Hong Kong Public Holidays 2026 Schedule

The Hong Kong Statutory and General Holidays 2026 calendar outlines important updates for employers and employees, including the addition of Easter Monday as a statutory holiday. While statutory holidays continue to increase gradually, general holidays remain more extensive and widely observed in practice. Understanding the differences between the two systems helps organizations plan staffing, leave arrangements, and compliance requirements more effectively.

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Hong Kong’s holiday system is unique in that it distinguishes between statutory holidays, which are the minimum legally required days off for employees, and general (public) holidays, which apply to banks, schools, and government offices. While many white‑collar employers voluntarily follow the general holiday schedule, only statutory holidays are mandated under employment law.

In 2026, Hong Kong will see notable adjustments to its statutory holiday calendar as part of the government’s multi‑year plan to progressively increase the number of statutory holidays from 12 to 17. At the same time, the number of general holidays remains unchanged at 17 days, continuing a long-standing practice since 1967.

Statutory holidays

In 2026, Hong Kong will observe 15 statutory holidays, which is one more than in 2025. The increase is due to the Employment (Amendment) Ordinance 2021, under which Easter Monday becomes a statutory holiday starting in 2026.

Substitute arrangement

If the statutory holiday falls on a rest day, a holiday should be granted on the day following the rest day, which is not a statutory holiday or an alternative holiday or a substituted holiday, or a rest day.

For example, as the Ching Ming Festival in 2026 falls on a Sunday, the following day will be designated as a holiday in substitution. In this connection, as the day following the Ching Ming Festival falls on Easter Monday, the next day that is not itself a general holiday will be observed as an additional general holiday, i.e., April 7. Besides, as the Birthday of the Buddha and the Chung Yeung Festival in 2026 both fall on a Sunday, the day following them will be designated as a holiday in substitution.

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 holiday often refers 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.

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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‑organized workplace environment.

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