Hong Kong has made a big change to its Employment Ordinance. The old “418 rule” is now gone replaced by the new “468 rule.” This change aims to update employee protections and make it clearer who qualifies as a part-time employee. It’s a big deal for employers and employees in many fields, but in food & beverage, retail, and logistics.
This update changes how ongoing contracts are defined how benefits are figured out, and how work hours are kept track of. If you have part-time, casual, or shift employees in Hong Kong, you need to know about this change. It’s key to following the law and treating employees equally.
Background: Understanding the Original 418 Rule
Under the old 418 rule, employees had continuous contract if they worked at least 18 hours weekly for four weeks in a row with one employer.
This status mattered because “continuous contract” employees had legal rights to key benefits under the Employment Ordinance (EO) such as:
- Pay for statutory holidays
- Rest days and leave
- Pay for sick leave
- Leave for new moms and dads
- Severance or long service pay (when applicable)
- Safeguards against unfair firing
Though the rule was clear, its weekly measurement caused arguments—among part-time and odd-hour employees with changing schedules.
Learn More: Simplified Paid Time Off Types and Benefits
The Introduction of the 468 Rule (In Effect 2024–2025)
To fix inconsistencies, the Hong Kong Labour Department gave the green light to a new method called the “468 Rule”, which kicks off in 2024.
What the 468 Rule Is All About
The new ongoing contract setup says a employee has a continuous job if they have:
Put in at least 68 hours of work over any four weeks in a row.
In simple terms:
- Employers now evaluate employment over four weeks (28 days) instead of weekly.
- A total 68-hour threshold has taken the place of the 18-hour-per-week standard.
- Employees with unpredictable shifts or changing hours—like those in restaurants, delivery services, and retail stores—now have more flexibility in the system.
Hong Kong’s 468 Rule states that employees who clock 68 hours or more in four straight weeks get continuous employment status and full statutory benefits.
Employee Rights Under the 468 Rule
When a employee hits the 68-hour/4-week mark, they can claim all benefits under the Employment Ordinance, including:
| Benefit | Eligibility |
| Rest Days | At least 1 rest day every 7 days |
| Statutory Holiday Pay | After 3 months of continuous employment |
| Paid Annual Leave | After 12 months of service |
| Sickness Allowance | 4 consecutive sick days with medical proof |
| Maternity Leave | 14 weeks of paid leave (if eligible) |
| Paternity Leave | 5 days of paid leave |
| Severance / Long Service Payment | After 24 months of service |
| Employment Protection | Protection against unlawful dismissal |
This change aims to provide protection to more part-time employees who previously didn’t meet the weekly requirement of the 418 rules.
Key Differences Between the 418 and 468 Rules
| Criteria | 418 Rule (Old) | 468 Rule (New) |
| Assessment Period | 4 weeks (weekly calculation) | 4 weeks (aggregate total) |
| Hour Threshold | 18 hours per week | 68 hours over 4 weeks |
| Beneficiary Scope | Limited (steady-hour staff) | Broader (part-time & irregular-hour employees) |
| Purpose | Rigid weekly standard | Flexible accumulation method |
| Industry Impact | Minimal for shift employees | Major boost for service & F&B sectors |
Impact on Employers: Adapting to the 468 Rule
1. Reviewing Labour Contracts and Rosters
Employers need to examine all current contracts and shift schedules to comply with the 68-hour / 4-week threshold.
- Tweak workforce scheduling tools to keep tabs on total hours worked.
- Spot part-time staff who might now be “continuous” employees.
- Change contract language to match new eligibility rules.
2. Upgrading Payroll and HR Systems
Tracking payroll by hand won’t cut it anymore. Companies should:
- Use HRMS software to track attendance and hours .
- Set up systems to figure out benefits using 4-week combined data.
- Make sure attendance, payroll, and compliance parts work together.
Check Out Info-Tech Payroll Software – it tracks hours on its own, flags continuous contracts, and gets MPF and benefits right.
3. Boosting Legal Compliance
Failing to comply can lead to labor conflicts and penalties for businesses. Companies must:
- Check Employment Ordinance changes often.
- Keep digital attendance and pay records for at least 7 years.
- Ask for legal or HR advice to update contract terms.
Tip: Pick payroll software with built-in compliance warnings about Employment Ordinance updates.
Know More: Payroll Compliance Guide In Hong Kong
4. Open Communication with Staff
Rules like the 468 one can puzzle part-time employees. Employers should explain:
- How they now count work hours
- Who can get benefits
- Changes to pay or schedules
This openness builds trust, involvement, and loyalty in jobs with high turnover like food service and shipping.
Effect on Employees: What’s Coming
1. Improved Job Stability
The new system allows more part-timers to count as “continuous” employees. This gives them more stable jobs and rights to paid time off and safeguards.
2. More Transparent Benefit Rights
Employees can now keep track of their eligibility more — just check if their total hours hit 68 in a four-week period.
3. Following Rules and Staying Informed
Staff members should use HR websites or phone apps to watch their attendance, perks, and pay records as they happen.
Why This Shift Is Important
The shift from “418 to 468” shows Hong Kong’s push to update employee protections in an economy changed by the pandemic. This change aims to give fair treatment to employees with flexible schedules and part-time jobs.
This new rule also matches global work standards that promote equal pay for equal work, no matter how the work schedule looks.
The 468 rule brings more fair benefits and job security to Hong Kong’s part-time and shift employees by changing how they qualify for ongoing employment.
How Tech Makes It Easier to Follow the 468 Rule
Doing these new calculations by hand takes a lot of time and can lead to mistakes. Up-to-date HRMS software can help by:
- Keeping track of total work hours on its own
- Pointing out employees who meet the 468 rule
- Changing contracts and benefit eligibility without manual input
- Working with MPF and tax systems
- Showing HR teams real-time info on screens
Info-Tech’s HR Software puts together attendance tracking, payroll automation, and compliance management in one simple-to-use system—perfect for businesses like F&B, retail, and logistics.
Seamless Payroll Software — One Smart Solution.
Main Points
- Hong Kong has replaced the 418 rule with the 468 rule starting in 2024.
- Employees who clock 68 hours or more in 4 weeks now have continuous employment status.
- Companies must revise contracts, update systems, and change how they communicate to stay in line with the law.
- Digital HR and payroll platforms make it easier to follow rules and keep tabs on hours.
- This change gives more job security to part-timers and shift employees in Hong Kong.
Contact Us Now To Learn More About Our HR Compliance System
Frequently Asked Questions:
How does Hong Kong define the 468 rule?
The 468 rule states that employees who put in 68 hours or more over four weeks in a row have a continuous contract and get full job benefits.
How does the 468 rule differ from the 418 rule?
The 418 rule set a weekly 18-hour limit, while the 468 rule counts total hours across four weeks (68 hours in total).
Who benefits most from the 468 rule?
Employees with part-time irregular hours, and shifts—in food, drink, and logistics industries.
What should employers do to comply with the 468 rule?
Check contracts upgrade attendance tracking systems, and make sure payroll software calculates benefits.
Is the 468 rule already in effect?
Yes. It began in 2024 and still applies to all industries as of 2025.
