Paternity Leave: Complete Guide for Employers & Employees

Reading Time: 9 minutes

So you’re expecting a little one and wondering about Hong Kong’s paternity leave? Or maybe you’re an employer trying to figure out what your team members are entitled to when they become dads? Either way, you’ve come to the right place! Let’s look at everything you need to know about paternity leave here in Hong Kong – and trust me, it’s more straightforward than you might think.

First off, congratulations if you’re becoming a father! It’s such an exciting time, and honestly, having those first few days to bond with your new baby is absolutely precious. Hong Kong’s paternity leave laws make sure you can take that time without worrying about your job or going completely broke in the process.

What’s the Deal with Paternity Leave in Hong Kong?

Here’s the good news – Hong Kong actually has pretty decent paternity leave compared to some places. You get five whole days off when your baby arrives, and you’ll still get paid for most of it. I know five days might not sound like much, but when you’re in those first few sleepless nights helping your partner and getting to know your little one, every day counts. 🙂 

The really cool part is that you don’t have to take all five days in a row. Maybe you want to be there for the birth and take a couple of days, then save the rest for when you bring baby home and need to establish routines (it’s totally up to you). 

Now, let’s talk money because I know that’s probably on your mind. You’ll get four-fifths of your usual daily wage, which is 80% of your regular pay. It’s not full pay, but it’s way better than nothing, and it helps ease the financial stress during what’s already a pretty overwhelming time.

Do You Actually Qualify for This?

Okay, so before you start planning your paternity leave, let’s make sure you’re actually eligible. Don’t worry – most people who work regular jobs in Hong Kong will qualify, but there are a few boxes you need to tick.

The main thing is that you need to have been working for the same employer for at least 40 weeks before your baby arrives. And when I say “working,” I mean under what’s called a “continuous contract” – basically, you’re working at least 18 hours a week for the same company for at least four weeks. If you’re a full-time employee who’s been at your job for almost a year, you’re golden.

Let me give you an example. My friend Gary started his job in January 2025, working about 25 hours a week. His wife is due in December 2025. Since he’ll have been there for 48 weeks by then (way more than the 40 weeks needed), and he’s working more than 18 hours a week, he’s totally eligible for the full five hong kong paternity leave days.

On the flip side, if you’re working part-time and only doing 15 hours a week, or if you’ve been at your job for less than 40 weeks when baby arrives, you might not qualify for the statutory leave. It’s a bit of a bummer, but those are the rules.

The other thing worth mentioning is that this applies to biological fathers and adoptive fathers too. So whether you’re welcoming a biological child or growing your family through adoption, you’re covered. Pets not included, though.

How Much Money Are We Talking About?

Let’s get into the nitty-gritty of the payment because this is where it gets a bit mathy, but I promise it’s not too complicated once you break it down.

The government basically looks at what you earned in the 12 months before you take your leave (or however long you’ve been working if it’s less than a year), figures out your average daily wage, and then pays you 80% of that for each day you’re off.

Here’s how it works with a real example. Say you’re like my buddy Hong who makes HK$25,000 a month and has been at his company for over a year. The calculation would look like this: he earned HK$300,000 in the past 12 months, which works out to about HK$822 per day. So his paternity leave pay would be about HK$658 per day, giving him roughly HK$3,288 for the full five days.

If your salary varies month to month because you earn commissions or bonuses, don’t worry – they’ll include all of that in the calculation. They look at everything you earned, not just your base salary.

And if you haven’t been at your job for a full year yet? No problem. They’ll just use however long you have been working there. So if you’ve been there eight months, they’ll calculate based on those eight months of earnings.

How to Actually Apply for Hong Kong Paternity Leave

Alright, so you know you’re eligible and you’ve figured out roughly how much you’ll get paid. Now comes the practical stuff – how do you actually go about applying for this leave?

The first thing I’d recommend is giving your boss and HR team a heads up as soon as you feel comfortable sharing the news. You don’t legally have to tell them super early, but it’s just good manners and helps everyone plan better. Most companies appreciate having a few weeks’ notice when possible.

When you’re ready to make it official, you’ll need to fill out whatever application form your company uses. Every company does this slightly differently, but they’ll all want the same basic information – when you want to take your leave, whether you’re taking it all at once or splitting it up, and some proof that you’re actually having a baby. 

Speaking of proof, you’ll need to provide a medical certificate that confirms your partner’s pregnancy and the expected due date. After the baby arrives, you’ll also need to provide the birth certificate. Keep copies of everything for your own records – trust me on this one.

Quick Tip: At Talenox, you can submit your Next-of-Kin (i.e. Baby) details in your profile. Simply provide the expected delivery/birth date and this will “unlock” your paternity leave entitlements! From there, your HR team may customise or amend any necessary paternity leave details for you. You may also be able to plan and apply for paternity leave in advance. This really makes things flexible for both you and your boss!

When Should You Take Your Leave?

This is where that flexibility I mentioned earlier really comes in handy. You’ve got some choices to make about when to use your five days, and honestly, there’s no single “right” way to do it.

A lot of guys take all five days right after the baby is born. This gives you a full week to be there for your partner’s recovery, help with those first few days of figuring out feeding and sleeping schedules, and just soak in those precious early moments. If your partner had a C-section or complicated delivery, this extra support can be really valuable.

But some dads prefer to split their leave. Maybe you take two days for the actual birth and then save three days for a couple of weeks later. This can be great if your partner has a long maternity leave and you want to extend the period where you’re both home together. Or maybe you want to save some days for when your partner goes back to work to help with the transition.

I know of some dads who took just one day for the birth and then saved their other four days for when their wives’ maternity leave ended. They used those days to help establish new childcare routines and ease their families’ transition back to a working schedule. Pretty smart thinking!

The key is to think about what would work best for your specific situation. Every family is different, and what works for your friend might not be the best approach for you.

What Employers Need to Know about Hong Kong Paternity Leave

If you’re on the employer side of this equation, let me walk you through what you need to do to stay on the right side of the law and support your team members.

First things first – if someone is eligible for paternity leave, you must give it to them. It is their legal entitlement. This isn’t optional or up for negotiation. You also can’t discriminate against employees for taking this leave or make their work life difficult because of it. When they come back from leave, they should return to the same job or an equivalent position.

The payment part is pretty straightforward, but you need to get the calculation right. Remember, it’s 80% of their average daily wage over the past 12 months. If someone has variable income from commissions or bonuses, you need to include all of that in your calculation. And you need to pay them on your regular payroll schedule – you can’t delay their paternity leave pay.

From an administrative standpoint, I’d really recommend having clear written policies about the hong kong paternity leave. Include information about how to apply, what documentation is needed, and who to contact with questions. The clearer your policies are, the smoother the whole process will be for everyone.

Here’s something that might surprise you – supporting paternity leave is actually good for your business. Companies that are supportive of new fathers tend to have higher employee satisfaction, better retention rates, and a more positive workplace culture. Plus, when word gets out that you’re a family-friendly employer, it can help you attract better talent. 😉 

Common Hiccups and How to Handle Them

We all know that even with the best planning, things don’t always go perfectly smoothly. Murphy’s Law, right?

Let me share some common issues people run into and how to deal with them.

One thing that catches people off guard is the financial aspect. That 20% pay cut can feel significant, especially when you’re dealing with all the new expenses that come with a baby. The best approach is to plan ahead financially. If you know you’re trying to have a baby, start setting aside the difference between your full pay and 80% pay. That way, you’ll have a buffer for those days when you’re on leave.

Some guys also face pressure at work – either from colleagues who don’t think paternity leave is important or from managers who are stressed about coverage. If you run into this, remember that paternity leave is your legal right, not a favour you’re asking for. Document any inappropriate comments or pressure, and don’t hesitate to involve HR if needed.

For employers, project coverage is often the biggest challenge. The key is cross-training and succession planning. Make sure critical knowledge isn’t sitting with just one person, and have backup plans for when key team members are out. It’s good business practice generally, not just for paternity leave situations.

Another common issue is calculation disputes, especially for employees with variable income. If there’s ever disagreement about how much someone should be paid, go back to the basic formula: look at all income earned in the reference period, calculate the average daily wage, and apply the 80% rate. When in doubt, include more rather than less in the calculation.

How Hong Kong Paternity Leave Compares to Other Places

You might be curious about how Hong Kong’s paternity leave stacks up against other places. We’re actually sitting pretty well in the middle of the pack internationally.

Singapore gives two weeks at full pay, which is longer but you have to take it all at once. Japan offers up to a year of paternity leave, though at reduced pay. Some European countries offer several months of leave that can be shared between parents.

Hong Kong’s system isn’t the most generous in terms of duration, but the flexibility is really valuable. Being able to split your five days up means you can use them strategically based on your family’s needs, which is something not all countries offer.

There’s been some talk about potentially extending Hong Kong paternity leave, following increases to maternity leave benefits. While nothing’s confirmed, it’s possible we might see improvements in the future.

Your Next Steps

If you’re expecting a baby, here’s what I’d recommend doing now: First, double-check your eligibility by calculating how long you’ve been at your job and confirming you’re on a continuous contract. Then, start thinking about when you’d like to take your leave and have a preliminary conversation with your manager or HR team.

From a financial planning perspective, start budgeting for that 20% reduction in pay during your leave days. It’s also worth checking if your company offers any additional benefits beyond the statutory minimum – some employers are more generous than others.

For employers, take a look at your current policies and make sure they’re up to date with the five-day entitlement. Train your managers on how to handle paternity leave requests supportively, and consider whether you want to offer any enhanced benefits to attract and retain talent.

The most important thing to remember is that this time is precious. Whether you’re taking leave or managing someone who is, those first few days with a new baby are irreplaceable. The administrative stuff might seem overwhelming now, but once you’re holding your little one, it’ll all seem worth it.

Simplify Your HR Management with Talenox

Speaking of precious time, if you’re an employer trying to keep track of all these leave entitlements, payroll calculations, and compliance requirements, you know how quickly it can get overwhelming. That’s where having the right HR system makes all the difference.

At Talenox, we get it. Managing paternity leave applications, calculating payments correctly, and keeping proper records shouldn’t be a headache on top of everything else you’re juggling. Our HR and payroll platform is designed specifically for businesses in Hong Kong and Southeast Asia, so we understand the local employment laws inside and out.

With Talenox, you can automate leave calculations, track applications seamlessly, and ensure you’re always compliant with Hong Kong’s employment regulations. Plus, your team gets a user-friendly self-service portal where they can easily apply for leave and track their entitlements – making the whole process smoother for everyone.

Whether you’re a small business with a handful of employees or a growing company managing dozens of team members, we’ve built our platform to scale with you. Because honestly, you’ve got better things to focus on than wrestling with spreadsheets and manual calculations.

Want to see how Talenox can simplify your HR processes? Check out our free trial and discover why thousands of businesses across the region trust us to handle their HR and payroll needs.