如貴公司首次使用本處的招聘服務，或曾遞交的商業登記證 ／ 其他登記或註冊證已過期 ／ 更新，請於網上系統遞交空缺後，盡快向職位空缺處理中心提交有效的商業登記證（上載【只供已登記的僱主使用】 ／ 傳真號碼：2566 3331） ／ 其他登記或註冊證副本（傳真號碼：2566 3331），並註明成功遞交空缺後顯示的空缺參考編號，否則空缺將不獲處理。

1. 法定最低工資水平由2025年5月1日起調升至每小時42.1元

法定最低工資水平由2025年5月1日起調升至每小時42.1元。僱主必須以不低於經修訂的法定最低工資水平向僱員支付工資。

• 由於僱員每個工資期內的總工作時數，可能會按實際工作或休假安排等因素而增減，僱主必須確保在任何工資期內，僱員的平均時薪，不得低於法定最低工資水平（即每小時42.1元¹）。
• 僱主必須遵守《最低工資條例》的規定，查核是否就任何工資期支付僱員不少於按下列方法計算的最低工資：

• 法定最低工資緊貼《僱傭條例》工資的定義。除《僱傭條例》另有規定外，工資是指僱主以金錢形式支付僱員作為其所做或將要做的工作的所有報酬、收入、津貼（包括交通津貼、勤工津貼、佣金、超時工作薪酬）、小費及服務費，不論其名稱或計算方法，但不包括若干項目。
• 非工作時數的時間，不會用於計算最低工資。因此，在計算最低工資時，就非工作時數而支付予僱員的款項（如：休息日薪酬、假日薪酬、年假薪酬、產假薪酬、侍產假薪酬、疾病津貼等），同樣不算作須就工資期支付予僱員的工資（以下簡稱「須支付的工資」）的一部分。《最低工資條例》因應不同情況列明一些款項是否屬於須支付的工資，以判斷工資是否已符合最低工資的要求。
• 如就工資期須支付予僱員的工資少於最低工資，僱員有權就該工資期獲付這差額（即「額外報酬」）。該僱員的僱傭合約須視為他有權就該工資期獲得額外報酬，而該額外報酬亦適用於計算根據其他相關法例所應獲得的款項。

¹法定最低工資水平由2025年5月1日起調升至每小時42.1元。

2. 「中高齡就業計劃」

「中高齡就業計劃」旨在透過向僱主發放在職培訓津貼，鼓勵僱主聘請中高齡人士並為他們提供在職培訓。僱員完成計劃下的在職培訓後，僱主聘用每名60歲或以上失業或已離開職場的年長求職人士，可申請每月最高達5,000元的在職培訓津貼，為期6至12個月；聘用每名40至59歲失業求職人士，則可申請每月最高達4,000元的在職培訓津貼，為期3至6個月。查詢請電「中高齡就業計劃」熱線2150 6398。

請 按此 進入「中高齡就業計劃」專題網頁。

3. 刊登的空缺資料

僱主遞交的職位空缺資料，例如職位名稱、職責、待遇和聯絡僱主的方法，必須連同公司名稱一同刊登。

如僱主因招聘程序的需要而不願意刊登公司名稱，本處仍會處理及刊登有關的職位空缺資料，惟招聘廣告將不會刊登聯絡僱主的方法。求職人士如有意應徵有關空缺，必須經勞工處轉介，與僱主作面試等安排，或經勞工處告知求職人士有關公司名稱和聯絡方法。

4. 僱主每月遞交的「職位招聘表」上限

本處的免費招聘服務旨在促進就業資訊流通，協助僱主盡快填補職位空缺。

為更有效運用資源，讓本處服務惠及更多僱主和盡快處理及刊登空缺，每位僱主每月可向本處職位空缺處理中心遞交的「職位招聘表」以30份為上限。以每份招聘表只供填寫一類職位計算，即每月上限30個職位種類／崗位。僱主可按其實際招聘需要，在每份招聘表內填寫該職位種類／崗位的聘用人數。空缺的刊登期為一個月。

僱主遞交的「職位招聘表」如達每月上限和再有刊登招聘廣告需要，請於下個月向本處職位空缺處理中心遞交表格。

僱主如有殷切的招聘需要，職位空缺處理中心將視乎僱主提供的資料及理由，按個別情況酌情處理額外名額的申請。如申請獲接納，有關僱主的所有「職位招聘表」必須經勞工處「互動就業服務」網站（www.jobs.gov.hk）遞交，經傳真遞交的表格將不獲處理。

5. 空缺的處理

多謝你透過「互動就業服務」網站遞交空缺資料。請盡量以中英文雙語輸入「職位招聘表」所需資料。勞工處需額外時間處理及輸入透過傳真遞交的「職位招聘表」。

遞交表格前，請覆核及確保所提供的資料正確無訛。如資料不足、職責或聘用條件不符本處招聘服務的條款，將會延長空缺處理時間或導致空缺被拒刊登。空缺一經刊登，有提供傳真號碼的僱主會收到附有空缺編號的「刊登空缺通知」。

為保障求職人士及僱主，勞工處必須審核職位空缺的工作內容、入職要求及聘用條件，以確定其符合《僱傭條例》、《最低工資條例》及其他相關法例的規定，且不含歧視成份。有需要時，我們會與你聯絡，查詢空缺資料的詳情。

勞工處有權編輯和修改僱主遞交的空缺資料，並有權決定是否處理和將職位空缺刊登於就業中心、「互動就業服務」網站及／或其他宣傳途徑。

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 is raised to $42.1 per hour with effect from 1 May 2025

The Statutory Minimum Wage (SMW) rate is raised to $42.1 per hour with effect from 1 May 2025. Employers should pay their employee(s) no less than the revised SMW rate.

• 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 (i.e. $42.1 per hour¹).
  
  
• 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.

¹The revised SMW rate of $42.1 per hour comes into force on 1 May 2025.

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.