What is the Standard Employment Contract (ID407) for domestic helpers in Hong Kong?

Overview

Every Foreign Domestic Helper employed in Hong Kong must be hired under the Standard Employment Contract, commonly known as the ID407. This is not optional — the Immigration Department will not process any visa or extension of stay application unless the ID407 is used. The contract is a prescribed form that sets the legal floor for the employment relationship, and any term that attempts to reduce a helper's statutory entitlements below that floor is void and unenforceable.

The ID407 is governed primarily by three Hong Kong ordinances: the Employment Ordinance (Cap. 57), the Immigration Ordinance (Cap. 115), and the Employees' Compensation Ordinance (Cap. 282). GMA prepares and explains the ID407 for every placement we handle, so both employer and helper fully understand their obligations before signing.

What the ID407 Is — and What It Isn't

The ID407 sets a legal minimum standard. Employers may agree to pay more than the Minimum Allowable Wage, provide better accommodation, or give additional leave — but they cannot agree to pay less, require live-out, or reduce rest days below the statutory minimum. Any such "agreement" is unenforceable under Hong Kong law.

The contract is non-transferable. If you change employer mid-term — or if the helper transfers from a previous employer — a new ID407 must be signed and a fresh visa application submitted.

How Long Does the ID407 Last?

The standard contract term is 2 years, as set out in clause 2. If the helper and employer both agree to renew, a new 2-year contract is signed before the existing one expires. There is no automatic rollover — a new ID407 is always required for each employment cycle.

For more on renewal and term length, see domestic helper contract duration and renewal in Hong Kong.

Key Clauses Explained

Clause 2 — Contract Duration

Two years from the date the helper reports for duty at the employer's address. All other clauses run for this full term unless the contract is lawfully terminated earlier.

Clause 3 — Work Location and Live-In Requirement

The helper must live and work at the employer's address specified in the contract. This is a visa condition, not just a contractual preference. A "live-out" arrangement is prohibited — see the live-in requirement for domestic helpers.

Clause 4 — Wages (Minimum Allowable Wage)

The employer must pay at least the Minimum Allowable Wage (MAW), which is currently HK$5,100 per month (effective 30 September 2025). The wages must be paid in full on or before the last day of each month. Deductions — other than those specifically permitted by the Employment Ordinance (e.g., court orders, overpaid wages) — are illegal.

For the current MAW figure and its history, see domestic helper Minimum Allowable Wage in Hong Kong.

Clause 5 — Accommodation and Food

Employers must provide two things, free of charge:

1. Food — or a food allowance in lieu. The current food allowance is HK$1,236 per month. Most employers choose the allowance for simplicity, but neither party can waive the requirement entirely. See domestic helper food allowance in Hong Kong.

2. Suitable accommodation with reasonable privacy — the helper must be given a proper sleeping space that is not a corridor, fold-out bed, or shared room lacking privacy. The accommodation address and description are recorded in the Schedule attached to the ID407. See suitable accommodation for a domestic helper in Hong Kong.

Clause 6 — Rest Days

At least one rest day per week (and not fewer than four per month). Rest days cannot be waived or exchanged for cash — they must be actual days off. If a rest day is worked by mutual written agreement, a substitute rest day must be granted within 30 days.

Clause 7 — Statutory Holidays

Helpers are entitled to all statutory holidays under the Employment Ordinance — currently 17 days per year. Working on a statutory holiday requires giving an alternative holiday within 60 days; cash in lieu is not permitted.

Clause 9 — Sick Leave

• Paid sickness allowance kicks in after 4 consecutive sick days.
• Allowance = 4/5 of the daily wage.
• A paid sick day requires a medical certificate from a registered doctor.
• Unused paid sickness days accumulate at a rate of 2 days per month for the first year, then 4 days per month thereafter, up to a maximum of 120 days.

Clause 10 — Annual Leave

Annual leave is scaled by years of service:

• Year 1–2: 7 days per year
• Year 3–4: 8 days, increasing by 1 day per additional year up to a maximum of 14 days

Annual leave must be actual days off; cash in lieu is only permitted upon termination.

Clause 11 — Airfare and Travel Document

Upon completion of the contract (or upon termination by the employer without cause), the employer must pay for the helper's economy-class airfare back to their place of origin. If the helper terminates the contract themselves without cause, the airfare obligation falls on the helper. For the details, see airfare and repatriation for domestic helpers.

Clause 12 — Medical Treatment

The employer must pay for medical treatment if the helper falls ill or is injured during the contract period, including reasonable charges for outpatient or inpatient treatment. In addition, the employer must maintain a valid hospitalisation insurance policy with a minimum inpatient benefit of HK$15,000 per year, as required under clause 14 and the Employees' Compensation Ordinance.

Clause 13 — Termination Notice

Either party may terminate the contract by giving one month's written notice — or by paying one month's wages in lieu of notice. Certain serious misconduct by the helper, or certain serious breaches by the employer, may give rise to termination without notice (summary dismissal or summary termination). For details on ending the employment early, see how to terminate a domestic helper contract in Hong Kong.

What Happens If You Deviate From the ID407?

You cannot privately agree to alter the mandatory terms. Common examples of unlawful "agreements" include:

• Paying below the MAW (even if the helper says she agrees)
• Arranging live-out accommodation (even if both parties prefer it)
• Granting fewer than one rest day per week
• Requiring the helper to perform non-domestic work (e.g., working for a relative or at a business)
• Withholding wages pending "good performance"

If a complaint is made to the Labour Department or Immigration Department, the employer bears the burden of showing they met the contractual minimums. Unlawful deductions and rest-day violations are actively investigated and can result in criminal prosecution.

Signing and Submission Requirements

The ID407 must be signed:

• Before the helper enters Hong Kong (for overseas hires), or
• Before a local transfer takes effect (for helpers already in HK changing employers)

The signed contract is submitted as part of the visa application to the Immigration Department. Both the employer copy and the helper copy must be retained for the full contract period.

Where to Download the ID407

The blank ID407 form is available from the Immigration Department's website. GMA handles the preparation and explanation of the contract for every placement — contact us if you need assistance.

What This Means for You

• The ID407 is the legal foundation of every domestic helper employment in Hong Kong — no ID407 means no valid visa
• All financial minimums (MAW, food allowance, insurance) are fixed by law and updated periodically — GMA keeps you informed of changes
• Any private agreement to reduce the helper's entitlements below the contract floor is void and unenforceable — and may expose you to prosecution
• GMA prepares and explains the ID407 for every placement; you are never alone in navigating the paperwork

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