Hong Kong Public Holidays 2026 Schedule

Eligibility and holiday pay

All employees, full-time, part-time, onsite, or remote, are entitled to statutory holidays.

Employees employed under a continuous contract (≥4 weeks, ≥18 hours per week) for at least three months are entitled to paid statutory holidays.
Holiday pay is based on the average daily wages earned in the preceding 12 months, or the actual period of employment if shorter.

Industries that typically provide only statutory holidays include:

• Retail and F&B
• Security and cleaning
• Logistics and transportation
• Construction and manufacturing
• Domestic helpers

Employers may require employees to work on statutory holidays, but must:

• Provide at least 48 hours’ notice; and
• Arrange a substituted holiday within 60 days (before or after), with the employee’s consent.

Payments in lieu of statutory holidays are strictly prohibited.

General holidays

Hong Kong’s general holidays operate differently from statutory holidays. Under the General Holidays Ordinance, general holidays are days that must be observed by all banks, educational institutions, public offices, and government departments. In practice, many businesses – particularly white‑collar employers – also offer general holidays as paid days off, but this is purely a matter of contractual agreement. Whether an employee is required to work on a general holiday, and whether they are entitled to pay if they are not required to work, is ultimately determined by the employer under the terms of the employment contract.

While statutory holidays specifically apply to employees under employment contracts, general holidays serve as a broader reference for public observance. In Hong Kong, public holidays often refer to general holidays.

Except for normal Sundays, Hong Kong has maintained 17 general holidays (excluding Sundays) since 1967, and 2026 is no exception.

Key considerations for employers and employees

Although the gap between statutory holidays and general holidays is gradually narrowing, statutory holidays will still be two days fewer than general holidays in 2026 – the missing days being Good Friday and the day after Good Friday. Employers should therefore clarify their holiday policy well in advance, particularly if they follow only the statutory holiday schedule.

Businesses in service‑heavy sectors such as hospitality, retail, and essential operations should anticipate potential disruptions during peak holiday periods. Proactive workforce planning can help manage staffing needs and maintain smooth operations during extended breaks.

Both employers and employees are encouraged to review the 2026 holiday calendars to plan annual leave, coordinate workflow arrangements, and ensure compliance with relevant employment requirements. A clear understanding of the distinction between statutory and general holidays supports a fair, transparent, and well‑organised workplace environment.