If you’re hiring foreign nationals in Hong Kong, they’ll need a visa or entry permit before they can legally work there. Applications go through the Hong Kong Immigration Department, and the right scheme depends on where your candidate is from, what role they’re filling, and how they came into the talent pipeline. This guide walks through each major route so you know which one applies and what to expect from the process.
General employment policy (gep)
The GEP is the main work visa route for foreign nationals who aren’t residents of Mainland China. It requires a confirmed job offer, so you’ll need to have made a hiring decision before the application goes in.
To qualify, candidates must hold relevant qualifications or have proven technical or professional experience in their field. Crucially, the role must pass a skill gap test: you’ll need to demonstrate that the position can’t reasonably be filled by a local hire. The Immigration Department assesses each case on its own merits, and there’s no published salary threshold, so the bar isn’t defined by a fixed number.
The application is employer-led. You apply on your employee’s behalf and make the case that both the candidate and the role meet the criteria.
Top talent pass scheme (ttps)
The TTPS is designed to attract high-calibre individuals to Hong Kong and gives successful applicants an initial 24-month stay to seek employment. It’s split into three categories, and unlike the GEP, most TTPS holders don’t need a job offer to apply.
Category a
Category A is for high earners. Candidates who made HKD 2,500,000 or more in the year before applying qualify automatically, with no job offer required. This category is largely self-selecting: if your candidate meets the income threshold, the application is straightforward.
Categories b and c
Category B covers graduates from universities ranked in the global top 100 (assessed against four designated ranking lists) who have at least three years of work experience. Like Category A, no job offer is required.
Category C is for graduates from the same pool of top 100 universities who have fewer than three years of experience. This category is subject to an annual quota, so timing matters.
2026 Updates
Two significant changes took effect in early 2026. From January 1, 2026, the eligible university list expanded to 200 institutions, adding specialist hospitality schools, top Mainland Chinese universities, and leading art and design schools alongside the existing top 100 rankings. This broadens the talent pool considerably for employers looking at Category B and C candidates.
From January 30, 2026, all TTPS holders must complete a mandatory survey before submitting an extension application. Build this into your onboarding process so it doesn’t catch your employees off guard when renewal comes around.
Admission scheme for mainland talents and professionals (asmtp)
The ASMTP applies the same criteria as the GEP but is specifically for residents of Mainland China. If you’re hiring from the Mainland, this is the route to use rather than the GEP.
The requirements are the same: a confirmed job offer, relevant qualifications or experience, and a demonstrated skill gap that justifies hiring outside the local workforce. The application is employer-sponsored, so the process runs through you as the hiring company.
Technology talent admission scheme (techtas)
TechTAS is a fast-track route for technology professionals, specifically those moving into R&D roles. Qualifying technology areas include AI, FinTech, biotech, and related fields.
The process has an extra step compared to other schemes: before you can sponsor an individual, you need to apply for a TechTAS quota as an employer. Only companies actively engaged in qualifying technology areas can hold a quota. Once you have one, you can use it to bring in overseas talent for R&D positions quickly.
This scheme is narrower in scope than the GEP, but if you’re a tech company building out a research function, it’s built for exactly that use case.
Other routes: iang and qmas
Two additional routes are worth knowing about, even if they’re less directly employer-led.
The Immigration Arrangements for Non-local Graduates (IANG) applies to students who’ve completed a full-time, locally accredited programme at a Hong Kong institution. After graduating, they get a 12-month stay to find work without needing a job offer. Once they’ve secured employment, they can transition to the GEP. If you’re recruiting from Hong Kong’s universities, you may find candidates already on IANG status who are ready to convert.
The Quality Migrant Admission Scheme (QMAS) is a points-based, quota-driven scheme for highly skilled individuals who intend to settle in Hong Kong. It doesn’t require a job offer, and candidates apply independently rather than through an employer. It runs on two tracks: a General Points Test and an Achievement-based Points Test. Candidates who come through QMAS are a smaller and more selective pool, but they’re already cleared to work in Hong Kong when you meet them.
Hiring visa holders through an Employer of Record
Managing work visa hiring across multiple employees and schemes adds administrative weight, especially if your company doesn’t have a Hong Kong entity. An Employer of Record (EOR) can take on the legal employment relationship and handle the compliance obligations that come with it, without you needing to set up a local subsidiary.
For employers who want to hire in Hong Kong but aren’t ready to establish a local presence, EOR services provide a faster path to getting people working legally. Once a visa holder is on the ground and ready to start, a what is an employer of record setup means the local compliance, payroll, and contracts are handled by a provider that already has the infrastructure in place.
Book a demo to see how RemotePass supports work visa hiring in Hong Kong.
Frequently asked questions
Can I sponsor a work visa for a mainland china resident through the gep?
No. Mainland China residents aren’t eligible for the GEP. You’ll need to apply through the ASMTP instead, which uses the same criteria but is the designated route for Mainland nationals.
Does the ttps require a job offer?
For Category A and Category B, no job offer is required. Category C is also job-offer-free but is subject to an annual quota. TTPS holders get an initial 24-month stay specifically to find employment, so you may encounter candidates already in Hong Kong on TTPS status who are actively looking.
When can renewal applications be submitted?
From March 1, 2026, renewal applications for the GEP, ASMTP, TechTAS, IANG, and QMAS can be submitted up to 90 days before the visa expires. This is an increase from the previous 30-day window. It gives both employers and employees more runway to get renewals processed without any gap in work authorization.
Do we need a hong kong entity to hire someone on a work visa there?
Not necessarily. If you don’t have a local entity, you can work with an EOR to employ staff in Hong Kong on your behalf. The EOR holds the legal employment relationship and ensures everything stays compliant with local law, including handling the visa sponsorship obligations where applicable.
