What statutory holidays are domestic helpers entitled to in Hong Kong?

Overview

Statutory holidays are gazetted public holidays that every employer in Hong Kong must grant to their FDH. Unlike annual leave (which accrues over time), statutory holidays apply from day one — but there is an important nuance around pay during the first three months of employment.

The 15 Statutory Holidays

As of 2026, Hong Kong has 15 statutory holidays per year:

• The first day of January (1 January)
• Lunar New Year's Day (17 February)
• The second day of Lunar New Year (18 February)
• The third day of Lunar New Year (19 February)
• Ching Ming Festival (5 April)
• Easter Monday (6 April) — newly added from 2026 onwards
• Labour Day (1 May)
• The Birthday of the Buddha (24 May)
• Tuen Ng Festival (19 June)
• Hong Kong Special Administrative Region Establishment Day (1 July)
• The day following the Chinese Mid-Autumn Festival (26 September)
• National Day (1 October)
• Chung Yeung Festival (18 October)
• Chinese Winter Solstice Festival or Christmas Day (at the option of the employer) (22 December or 25 December)
• The first weekday after Christmas Day (26 December)

The exact dates vary each year. The Labour Department publishes an updated list annually.

Are Statutory Holidays Paid?

After the first 3 months: Yes — statutory holidays are fully paid. The helper receives holiday pay equivalent to the average daily wages earned in the 12-month period preceding the holiday.

During the first 3 months: The employer must still grant the day off, but is not required to pay for it. The employer may deduct that day's wages from the monthly salary.

Key rule: The day off itself cannot be refused, bought out, or converted to a working day — even during the first 3 months. The helper must be given the actual day off; it is simply unpaid during this initial period.

In short: the entitlement to take the day off exists from day one. The entitlement to be paid for it begins after 3 months of continuous employment.

What If a Helper Works on a Statutory Holiday?

If the employer needs the helper to work on a statutory holiday, the employer must:

1. Give the helper at least 48 hours' notice in advance
2. Grant an alternative day off within 60 days (before or after the original date)

Cash payment in lieu of granting the day off is not permitted — even if the helper agrees. An actual day off (either the original holiday or a substitute) is always required by law.

Winter Solstice or Christmas Day: Employer's Choice

The employer must choose to grant either Winter Solstice (December 22) or Christmas Day (December 25) as a statutory holiday — but not both. Only one of these two days is required by law.

If the chosen day falls on the helper's rest day:

• The employer must grant an alternative holiday on the next day that is not already a statutory holiday, alternative holiday, substituted holiday, or rest day

Example:

• If the employer chooses Winter Solstice (Monday, Dec 22) and the helper's rest day is Monday, then an alternative day must be given (e.g., Tuesday, Dec 23)
• If the employer chooses Christmas Day (Friday, Dec 25) and the helper's rest day is Sunday, no conflict occurs

Important Notes

• Statutory holidays are separate from annual leave and weekly rest days — they stack, not substitute
• If a statutory holiday falls on the helper's scheduled rest day, an alternative day must be arranged on the next day which is not a statutory holiday, alternative holiday, substituted holiday, or rest day
• The Employment Ordinance sets the minimum of 15 statutory holidays; FDHs are not entitled to general holidays (of which there are more) unless specifically agreed in the contract
• If a statutory holiday falls on the helper's scheduled rest day, an alternative day must be arranged
• The employer chooses between Winter Solstice or Christmas Day — only one is required as a statutory holiday

Related Resources

• Labour Department — statutory holidays FAQ
• Labour Department — FDH guide

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