Updated on 14 August 2026
Hiring a foreign domestic helper is a major household commitment. In addition to paying the monthly salary, employers must budget for food, statutory benefits, insurance, medical expenses, air tickets and other employment-related costs.
This guide explains the latest domestic helper salary requirements in Hong Kong and the main costs and benefits employers should consider.
Domestic Helper Salary | Minimum Allowable Wage in 2026
The Hong Kong Government increased the Minimum Allowable Wage (MAW) for foreign domestic helpers from HK$4,990 to HK$5,100 per month.
The current rate applies to foreign domestic helper contracts signed on or after 30 September 2025. The food allowance is paid in addition to the monthly salary. It cannot be included within the HK$5,100 salary.
The MAW is reviewed periodically by the Hong Kong Government. Employers should check the latest rate before signing a new Standard Employment Contract.
Underpaying a helper or falsely declaring the salary may result in prosecution. An employer who underpays wages may face a fine of up to HK$350,000 and imprisonment for up to three years.
Filipino Helper, Indonesian Helper and Food Allowance
Filipino helpers, Indonesian helpers and helpers of other nationalities are subject to the same MAW requirements in Hong Kong.
Nationality alone should not be used to justify paying a lower salary. An employer may offer more than the MAW depending on the helper’s experience, qualifications, skills and job responsibilities.
In addition to salary, employers must either:
- Provide free food; or
- Pay a food allowance of at least HK$1,236 per month.
Key Rules on Salary Payments and Deductions
Wages must be paid at least once a month and should be paid no later than seven days after the end of the wage period. It could be paid in cash, by cheque or by bank transfer with the helper’s consent. Bank transfer or E-wallet is generally recommended because it creates a clear payment record. Employers should provide a wage receipt stating the payment date and amount. If payment is made in cash, the employer should keep a signed receipt for every payment. It is also advisable to issue separate receipts for any other regular allowance or payment
Permitted deductions
Employers may only deduct wages in circumstances permitted under the Employment Ordinance. Examples include:
- Absence from work, in proportion to the period of absence
- Damage to or loss of the employer’s property caused by the helper’s neglect or default, subject to statutory limits
- Recovery of an overpayment or wage advance, subject to the applicable limits
For property damage or loss, the deduction must not exceed HK$300 in any one case. Employers should keep written records and avoid making deductions without first explaining the reason to the helper.
How to Decide on an Appropriate Salary
Hiring a domestic helper for the first time can be challenging. Before deciding on a salary, consider:
- The duties involved
- The size of your household
- Whether you have young children, elderly family members or pets
- Whether the helper must provide specialised care
- Whether cooking, tutoring or other additional skills are required
- Whether the helper will need to travel outside the home for work-related duties
The agreed salary must never be lower than the applicable MAW. If you offer more than the minimum, the salary and any additional benefits should be clearly discussed before the contract is signed.
Adjusting Your Salary Offer Based on Skills and Experience
Some helpers request a salary above the MAW because they have completed previous contracts or possess specialist skills.
Factors that may justify a higher salary include:
- Experience working in Hong Kong
- Experience caring for babies, children or elderly persons
- Experience caring for people with disabilities or special needs
- Strong English, Cantonese or other language skills
- Cooking, baking or meal-planning skills
- First-aid or CPR training
- A driving licence, where the necessary permission has been obtained
- Experience managing pets or larger households
A higher salary is not the only way to recognise a helper’s contribution. Employers may also consider:
- A performance bonus
- A regular salary review
- Additional rest days
- Reimbursement of agreed work-related expenses
- Training opportunities
Remember to consider the complete cost of employment, not only the monthly salary.
Additional Costs of Hiring a Domestic Helper
The monthly salary is only one part of the total cost of employing a foreign domestic helper. Employers should also budget for the following statutory benefits and additional expenses.
Paid Annual Leave
A helper is entitled to paid annual leave after completing 12 months of service with the same employer.
The entitlement increases progressively according to length of service:
- 7 days after the first and second years of service
- An additional day for each subsequent year
- A maximum of 14 days
Employers should keep accurate records of annual leave taken and payments made.
Weekly Rest Days
A helper is entitled to at least one rest day in every period of seven days. A rest day must be a continuous period of at least 24 hours.
Employers may provide additional rest days if they wish. The agreed rest-day arrangement should be communicated clearly and respected.
Sick Leave and Sickness Allowance
Paid sickness days accumulate as follows:
- 2 paid sickness days for each completed month during the first 12 months of employment
- 4 paid sickness days for each completed month thereafter
- A maximum accumulation of 120 days
Sickness allowance is generally paid at four-fifths of the helper’s average daily wages, provided the relevant legal conditions are met. In general, sickness allowance is not payable for sick leave of fewer than four consecutive days.
A medical certificate may be required. Employers should not dismiss a helper because she is on paid sick leave.
Statutory Holidays
Domestic helpers are entitled to statutory holidays under the Employment Ordinance.
In 2026, there are 15 statutory holidays, following the addition of Easter Monday as a statutory holiday.
A helper is entitled to statutory holiday pay after working continuously for the employer for three months immediately before the holiday.
If a helper is required to work on a statutory holiday, the employer must follow the statutory requirements, including giving advance notice and arranging an alternative holiday.
Return Air Tickets
Employers must provide a free return passage to the helper’s place of origin when the contract ends or is terminated.
This usually includes:
- The journey to Hong Kong at the beginning of employment
- The return journey at the end of the contract
- Return travel to the place of origin when required under the contract
Employers are generally advised to provide an air ticket rather than a cash equivalent.
Medical Examinations
Helpers may need to complete a medical examination before coming to Hong Kong. Employers may also arrange an additional medical check-up after arrival.
Employers should confirm which medical expenses are included in the agency’s service and which must be paid separately.
Severance Payment and Long Service Payment
A helper may qualify for severance payment or long service payment when employment ends, depending on the length and reason for termination.
Generally:
- Severance payment may apply after at least 24 months of continuous employment where dismissal or non-renewal is due to redundancy.
- Long service payment may apply after at least five years of continuous employment where dismissal or non-renewal is for a reason other than redundancy or serious misconduct.
A helper is normally entitled to either severance payment or long service payment, but not both for the same period.
The general calculation is:
Monthly wages × two-thirds × reckonable years of service
Incomplete years are calculated on a pro-rata basis.
Medical Expenses and Insurance
Under Clause 9 of the Standard Employment Contract, employers must provide free medical treatment to their helper during employment in Hong Kong, including medical consultation, hospital treatment and emergency dental treatment.
Employers are also legally required to take out employees’ compensation insurance covering their liability for work-related injuries and occupational diseases.
Medical insurance covering non-work-related illness is not the same as employees’ compensation insurance. However, comprehensive helper insurance may help reduce the financial risk of medical bills and other unexpected expenses.
Training Costs
Some helpers may require additional training, particularly when they are working in Hong Kong for the first time.
Possible training areas include:
- Cooking
- Baking
- Household organisation
- Cantonese or English communication
- Infant care
- Elderly care
- Disability care
- First aid and CPR
Telephone and Transport Allowances
Telephone and transport allowances are not generally mandatory, but may be appropriate where the helper:
- Must contact the employer regularly
- Is responsible for collecting children
- Needs to travel for agreed work-related duties
- Is asked to purchase household supplies outside the home
Any work-related expense should be agreed in advance. A helper should not be expected to pay ordinary household expenses from her personal salary without agreement.
Bonuses and Other Rewards
Bonuses and salary increases are optional, but many employers use them to recognise good performance and encourage a long-term working relationship.
Possible rewards include:
- Cash bonuses
- A salary increase
- Additional paid leave
- Gifts
- Reimbursement of training costs
- Contributions towards agreed personal expenses
The amount and conditions of any bonus should be clearly explained. Employers should not use discretionary bonuses to replace statutory wages or benefits.
Providing a fair salary and clear working arrangements helps protect the helper’s rights and supports a stable, respectful and long-term employment relationship.