[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fwork\u002Fminimum-wage\u002Fregulations\u002Fminimum-wages-regulations-hong-kong":3,"menu:\u002Fwork:":57,"sites:htmlblocks":283,"subsites":1483,"footer:root":5048,"cite-subsites":5126,"suggested:root":5603,"cite-footer:root":5607},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"edit_url":12,"breadcrumbs":13,"seo":25,"rendered":34,"description":35,"body":36,"body_blocks":37,"call_to_action":38,"owner":45,"related_pages":52,"related_sites":53,"in_subsite":54,"contact_page_url":55,"banner_message":56},37088,"minimum-wages-regulations-hong-kong","Work and Wages",null,"","\u002Fwork\u002Fminimum-wage\u002Fregulations\u002Fminimum-wages-regulations-hong-kong","labourlaw.labourlawpage","zh_HK","\u002Fcms\u002Fpages\u002F37088\u002Fedit\u002F",[14,17,20,23],{"title":15,"slug":16},"World of Work","work",{"title":18,"slug":19},"Minimum Wages","minimum-wage",{"title":21,"slug":22},"Minimum Wages Regulations","regulations",{"title":24,"slug":5},"Minimum Wages Regulations - Hong Kong",{"title":26,"description":8,"image":27,"canonical":28,"robots":29,"og_type":30,"twitter_card":31,"locale":32,"created_at":33,"last_modified_at":33},"Salary, Minimum Wage, Regular Pay - 香港","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fwork\u002Fminimum-wage\u002Fregulations\u002Fminimum-wages-regulations-hong-kong\u002F","index, follow","website","summary_large_image","en","2026-04-07T20:18:08.653055+02:00","\u003Cdiv class=\"cobra-ll-view\">\n\n  \n\n    \n    \n  \n  \u003Ch1>Work and Wages\u003C\u002Fh1>\n  \u003Cspan class=\"lastupdated\">This page was last updated on:\n      2026-02-25\u003C\u002Fspan>\n\n  \n\n    \n  \n    \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Minimum Wage\u003C\u002Fh2>\n          \u003Ch3>最低工资如何确定？（通过立法、集体谈判等)\u003C\u002Fh3>\n\n\u003Cp>法定最低工资（SMW）由立法机构通过立法确定，这一过程经过规范的协商程序，由最低工资委员会提供建议。该委员会向行政长官建议规定的最低时薪标准。\u003C\u002Fp>\n\u003Ch3>该国由谁决定最低工资？（相关主体）\u003Ch3>\n\n法定最低工资由最低工资委员会（MWC）确定，该委员会由以下人员组成：\n\n1.  一名主席（非公职人员）。\n\n2.  最多9名非公职人员成员：\n\n\n-   其中最多3名具备劳工领域专业知识。\n\n-   最多3名具备商业领域专业知识的成员。\n\n-   最多3名具有学术专长的成员。\n\n\n4.  最多3名公职人员成员\n\n\n\n\n行政长官会同行政会议在收到最低工资委员会的建议报告，并征询雇主、雇员或其他相关组织代表的意见后，必须确保尽快公布该报告的副本。\n\n\n\n\u003Ch3>是否有单独的最低工资立法？（《宪法》、《劳动法》或其他具体立法中的规定）\u003C\u002Fh3>\n\n香港的最低工资是通过一项名为《最低工资条例》（第 608 章）的单独最低工资立法来制定的。\n\n\u003Ch3>是否存在一种或多种最低工资？（国家、行业、职业、地区等）\n\n《最低工资条例》（第 608 章）在全港建立了通用的法定最低工资（SMW）制度。法定最低工资（SMW）的计算方法是将总工作小时数乘以最低时薪。\n\n\n\n法定最低工资（SMW）适用于所有雇员（在任何工资支付期\u002F雇佣合同内受雇），包括残疾雇员，但不包括学徒合同下的雇员、家政工人、学生实习生和体验式学习学生。\n\n\n\n\u003Ch3>确定或调整最低工资的标准是什么？\u003C\u002Fh3>\n\n委员会在决定最低工资水平时，需要同时考虑两方面：一方面要防止工资过低，另一方面也要避免因工资上升导致低薪岗位大量减少，同时还要维护香港的经济增长和竞争力。行政长官会同行政会议在接获委员会的报告后，须确保该报告尽快公布。\n\n\n\n\u003Ch3>最低工资的调整是否受法律规管？何时调整最低工资？\u003C\u002Fh3>\n\n最低工资的调整受《最低工资条例》（第608章）规管。法定最低工资至少每两年调整一次。\n\n根据新机制，法定最低工资须每年进行审查，修订后的金额将根据规定的公式确定，并在主管当局批准后实施。\n\n\n\u003Ch3>法律是否规定最低工资必须涵盖雇员的生活开支？\u003C\u002Fh3>\n\n法律并未明确要求最低工资必须完全覆盖生活开支。法定目标仅在于防止工资过低，同时维持香港的经济增长和竞争力。\n\n\u003Ch3>是否有政府机构受理最低工资投诉？\u003C\u002Fh3>\n\n如雇员未获支付法定最低工资，可向劳工督察处提出投诉。\n\n\n\u003Ch3>劳工监察处是否负责调查最低工资的合规情况？\u003C\u002Fh3>\n\n劳工处隶属于劳工处处长，负责执行《雇佣条例》（第57章）及其他相关法律条例。\n\n\u003Ch3>若未遵守规定，会有法律制裁吗？\u003C\u002Fh3>\n\n如雇主被裁定有罪，未向其雇员支付法律命令规定的款项，可被处以最高 350,000 港元的罚款及最高三年的监禁。\n\n来源：《1968年雇佣条例》（第57章）第43P及63C条，最后修订于2024年；《2010年最低工资条例》（第608章）第7、8及10至14条，修订于2023年；https:\u002F\u002Fwww.labour.gov.hk\u002Feng\u002Fnews\u002Fmwo.htm\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n        \n          \n    \n    \n    \n        \u003Cdiv class=\"teaserItem\">\n          \u003Ch2>Regular Pay\u003C\u002Fh2>\n          \u003Ch3>“工资”一词的含义是什么？《劳动法》或其他关于支付工资的相关法律如何定义该术语？\u003C\u002Fh3>\n\n\u003Cp>根据《雇佣条例》（第608章），“工资”定义为所有报酬、收入及津贴——包括加班费、佣金、出勤奖金、小费和服务费——是因为雇员按照雇佣合约已做或将要做的工作而应支付的，并且可以用金钱来计算。\u003C\u002Fp>\n\u003Cp>不包括：\u003C\u002Fp>\n\u003Cul>\n\u003Cli>\n\u003Cp>雇主提供的福利价值（例如住宿、膳食、教育、医疗）；\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>雇主向退休计划作出的供款；\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>雇主自愿额外发放的款项（例如合同中未约定的奖金、佣金或津贴）；\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>非经常性或用于报销差旅费的差旅津贴；\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>年终奖金；\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>合同完成或终止时的酬金。\u003C\u002Fp>\n\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Ch3>法律对定期及如期支付工资有何规定？\u003C\u002Fh3>\n\n\u003Cp>《最低工资条例》规定，工资须至少每月支付一次（对于按月发放工资的情况）。薪酬应直接支付给雇员，支付方式包括现金、支票、银行转账，或在雇员同意的情况下支付给其正式指定的代理人，或通过汇票或邮政汇款支付。但不得在娱乐场所、赌场、酒吧、毒品销售点或零售店支付工资——除非雇员在该地点工作。 雇主可就已完成的工作预支部分工资，并在工资期结束时将该金额从应付工资总额中扣除。\u003C\u002Fp>\n\u003Ch3>工资应在工资支付期结束后的多少天内支付？\u003C\u002Fh3>\n\n\u003Cp>雇主必须尽快支付工资，最迟不得晚于下一个月历月的第7天。如果常规发薪日恰逢周末或公共假期，则必须在周末或节假日前一天支付工资。如果未在7天内支付工资，雇主将按首席大法官规定的利率支付利息。\u003C\u002Fp>\n\u003Ch3>法律对工资扣除有何规定？\u003C\u002Fh3>\n\n\u003Cp>雇主必须以书面形式通知每位员工应付工资的构成、扣除金额及理由，以及应收净额。在获得员工书面同意并经专员批准的情况下，允许从工资中扣除款项，具体条件包括：\u003C\u002Fp>\n\u003Cp>缺勤（按比例扣除）\u003C\u002Fp>\n\u003Cp>雇员造成的损坏或损失（附带条件）（每起事件限额为 300 港元。\u003C\u002Fp>\n\u003Cp>偿还贷款（须经雇员书面同意）\u003C\u002Fp>\n\u003Cp>向认可的公积金供款\u003C\u002Fp>\n\u003Cp>法定扣除（例如：税款、法院命令的付款）\u003C\u002Fp>\n\u003Cp>每次工资支付的所有扣除总额不得超过应付给雇员的工资的四分之一，在法律规定的某些情况下，最高可达一半。\u003C\u002Fp>\n\u003Ch3>关于第 13 个月和第 14 个月工资或其他强制性奖金的规定是什么？\u003C\u002Fh3>\n\n\u003Cp>在香港，年终付款——通常称为第13或第14个月工资、双倍工资或年终奖金——除非在雇佣合同中明确规定，否则法律上并非强制性。根据《雇佣条例》，此类付款只有在具有合同性质时才具有法律强制力。 如果合同没有明确说明奖金是由雇主自愿决定是否发放的，则默认应当支付。要符合领取资格，雇员在相关支付期间内（不含试用期，最长三个月）须受雇于同一雇主至少三个月。若合同未规定年终款项金额，则推定其相当于一个月工资。 该款项应在合同规定的日期支付；若未规定，则应在支付期（通常为农历年）的最后一天支付，且必须在到期日后的七天内支付。 未满全年但已工作至少三个月的雇员，有权获得按比例计算的款项，除非其无正当理由自愿辞职。若雇佣合约在奖金期结束后但支付日期前终止，则年终款项应于终止时支付。\u003C\u002Fp>\n\u003Cp>来源：1968年《雇佣条例》（第57章）第2条、第11条（§11A-11F）、第22-27条、第VI部第32条及第46(2)条，2024年修订\u003C\u002Fp>\n        \u003C\u002Fdiv>\n    \n\n\n        \n      \n    \n\n    \n      \n    \n      \n\n    \n\n    \n      \n    \n    \u003Cdiv class=\"related\">\n      \u003Ch2>Related Items\u003C\u002Fh2>\n      \n          _ll_compensation_URL_\n      \n          _MW_FOLDER_URL_\n      \n          _SC_URL_\n      \n    \u003C\u002Fdiv>\n\n    \n\n  \n\n    \n    \n\n  \n\n  \n  \n\n  \n    \u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\n  \n\n\u003C\u002Fdiv>","Your rights: salary and minimum wages in 香港 – .","\u003Cdiv>\n\n\u003Cspan>This page was last updated on:\n      2026-02-25\u003C\u002Fspan>\n\u003Cdiv>\n\u003Ch2>Minimum Wage\u003C\u002Fh2>\n\u003Ch3>最低工资如何确定？（通过立法、集体谈判等)\u003C\u002Fh3>\n\u003Cp>法定最低工资（SMW）由立法机构通过立法确定，这一过程经过规范的协商程序，由最低工资委员会提供建议。该委员会向行政长官建议规定的最低时薪标准。\u003C\u002Fp>\n\u003Ch3>该国由谁决定最低工资？（相关主体）\u003Ch3>\n\n法定最低工资由最低工资委员会（MWC）确定，该委员会由以下人员组成：\n\n1.  一名主席（非公职人员）。\n\n2.  最多9名非公职人员成员：\n\n\n-   其中最多3名具备劳工领域专业知识。\n\n-   最多3名具备商业领域专业知识的成员。\n\n-   最多3名具有学术专长的成员。\n\n\n4.  最多3名公职人员成员\n\n\n\n\n行政长官会同行政会议在收到最低工资委员会的建议报告，并征询雇主、雇员或其他相关组织代表的意见后，必须确保尽快公布该报告的副本。\n\n\n\n\u003Ch3>是否有单独的最低工资立法？（《宪法》、《劳动法》或其他具体立法中的规定）\u003C\u002Fh3>\n\n香港的最低工资是通过一项名为《最低工资条例》（第 608 章）的单独最低工资立法来制定的。\n\n\u003Ch3>是否存在一种或多种最低工资？（国家、行业、职业、地区等）\n\n《最低工资条例》（第 608 章）在全港建立了通用的法定最低工资（SMW）制度。法定最低工资（SMW）的计算方法是将总工作小时数乘以最低时薪。\n\n\n\n法定最低工资（SMW）适用于所有雇员（在任何工资支付期\u002F雇佣合同内受雇），包括残疾雇员，但不包括学徒合同下的雇员、家政工人、学生实习生和体验式学习学生。\n\n\n\n\u003Ch3>确定或调整最低工资的标准是什么？\u003C\u002Fh3>\n\n委员会在决定最低工资水平时，需要同时考虑两方面：一方面要防止工资过低，另一方面也要避免因工资上升导致低薪岗位大量减少，同时还要维护香港的经济增长和竞争力。行政长官会同行政会议在接获委员会的报告后，须确保该报告尽快公布。\n\n\n\n\u003Ch3>最低工资的调整是否受法律规管？何时调整最低工资？\u003C\u002Fh3>\n\n最低工资的调整受《最低工资条例》（第608章）规管。法定最低工资至少每两年调整一次。\n\n根据新机制，法定最低工资须每年进行审查，修订后的金额将根据规定的公式确定，并在主管当局批准后实施。\n\n\n\u003Ch3>法律是否规定最低工资必须涵盖雇员的生活开支？\u003C\u002Fh3>\n\n法律并未明确要求最低工资必须完全覆盖生活开支。法定目标仅在于防止工资过低，同时维持香港的经济增长和竞争力。\n\n\u003Ch3>是否有政府机构受理最低工资投诉？\u003C\u002Fh3>\n\n如雇员未获支付法定最低工资，可向劳工督察处提出投诉。\n\n\n\u003Ch3>劳工监察处是否负责调查最低工资的合规情况？\u003C\u002Fh3>\n\n劳工处隶属于劳工处处长，负责执行《雇佣条例》（第57章）及其他相关法律条例。\n\n\u003Ch3>若未遵守规定，会有法律制裁吗？\u003C\u002Fh3>\n\n如雇主被裁定有罪，未向其雇员支付法律命令规定的款项，可被处以最高 350,000 港元的罚款及最高三年的监禁。\n\n来源：《1968年雇佣条例》（第57章）第43P及63C条，最后修订于2024年；《2010年最低工资条例》（第608章）第7、8及10至14条，修订于2023年；https:\u002F\u002Fwww.labour.gov.hk\u002Feng\u002Fnews\u002Fmwo.htm\n        \u003C\u002Fh3>\u003C\u002Fh3>\u003C\u002Fh3>\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Regular Pay\u003C\u002Fh2>\n\u003Ch3>“工资”一词的含义是什么？《劳动法》或其他关于支付工资的相关法律如何定义该术语？\u003C\u002Fh3>\n\u003Cp>根据《雇佣条例》（第608章），“工资”定义为所有报酬、收入及津贴——包括加班费、佣金、出勤奖金、小费和服务费——是因为雇员按照雇佣合约已做或将要做的工作而应支付的，并且可以用金钱来计算。\u003C\u002Fp>\n\u003Cp>不包括：\u003C\u002Fp>\n\u003Cul>\n\u003Cli>\n\u003Cp>雇主提供的福利价值（例如住宿、膳食、教育、医疗）；\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>雇主向退休计划作出的供款；\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>雇主自愿额外发放的款项（例如合同中未约定的奖金、佣金或津贴）；\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>非经常性或用于报销差旅费的差旅津贴；\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>年终奖金；\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\n\u003Cp>合同完成或终止时的酬金。\u003C\u002Fp>\n\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Ch3>法律对定期及如期支付工资有何规定？\u003C\u002Fh3>\n\u003Cp>《最低工资条例》规定，工资须至少每月支付一次（对于按月发放工资的情况）。薪酬应直接支付给雇员，支付方式包括现金、支票、银行转账，或在雇员同意的情况下支付给其正式指定的代理人，或通过汇票或邮政汇款支付。但不得在娱乐场所、赌场、酒吧、毒品销售点或零售店支付工资——除非雇员在该地点工作。 雇主可就已完成的工作预支部分工资，并在工资期结束时将该金额从应付工资总额中扣除。\u003C\u002Fp>\n\u003Ch3>工资应在工资支付期结束后的多少天内支付？\u003C\u002Fh3>\n\u003Cp>雇主必须尽快支付工资，最迟不得晚于下一个月历月的第7天。如果常规发薪日恰逢周末或公共假期，则必须在周末或节假日前一天支付工资。如果未在7天内支付工资，雇主将按首席大法官规定的利率支付利息。\u003C\u002Fp>\n\u003Ch3>法律对工资扣除有何规定？\u003C\u002Fh3>\n\u003Cp>雇主必须以书面形式通知每位员工应付工资的构成、扣除金额及理由，以及应收净额。在获得员工书面同意并经专员批准的情况下，允许从工资中扣除款项，具体条件包括：\u003C\u002Fp>\n\u003Cp>缺勤（按比例扣除）\u003C\u002Fp>\n\u003Cp>雇员造成的损坏或损失（附带条件）（每起事件限额为 300 港元。\u003C\u002Fp>\n\u003Cp>偿还贷款（须经雇员书面同意）\u003C\u002Fp>\n\u003Cp>向认可的公积金供款\u003C\u002Fp>\n\u003Cp>法定扣除（例如：税款、法院命令的付款）\u003C\u002Fp>\n\u003Cp>每次工资支付的所有扣除总额不得超过应付给雇员的工资的四分之一，在法律规定的某些情况下，最高可达一半。\u003C\u002Fp>\n\u003Ch3>关于第 13 个月和第 14 个月工资或其他强制性奖金的规定是什么？\u003C\u002Fh3>\n\u003Cp>在香港，年终付款——通常称为第13或第14个月工资、双倍工资或年终奖金——除非在雇佣合同中明确规定，否则法律上并非强制性。根据《雇佣条例》，此类付款只有在具有合同性质时才具有法律强制力。 如果合同没有明确说明奖金是由雇主自愿决定是否发放的，则默认应当支付。要符合领取资格，雇员在相关支付期间内（不含试用期，最长三个月）须受雇于同一雇主至少三个月。若合同未规定年终款项金额，则推定其相当于一个月工资。 该款项应在合同规定的日期支付；若未规定，则应在支付期（通常为农历年）的最后一天支付，且必须在到期日后的七天内支付。 未满全年但已工作至少三个月的雇员，有权获得按比例计算的款项，除非其无正当理由自愿辞职。若雇佣合约在奖金期结束后但支付日期前终止，则年终款项应于终止时支付。\u003C\u002Fp>\n\u003Cp>来源：1968年《雇佣条例》（第57章）第2条、第11条（§11A-11F）、第22-27条、第VI部第32条及第46(2)条，2024年修订\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003Cdiv>\n\u003Ch2>Related Items\u003C\u002Fh2>\n      \n          \u003Ca href='\u002Fzh-hk\u002Fwork-in-hongkong\u002Flabour-law\u002Fcompensation-and-working-time'>香港劳动法：薪酬与工作时间\u003C\u002Fa>\n      \n          \u003Ca href='\u002Fzh-hk\u002Fwork-in-hongkong\u002Fminimum-wage\u002F'>最低工资\u003C\u002Fa>\n      \n          \n      \n    \u003C\u002Fdiv>\n\u003Cstyle>\n\n      h1, h2, h3 {\n      font-weight: bold;\n      margin-top: 20px;\n      margin-bottom: 10px;\n      }\n      \n      .related a {\n        display:block;\n        border: 1px solid transparent;\n      }\n\n      ul ol, ol ol, ol ul {\n      font-size: 100%;\n      }\n\n    \u003C\u002Fstyle>\n\u003C\u002Fdiv>",[],{"text":39,"link":40},"Contact 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