Hong Kong’s labour market held its ground in the latest government survey, with the seasonally adjusted unemployment rate sticking at 3.8 percent for the September-to-November period, official figures released on 16 December show. Secretary for Labour and Welfare Chris Sun said continued economic expansion and improving consumer sentiment were supporting overall employment despite pockets of weakness in retail and construction.
Why does this matter for global mobility professionals? A stable unemployment rate near the city’s structural floor suggests Hong Kong is once again facing a tight talent pool—particularly in finance, technology and healthcare, sectors that underpin many corporate relocation decisions. Employers competing for specialist skills may need to lean more heavily on visa routes such as the Quality Migrant Admission Scheme and the Top Talent Pass Scheme, both of which have seen application surges in 2025.
Global mobility teams overwhelmed by shifting visa policies can streamline their planning with VisaHQ, an online platform that tracks Hong Kong entry schemes, alerts users to fee updates, and manages end-to-end document submission. Their dedicated Hong Kong portal (https://www.visahq.com/hong-kong/) offers real-time guidance and concierge services, allowing employers and relocating professionals to secure the right permits faster and with fewer administrative hiccups.
![Stable job market signals steady demand for expatriate talent]()
The data also coincide with fresh government guidance that work-visa issuance fees will rise in February 2026 to better reflect processing costs. Companies planning intra-company transfers should therefore budget for higher direct costs and potentially longer lead times as the Immigration Department beds in its two-tier fee system.
Sun cautioned that individual industries could still experience pressure from “ongoing business challenges,” a reference to soft commercial real-estate demand and lingering high interest rates. Nevertheless, recruiters report that expatriate packages are rebounding, with housing allowances now averaging 8-10 percent above 2024 levels for mid-senior managers.
For multinational HR teams, the takeaway is clear: Hong Kong’s hiring market is tightening just as border flows normalise. Mobility planners should lock in key talent early, monitor forthcoming fee changes, and review ancillary benefits—such as school places and spousal work rights—to remain competitive in 2026.
Why does this matter for global mobility professionals? A stable unemployment rate near the city’s structural floor suggests Hong Kong is once again facing a tight talent pool—particularly in finance, technology and healthcare, sectors that underpin many corporate relocation decisions. Employers competing for specialist skills may need to lean more heavily on visa routes such as the Quality Migrant Admission Scheme and the Top Talent Pass Scheme, both of which have seen application surges in 2025.
Global mobility teams overwhelmed by shifting visa policies can streamline their planning with VisaHQ, an online platform that tracks Hong Kong entry schemes, alerts users to fee updates, and manages end-to-end document submission. Their dedicated Hong Kong portal (https://www.visahq.com/hong-kong/) offers real-time guidance and concierge services, allowing employers and relocating professionals to secure the right permits faster and with fewer administrative hiccups.
The data also coincide with fresh government guidance that work-visa issuance fees will rise in February 2026 to better reflect processing costs. Companies planning intra-company transfers should therefore budget for higher direct costs and potentially longer lead times as the Immigration Department beds in its two-tier fee system.
Sun cautioned that individual industries could still experience pressure from “ongoing business challenges,” a reference to soft commercial real-estate demand and lingering high interest rates. Nevertheless, recruiters report that expatriate packages are rebounding, with housing allowances now averaging 8-10 percent above 2024 levels for mid-senior managers.
For multinational HR teams, the takeaway is clear: Hong Kong’s hiring market is tightening just as border flows normalise. Mobility planners should lock in key talent early, monitor forthcoming fee changes, and review ancillary benefits—such as school places and spousal work rights—to remain competitive in 2026.
