Hong Kong’s food and beverage (F&B) industry relies on adaptability — from part-time servers to seasonal event staff. Yet, the government’s shift from the “418 rule” to the “468 rule” under the Employment Ordinance represents a major change in how employers must organize work schedules.
This article explains the switch from 418 to 468 looks at how it affects the F&D industry, and points out what employers and HR teams should do to stay within the law.
Getting a Grip on the Change: The Move from “418” to “468” Rule
The old “418 rule” said workers could get a continuous employment contract if they worked 18 hours or more each week for four weeks in a row. People who didn’t hit this mark (called “non-418 employees”) couldn’t get statutory benefits like paid time off, money when sick, or severance pay.
But this setup left out many part-time and casual workers those in food service and hotels, from basic job protections.
To fix this, Hong Kong’s government brought in the “468 rule“, a new system that looks at total hours worked instead of weekly limits to decide who gets a continuous contract.
The new “468 rule” states that workers who put in at least 68 hours in any four weeks in a row for the same employer will get continuous employment status. This gives them access to legal benefits and job protections.
Lawmakers started this process in 2024 and plan to have it up and running by 2025–2025.
Why the Change Was Needed
The “418 rule” faced criticism for not keeping up with today’s gig and part-time job market. Many workers with irregular hours — like restaurant servers, baristas, and kitchen helpers — couldn’t reach the 18-hour-per-week mark even though they worked over several weeks.
This Gap Resulted In:
- Uneven worker protection for temporary and seasonal employees.
- Employers tweaking schedules to stay under limits.
- Fuzzy rules about who gets benefits leading to arguments.
The “468 rule” offers a more adaptable and fair approach — bringing job laws in line with how people work these days in places like restaurants and shops.
Key Differences Between the 418 Rule and the 468 Rule
| Aspect | Old 418 Rule | New 468 Rule | Impact on F&B Employers & Employees |
| Calculation Basis | 18 hours per week for four consecutive weeks | 68 total hours over four consecutive weeks | Provides flexibility for workers with irregular hours |
| Employee Coverage | Limited to regular full-time/part-time staff | Includes more part-time and casual employees | Expands eligibility for statutory benefits |
| Work Schedule Flexibility | Weekly hours must be consistent | Aggregated hours across weeks count | Easier for restaurants and cafes to manage shifts |
| Employer Control | Employers could limit hours to avoid obligations | Employers must track total hours transparently | Encourages fairer scheduling |
| Statutory Benefits Access | Restricted for many part-time workers | Extended to more workers meeting 68-hour threshold | Improves staff morale and retention |
Quick Insight: The “468 rule” makes things fair for part-time staff in jobs where hours change a lot, like catering fast food, and hotels.
Learn On How: Replacing 418 Rule To “468 Rule” In Hong Kong
Implications for the F&B Sector
The F&B industry — which depends on workers with variable hours — will feel the effects more than most sectors. Let’s look at the main impacts.
1. Workforce Scheduling Changes
Companies must rethink how they give out shifts. The 468 rule means workers who clock 68 hours in four weeks can get continuous contracts. This means HR teams must:
- Track hours worked by casual staff.
- Limit use of short-hour contracts to reduce risk.
- Use digital time and attendance systems to keep accurate records.
2. Review of Employment Contracts
Existing job contracts — for part-timers — might need changes. Employers should spell out:
- Work hour expectations
- Rules for overtime
- Who gets statutory benefits under the 468 framework
Clear talks prevent mix-ups and potential legal issues.
Read More: Mastering Payroll Localization With HRMS In Hong Kong
3. Changes to Employee Benefits
Workers who didn’t meet the “418” rule before can now get legal benefits under the “468 rule,” such as:
- Rest days and paid yearly time off
- Money for sick days
- Time off for new moms and dads
- Pay when leaving or for long service
This makes jobs more stable and helps keep staff, but employers should get ready to spend more on wages and handle more paperwork.
4. Following Rules and Legal Stuff
Not following the new law can lead to:
- Fines and punishments from the Labour Department
- Arguments about work and damage to reputation
- Having to fix contracts
Employers need to plan ahead by talking to lawyers and HR experts who know the rules before the new law starts.
Steps F&B Employers Should Take to Get Ready for the 468 Rule
To follow the rules and keep their business running , employers in the food and beverage industry should take these important steps:
1. Do Internal HR Checks
Find workers whose hours might make them eligible for ongoing contracts. Change work schedules as needed.
2. Bring HR Policies and Papers Up to Date
Make sure all job contracts, employee guides, and pay records match the new rule.
3. Talk More with Staff
Tell them how the change affects their hours, perks, and rights to keep things open and build trust.
4.Automate Compliance Tracking
Apply cloud-based HRMS software such as Info-Tech’s solution to track working hours , figure out entitlements, and highlight non-compliance risks.
5. Get Expert Input
Bring in HR consultants or employment lawyers who focus on Hong Kong labour law to check compliance procedures.
Broader Impact: A Step Toward Fairer Employment Practices
The 468 rule goes beyond a simple technical change — it shows Hong Kong’s push to update employment laws and bring them in line with fair work standards around the world.
For the F&B industry, it promotes:
- More open workforce management
- Better safeguards for part-time workers
- Higher employee satisfaction and retention
In the end, these enhancements support a steadier more skilled, and more driven workforce — key factors in Hong Kong’s bustling hospitality sector.
Key Takeaways
- The 468 rule takes the place of the 418 rule now defining continuous employment as 68 total hours over four weeks in a row.
- This change will lead to more statutory benefits for workers who are part-time or casual.
- F&B employers need to check schedules, change contracts, and make payroll compliance digital.
- Using advanced HRMS Software can make compliance easier, cut down on admin mistakes, and get ready for future rule changes.
Make HR compliance in the F&B sector easier with Info-Tech’s complete HRMS and Payroll Software.
Contact Our Experts Today To Get Advice Just For You
Frequently Asked Questions:
What does the 468 rule in Hong Kong mean?
The 468 rule lets workers who clock 68 hours over four weeks in a row qualify for ongoing employment. This gives them access to legal benefits.
How does the 468 rule differ from the 418 rule?
The 418 rule needed 18 hours each week. The 468 rule counts 68 hours over any four weeks. This gives workers with changing schedules more options.
When will the 468 rule take effect?
The rule should be in place by late 2025 or early 2026, after lawmakers give it the final okay.
How will the 468 rule affect F&B employers?
Employers need to change shift schedules, update contracts, and track time to follow the rules.
Which employees get the most benefit from the 468 rule?
Workers who are part-time, casual, or do shifts in areas like food & drink, shops, and hotels receive the most protection.
