Government figures released on 15 January show only 31,714 babies were born in Hong Kong in 2025, a 14 per cent drop year-on-year and the lowest tally since records began. The slide comes despite cash bonuses, tax breaks and subsidised IVF introduced since 2023.
For global-mobility professionals, the demographic cliff edge is more than a social statistic. Fewer local graduates mean fiercer competition for skilled labour in the 2030s, increasing reliance on imported talent programmes such as the Top Talent Pass Scheme and the Quality Migrant Admission Scheme.
Real-estate costs, cramped living spaces and long working hours were cited as key deterrents to starting families, reinforcing concerns that Hong Kong’s high cost of living undermines its attractiveness for expatriates with children. Companies may need to sweeten housing and schooling allowances to keep relocation packages competitive.
![Record-low birth rate deepens Hong Kong’s long-term talent challenge]()
For organisations turning to overseas hires, VisaHQ’s Hong Kong desk (https://www.visahq.com/hong-kong/) offers end-to-end support for work, dependent and student visa applications, document authentication and real-time status tracking. The service helps mobility teams move talent quickly and compliantly, complementing policy changes aimed at shoring up the city’s workforce.
Policy-makers are expected to double down on pro-natalist incentives, but HR practitioners should not bank on a quick fix. Instead, workforce planners are advised to model higher turnover and accelerate succession planning, particularly in healthcare and engineering professions already facing shortages.
The data also complicate pension-fund assumptions: a shrinking working-age population increases the tax burden per employee. Mobility teams involved in long-term international assignments should stress-test compensation structures against potential social-security hikes.
For global-mobility professionals, the demographic cliff edge is more than a social statistic. Fewer local graduates mean fiercer competition for skilled labour in the 2030s, increasing reliance on imported talent programmes such as the Top Talent Pass Scheme and the Quality Migrant Admission Scheme.
Real-estate costs, cramped living spaces and long working hours were cited as key deterrents to starting families, reinforcing concerns that Hong Kong’s high cost of living undermines its attractiveness for expatriates with children. Companies may need to sweeten housing and schooling allowances to keep relocation packages competitive.
For organisations turning to overseas hires, VisaHQ’s Hong Kong desk (https://www.visahq.com/hong-kong/) offers end-to-end support for work, dependent and student visa applications, document authentication and real-time status tracking. The service helps mobility teams move talent quickly and compliantly, complementing policy changes aimed at shoring up the city’s workforce.
Policy-makers are expected to double down on pro-natalist incentives, but HR practitioners should not bank on a quick fix. Instead, workforce planners are advised to model higher turnover and accelerate succession planning, particularly in healthcare and engineering professions already facing shortages.
The data also complicate pension-fund assumptions: a shrinking working-age population increases the tax burden per employee. Mobility teams involved in long-term international assignments should stress-test compensation structures against potential social-security hikes.
