如贵公司首次使用本处的招聘服务，或曾递交的商业登记证 ／ 其他登记或注册证已过期 ／ 更新，请于网上系统递交空缺后，尽快向职位空缺处理中心提交有效的商业登记证（上载【只供已登记的雇主使用】 ／ 传真号码：2566 3331） ／ 其他登记或注册证副本（传真号码：2566 3331），并注明成功递交空缺后显示的空缺参考编号，否则空缺将不获处理。

1. 法定最低工资水平将由2025年5月1日起调升至每小时42.1元

由2025年5月1日起，法定最低工资水平将由现行的每小时40元调升至每小时42.1元，雇主必须以不低于经修订的法定最低工资水平向雇员支付工资。所有未符合经修订的法定最低工资水平的职位空缺将于2025年4月30日起被取消。

• 由于雇员每个工资期内的总工作时数，可能会按实际工作或休假安排等因素而增减，雇主必须确保在任何工资期内，雇员的平均时薪，不得低于法定最低工资水平。
• 雇主必须遵守《最低工资条例》的规定，查核是否就任何工资期支付雇员不少于按下列方法计算的最低工资：

• 法定最低工资紧贴《雇佣条例》工资的定义。除《雇佣条例》另有规定外，工资是指雇主以金钱形式支付雇员作为其所做或将要做的工作的所有报酬、收入、津贴（包括交通津贴、勤工津贴、佣金、超时工作薪酬）、小费及服务费，不论其名称或计算方法，但不包括若干项目。
• 非工作时数的时间，不会用于计算最低工资。因此，在计算最低工资时，就非工作时数而支付予雇员的款项（如：休息日薪酬、假日薪酬、年假薪酬、产假薪酬、侍产假薪酬、疾病津贴等），同样不算作须就工资期支付予雇员的工资（以下简称「须支付的工资」）的一部分。《最低工资条例》因应不同情况列明一些款项是否属于须支付的工资，以判断工资是否已符合最低工资的要求。
• 如就工资期须支付予雇员的工资少于最低工资，雇员有权就该工资期获付这差额（即「额外报酬」）。该雇员的雇佣合约须视为他有权就该工资期获得额外报酬，而该额外报酬亦适用于计算根据其他相关法例所应获得的款项。

2. 「中高龄就业计划」

「中高龄就业计划」旨在透过向雇主发放在职培训津贴，鼓励雇主聘请中高龄人士并为他们提供在职培训。雇员完成计划下的在职培训后，雇主聘用每名60岁或以上失业或已离开职场的年长求职人士，可申请每月最高达5,000元的在职培训津贴，为期6至12个月；聘用每名40至59岁失业求职人士，则可申请每月最高达4,000元的在职培训津贴，为期3至6个月。查询请电「中高龄就业计划」热线2150 6398。

请 按此 进入「中高龄就业计划」专题网页。

3. 刊登的空缺资料

雇主递交的职位空缺资料，例如职位名称、职责、待遇和联络雇主的方法，必须连同公司名称一同刊登。

如雇主因招聘程序的需要而不愿意刊登公司名称，本处仍会处理及刊登有关的职位空缺资料，惟招聘广告将不会刊登联络雇主的方法。求职人士如有意应征有关空缺，必须经劳工处转介，与雇主作面试等安排，或经劳工处告知求职人士有关公司名称和联络方法。

4. 雇主每月递交的「职位招聘表」上限

本处的免费招聘服务旨在促进就业资讯流通，协助雇主尽快填补职位空缺。

为更有效运用资源，让本处服务惠及更多雇主和尽快处理及刊登空缺，每位雇主每月可向本处职位空缺处理中心递交的「职位招聘表」以30份为上限。以每份招聘表只供填写一类职位计算，即每月上限30个职位种类／岗位。雇主可按其实际招聘需要，在每份招聘表内填写该职位种类／岗位的聘用人数。空缺的刊登期为一个月。

雇主递交的「职位招聘表」如达每月上限和再有刊登招聘广告需要，请于下个月向本处职位空缺处理中心递交表格。

雇主如有殷切的招聘需要，职位空缺处理中心将视乎雇主提供的资料及理由，按个别情况酌情处理额外名额的申请。如申请获接纳，有关雇主的所有「职位招聘表」必须经劳工处「互动就业服务」网站（www.jobs.gov.hk）递交，经传真递交的表格将不获处理。

5. 空缺的处理

多谢你透过「互动就业服务」网站递交空缺资料。请尽量以中英文双语输入「职位招聘表」所需资料。劳工处需额外时间处理及输入透过传真递交的「职位招聘表」。

递交表格前，请覆核及确保所提供的资料正确无讹。如资料不足、职责或聘用条件不符本处招聘服务的条款，将会延长空缺处理时间或导致空缺被拒刊登。空缺一经刊登，有提供传真号码的雇主会收到附有空缺编号的「刊登空缺通知」。

为保障求职人士及雇主，劳工处必须审核职位空缺的工作内容、入职要求及聘用条件，以确定其符合《雇佣条例》、《最低工资条例》及其他相关法例的规定，且不含歧视成份。有需要时，我们会与你联络，查询空缺资料的详情。

劳工处有权编辑和修改雇主递交的空缺资料，并有权决定是否处理和将职位空缺刊登于就业中心、「互动就业服务」网站及／或其他宣传途径。

If your company is a first-time user of our recruitment services, or the Business Registration Certificate (BRC) / other registration certificate previously submitted expired / has been updated, please provide a copy of the valid BRC (upload [Available to registered employers only] / fax no.: 2566 3331) / other registration certificate (fax no.: 2566 3331) together with the reference number shown after successfully submitting vacancy information to the Job Vacancy Processing Centre after online submission of vacancy order. Otherwise, your vacancy order will not be processed.

1. The Statutory Minimum Wage rate will be raised to $42.1 per hour with effect from 1 May 2025

Starting from 1 May 2025, the Statutory Minimum Wage (SMW) rate will be raised from $40 per hour to $42.1 per hour. Employers are required to pay their employee(s) no less than the revised SMW rate. All vacancies with wage rates not meeting the revised SMW rate will be cancelled from 30 April 2025.

• As the total hours worked by an employee may vary with his / her actual attendance or leave arrangements in each wage period, an employer must ensure that in any wage period his / her employee's average hourly wage rate is not less than the SMW rate.
  
  
• An employer must check whether the wages payable to his / her employee in respect of any wage period are not less than the amount of minimum wage as illustrated below:

• The definition of wages for SMW is aligned closely with that under the Employment Ordinance. Unless otherwise specified in the Employment Ordinance, "wages" means all remuneration, earnings, allowances including travelling allowances, attendance allowances, commission, overtime pay, tips and service charges, however designated or calculated, capable of being expressed in terms of money, payable to an employee in respect of work done or to be done, subject to certain exclusions.
• Since the calculation of minimum wage excludes the time that is not hours worked, payment made to the employee for any time that is not hours worked (e.g. rest day pay, holiday pay, annual leave pay, maternity leave pay, paternity leave pay, sickness allowance, etc.) must not be counted as part of the wages payable to the employee (i.e. "wages payable") in respect of a wage period for computing minimum wage. The Minimum Wage Ordinance also sets out whether certain sums should be counted as wages payable in specific situations in order to determine whether the wages meet the minimum wage.
• If the wages payable to the employee in respect of the wage period are less than the minimum wage, he / she is entitled to be paid the difference (i.e. "additional remuneration"). The contract of employment of the employee must be taken to provide that he / she is entitled to additional remuneration in respect of that wage period. The additional remuneration also applies in calculating entitlements under other relevant legislation.

2. Employment Programme for the Elderly and Middle-aged

Employment Programme for the Elderly and Middle-aged (EPEM) aims at encouraging employers to hire the elderly and middle-aged and provide on-the-job training, through the provision of training allowance to employers. Upon completion of on-the-job training by eligible employees, employers engaging elderly job seekers aged 60 or above who are unemployed or have left the workforce may apply for an on-the-job training allowance of up to $5,000 per month per employee for a period of 6 to 12 months; while employers engaging unemployed job seekers aged 40 to 59 may apply for an on-the-job training allowance of up to $4,000 per month per employee for a period of 3 to 6 months. For details, please call the EPEM hotline at 2150 6398.

Please click here to enter the EPEM dedicated webpage.

3. Vacancy information to be displayed

The company names of employers will be displayed for public viewing, along with the vacancy details, such as the post title, job duties, salary/fringe benefits and means of contact.

If employers wish to conceal their company names for various operational/business reasons, those orders would still be processed, but their contact means (e.g. telephone number and email address) will not be displayed. Job seekers who wish to apply for the relevant vacancies must be referred by the Labour Department to arrange interviews with the employers or be informed by the Labour Department about the company name and contact methods.

4. Maximum number of Vacancy Order Forms (VOFs) to be submitted per month

The free recruitment services of the Labour Department facilitate the dissemination of employment information and assist employers in filling their job vacancies as quickly as possible.

To make better use of our resources in serving more employers and to process the vacancies received as quickly as possible, each employer may submit no more than 30 VOFs in a calendar month to the Job Vacancy Processing Centre (JVPC). In other words, each employer shall submit no more than 30 job titles/posts in a calendar month since each VOF is used for one job title/post only. Employers can fill in the number of vacancy(ies) required for each job title/post per VOF according to their recruitment needs. Each vacancy order will remain valid for 1 month.

Employers who have already reached the monthly limit may submit order(s) in the following month if they still have recruitment needs.

For employers who have genuine recruitment needs, their applications for additional quotas will be assessed by JVPC based on the merits of individual case, subject to the information and reasons provided by the employers. For successful applications, all VOFs should be submitted through the Interactive Employment Service (iES) website (www.jobs.gov.hk) of the Labour Department. VOFs submitted by fax will not be processed.

5. Submission of VOF

Thank you for using our recruitment services through the iES website. Please complete your VOF in both English and Chinese as far as possible. The Labour Department requires longer time to process VOFs submitted by fax.

Before submitting the form, please review and ensure that the information provided is accurate. If the information is insufficient or if the job requirements or employment terms do not meet the terms of our recruitment services, it may extend the processing time for the vacancy or result in the vacancy being rejected. Once the vacancy is displayed, employers who have provided a fax number will receive a “Vacancy Display Notification” with the “Order Number” attached.

To protect the interests of job seekers and employers, the Labour Department will review the job description, entry requirements and employment terms of the vacancies to ensure compliance with the Employment Ordinance, the Minimum Wage Ordinance and other relevant legislations and to confirm that it does not contain any discriminatory elements. If necessary, we will contact you to enquire about the details of the vacancy information.

The Labour Department reserves the right to edit and revise contents of the vacancies; and refuse to process or display any vacancies in Job Centres, on the iES website and/or via other publicity channels.