I. Introduction
The 2025 revision of Hong Kong’s General Employment Policy (GEP), including the launch of the Technical Professionals Stream (GEP-TP), signifies a comprehensive and forward-looking strategy aimed at enhancing the region’s appeal to foreign skilled labor. Against the backdrop of intensifying global competition for expertise, this policy overhaul creates accelerated pathways tailored for international professionals, particularly those operating in fields where labor shortages are pressing. These reforms focus on digital efficiency, inclusive policies regarding dependents, and adaptive qualification criteria. Collectively, these measures bolster Hong Kong’s ambition to remain the leading commercial hub in Asia. Key among the changes is the formalization of routes for technical specialists without conventional degrees, structured processing times, and expanded recognition of non-traditional family structures. This initiative highlights Hong Kong’s commitment to agile talent acquisition that aligns with its economic evolution.
II. Major Policy Innovations
One of the most transformative features is the Technical Professionals Stream (GEP-TP), which introduces distinct application tracks for skilled individuals aged between 18 and 40 years, who do not hold traditional university degrees but possess specific technical expertise. These candidates must demonstrate formal qualifications obtained through recognized technical training programs and provide evidence of at least two years of relevant field experience. Admission under this stream is governed by quotas that are specific to each sector and are reviewed every quarter by the Labour and Welfare Bureau to ensure alignment with evolving labor market dynamics.
In parallel, the introduction of an Expedited Processing System aims to cut down bureaucratic delays. Under this new mechanism, fully completed digital applications are guaranteed a decision within a four-week window. To support this, artificial intelligence tools are used to verify documentation, reducing the need for manual checks. Additionally, dedicated support services have been established for critical industries such as fintech and renewable energy to expedite the processing of applications from professionals in these domains.
The policy also significantly enhances rights and benefits for dependents of successful applicants. Recognizing evolving societal norms, Hong Kong now formally acknowledges same-sex partnerships and opposite-sex civil unions that are legally registered abroad. Further, high-income applicants—those earning HK$2 million or more annually—are permitted to include their elderly parents as dependents. All adult dependents are allowed to engage in employment without requiring separate work permits, thus supporting family unity and contributing to the local workforce.
A complete digital overhaul of the application process is scheduled to take effect in January 2025. From that point forward, no paper-based submissions will be accepted. New arrivals must complete biometric registration through designated e-Channels within 30 days. To safeguard document authenticity, a blockchain-based system will be employed for verifying academic and professional credentials.
A revised fee system has also been instituted. The application fee is set at HK$600 and is non-refundable. For employment stays longer than 180 days, a visa issuance fee of HK$1,300 applies. For short-term contracts lasting 180 days or less, the total fee is HK$600.
III. Eligibility Framework
Eligibility for the updated General Employment Policy is structured around several key pillars. The first requirement involves a comprehensive security clearance process. This includes mandatory checks against Interpol databases and a national security screening conducted by Hong Kong authorities. These measures ensure that applicants do not pose any security threat to the region.
The job offer validation process is equally rigorous. Employers must demonstrate that they have actively attempted to recruit locally for a period of at least 30 days before offering the role to a foreign professional. The proposed position must also align with Hong Kong’s strategic economic development plans. Furthermore, the compensation package offered must exceed the average market rate for the given sector, ensuring that the hiring of foreign professionals does not suppress local wages or distort labor market dynamics.
Applicants may pursue two principal pathways under the GEP. The standard route prioritizes candidates holding a bachelor’s degree or higher from a recognized academic institution. Alternatively, applicants with at least five years of senior-level experience may qualify if they have received notable accolades such as industry awards or hold patents relevant to their field.
For the GEP-TP route, the qualification framework is adapted to support skilled technicians and specialists. Acceptable credentials include government-recognized technical diplomas with a minimum of 1,200 instructional hours, certifications from internationally accredited trade bodies, and proof of participation in certified apprenticeship programs. These must be accompanied by competency evaluations that affirm the applicant’s practical skills and technical proficiency.
Compensation benchmarks vary by industry and are essential in determining application eligibility. In financial services, salary packages typically range between HK$800,000 and HK$2.5 million annually, often with bonuses accounting for 20 to 40 percent of total remuneration. Housing allowances are mandatory for roles with base salaries exceeding HK$1.2 million. In the technology sector, total compensation spans HK$600,000 to HK$1.8 million and may include stock options, remote work resources, and educational allowances. Engineering roles offer salaries between HK$550,000 and HK$1.2 million, often supplemented with hazard pay and completion bonuses for infrastructure and energy-related projects. Academic and research professionals earn between HK$500,000 and HK$1.5 million, frequently with allocations for conferences, laboratory setup, and scholarly publications. Employers must ensure that non-salary benefits comprise at least 15 percent of total remuneration, including comprehensive health insurance that covers all declared dependents.
References
Immigration Department GEP Guidelines: https://www.immd.gov.hk/eng/services/visas/GEP.html
2025 Policy Reform Announcement: https://daadscholarship.com/hong-kong-general-employment-gep-2025-new-changes-faster-pathways-for-skilled-foreign-professionals/
Salary Benchmarking Portal: https://www.morganmckinley.com/hk/salary-guide
Digital Application Regulations: https://kpmg.com/xx/en/our-insights/gms-flash-alert/flash-alert-2025-018.html
Dependent Visa Provisions: https://www.immd.gov.hk/eng/useful_information/admission-schemes-talents-professionals-entrepreneurs.html
GEP-TP Technical Requirements: https://youropportunitiesafrica.com/2025/06/02/hong-kong-general-employment-gep-2025-new-changes-faster-pathways-for-skilled-foreign-professionals-yoa/
Fee Structure Update: https://www.immd.gov.hk/eng/specifiedschemes.html
Sector Quota Allocations: https://www.lwb.gov.hk/en/planning/index.htm
