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For founders establishing a business in Hong Kong
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For spouses and children of visa holders
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Hong Kong
Employment Visa
The Hong Kong Employment Visa under the General Employment Policy, or GEP, is the standard route for overseas professionals taking up a confirmed job offer in Hong Kong. This application is employer-sponsored: the hiring company acts as sponsor, and the case rests on both the candidate's profile and the genuineness of the role. There is no quota and no sector restriction, and successful applicants can bring their family and build toward permanent residency. For most company-sponsored hires from outside mainland China, this is the route.
Employment Visa at a Glance
Employment Visa Under GEP — Key Facts
Who it suits
Overseas professionals with a confirmed job offer from a Hong Kong employer
Job offer
Required, with a sponsoring employer
Sponsorship
The Hong Kong employer sponsors the application
Annual quota
None, and the policy is not sector-specific
Initial stay
Normally 24 months, or the duration of the employment contract if shorter
Right to work
Tied to the sponsoring employer; changing jobs requires the Immigration Department's approval
Dependents
A spouse and unmarried children under 18 may join
Pathway
Permanent residency after seven years of continuous ordinary residence
Service fee
HKD 9,680 per application
Not sure whether your role or candidate meets the criteria? You can check your eligibility for the Employment Visa or book a visa consultation with our team to plan the next step.
Who the Employment Visa Is For
For Applicants
If you have secured a job offer in Hong Kong and are not a resident of mainland China, the Employment Visa under GEP is the standard way to take up the role. Your case rests on your qualifications, your relevant experience, and how well the offer matches your background. Because the visa is employer-sponsored, your permitted stay is tied to the sponsoring company, and a later move to a new employer requires the Immigration Department's approval through a change of sponsor.
For Employers
This is the route you use when you need to sponsor a specific hire into a specific role. Your company files as the sponsor, and the Department assesses both sides of the case: the candidate's suitability and your business's standing, including whether the vacancy is genuine and the role cannot be readily filled locally. If you would rather hire someone who carries their own right to work, self-sponsored routes such as the Quality Migrant Admission Scheme or the Top Talent Pass Scheme are the alternatives, and we advise on those too.
Eligibility Criteria for the Employment Visa
The Immigration Department assesses the candidate, the role, and the sponsoring company together. The core criteria are:
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Educational background. The applicant should hold a good educational background, normally a first degree in the relevant field. In special circumstances, good technical qualifications, proven professional abilities, or relevant experience and achievements supported by documentary evidence may be considered.
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Good character. No known record to the applicant's detriment, including no criminal record and no adverse immigration record.
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A genuine job vacancy. The role must genuinely exist and be relevant to the business.
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A confirmed offer. The job must be relevant to the applicant's academic qualifications or work experience, and it should be a role that cannot be readily taken up by the local workforce.
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Market-level remuneration. The package, including income, accommodation, medical, and other fringe benefits, should be broadly commensurate with the prevailing market level for professionals in Hong Kong.
Please note:
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The policy applies to overseas professionals, including residents of Taiwan and Macao in certain circumstances. Residents of mainland China are covered instead by the Admission Scheme for Mainland Talents and Professionals, which applies parallel criteria.
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The policy does not apply to nationals of certain countries, currently including Afghanistan and the Democratic People's Republic of Korea. This list is set by the government and can change, so confirm eligibility with us before applying.
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The assessment criteria may change over time as government policy evolves.
Entry of Dependents Under the Employment Visa
Successful applicants can sponsor a spouse and unmarried dependent children under 18 to join them, provided they can support and accommodate the family on their own resources without relying on public assistance. A dependent's limit of stay is normally linked to that of the sponsor, and dependents can generally work or study in Hong Kong during their permitted stay. If your hire is relocating with family, our team can handle the related dependent visa applications alongside the main case.
Processing Time and Approval
The Immigration Department assesses each application, and the time taken depends on the completeness of the documents and the Department's own process. It may request additional information from either the applicant or the sponsoring company at any stage. The Department handles and decides all matters relating to these visas, processing times are set by the Department, and approval is entirely at its discretion. The Director of Immigration can reject an application even when it appears to meet the criteria, which is exactly why a complete, well-prepared submission from both sides matters.
Benefits of the Employment Visa
For Applicants
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A direct, well-established route into Hong Kong when you have a confirmed offer.
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No quota and no sector restriction, so your case rests on your profile and the role rather than competition for places.
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An initial stay normally of 24 months, with extensions available while the employment continues.
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The option to bring your spouse and children with you.
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A clear pathway to permanent residency after seven years of continuous ordinary residence.
For Employers
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The ability to bring in exactly the person you need for exactly the role you need filled.
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A route open to any sector and any nationality outside the government's restricted list.
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Sponsorship gives you visibility and continuity: the visa is tied to your company, and a departure requires the employee to seek the Department's approval before moving.
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Dependent applications can be run in parallel, which helps relocating hires commit and settle.
Qualifications and Documents Required
For Applicants
Employment Visa applications rest on clear evidence of your profile and the offer, so preparing early matters. You will typically provide:
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A passport valid well beyond your intended stay.
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Accurately and truthfully completed application forms.
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Educational certificates and any professional qualifications relevant to the role.
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A detailed resume or curriculum vitae with evidence of your work experience.
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Your employment contract or offer letter setting out the post, duties, and remuneration package.
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Proof of accommodation arrangements in Hong Kong, where applicable.
For Employers
The sponsoring company carries a real share of the evidential burden. You will typically provide:
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The sponsorship sections of the application forms, completed and signed.
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Your Business Registration certificate and, where relevant, company incorporation documents.
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Evidence of your business's financial standing, such as recent audited accounts or financial statements.
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A description of the business and the vacancy, including why the role requires the candidate's particular qualifications or experience.
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Details of the remuneration package, showing terms broadly commensurate with the market.
A newly-established company can still sponsor, but the Department will look more closely at the business's substance, so the supporting evidence needs to be stronger. We review both sides of the file before anything is submitted.
Employment Visa Versus the Self-Sponsored Routes
Employers and candidates often weigh the GEP route against Hong Kong's self-sponsored talent schemes, since a strong candidate may qualify for more than one.
If the company needs control and continuity over a specific role, the Employment Visa is the natural fit. If the candidate qualifies for a self-sponsored scheme, that route removes the sponsorship burden entirely. And if you need a hire working before any route clears, our Employer of Record service can onboard them compliantly within 48 hours, with ongoing HR compliance support afterward. Please note that our Employer of Record service does not accelerate the issuing of any visa.
The Application Process Step by Step
For Employers
Your part runs in parallel. We prepare the sponsorship forms and company evidence with your HR team, frame the vacancy and the candidate's fit clearly, and coordinate both sides into a single consistent submission. Plan the start date around the Department's processing window rather than a fixed date, and loop us in before the offer is finalized so the remuneration terms are framed correctly from the outset.
Changing Jobs: Change of Sponsor
Because the visa is tied to the sponsoring employer, an Employment Visa holder who wants to move to a new company must obtain the Immigration Department's approval before taking up the new role. The new employer becomes the sponsor and files supporting evidence much like a fresh application, covering the new role, its relevance to the candidate's background, and market-level terms. We handle change-of-sponsor applications for both employees and hiring companies, and the earlier we are involved, the smoother the transition between roles.
Renewal and Extension
Extensions of stay are normally granted in three-year increments, subject to the Immigration Department's assessment and the continuation of employment. Start the process before your current stay expires, and submit your request several weeks before the end date. Gather your passport, the extension form, evidence of your ongoing employment, and any other supporting documents, then submit through us. We verify that everything is accurate and complete and coordinate anything needed from the employer, so both sides can stay focused on the work itself.
Common Rejection Causes and How to Avoid Them
For Applicants
The most common reasons applications fall short are:
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Incomplete or inaccurate documents or application forms.
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A mismatch between the role and your qualifications or experience.
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A remuneration package below the prevailing market level.
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Weak evidence of the qualifications or experience behind the application.
To reduce these risks, review every document for accuracy and currency before submitting, and ensure the link between your background and the role is clearly demonstrated. We handle this groundwork for you, which is a large part of how we help present a complete and consistent case.
For Employers
On the company side, cases most often stumble over a vaguely defined vacancy, thin evidence of the business's financial standing, or an offer that reads as below-market. A newly incorporated sponsor with limited operating history needs particularly careful preparation. We review the company file with the same rigor as the candidate's, and a quick consultation before the offer is signed removes almost all of this risk.
How We Support Employment Visa Applications
From the moment you reach out, you work with a dedicated consultant who manages the case from initial assessment through document preparation, submission, and final collection, then supports the new arrival. With experience across many Employment Visa cases, including technical and scarce-skill roles, we coordinate the applicant and the sponsor into one consistent submission and keep both sides informed at every stage. A service fee refund may apply under our stated terms, and the final decision on any visa always rests with the Immigration Department.
Disclaimer: We provide independent immigration advice and assistance and are not affiliated with the Hong Kong Government or the Immigration Department.
Employment Visa Service Fees
GEP Service Fees
New Employment Visa application
HKD 9,680
Additional dependent visa application, per person
from HKD 4,380
Change of sponsor
HKD 9,680
Visa renewal
HKD 4,380
Government fees are charged separately by the Immigration Department per applicant.
*Fees do not include overseas courier costs, certified translation, or company incorporation.
Special offers: 10% off for every 10 applications. For corporate rates, contact us for a quotation. You can review everything on our service fees page.