Short answer: Hong Kong’s General Employment Policy (GEP) is for professionals hired by a Hong Kong employer, who must show a genuine role, market-level pay and difficulty filling the post locally. Applicants need relevant education or skills. GEP has no investment floor but requires an employer, unlike TTPS (entry without a job offer), QMAS (points selection) or CIES (capital).
Core conditions
| Item | Detail |
|---|---|
| Employer | Hong Kong entity with real operations and hiring need |
| Role | Matches the applicant’s profile; reasonable pay |
| Local recruitment | Employer explains why imported talent is needed |
| Applicant | Education / experience / professional credentials |
| Family | Eligible dependants may accompany |
Immigration reviews company substance, role necessity and pay. Shell companies or clearly under-market salaries are high risk.
Extension and permanent residence
Extensions usually need continued employment or approved changes. Permanent residence still generally requires about seven years of ordinary residence. Frequent absence or long periods without local work hurt both extension and PR.
Versus TTPS, QMAS and CIES
Already have a Hong Kong offer: assess GEP first. Meet high-income or designated-university tests: TTPS may be more flexible. Strong composite profile without an employer: QMAS. Large assets and willingness to invest: CIES. Multiple paths can be compared if timelines and disclosure are coordinated.
Global Immigrate note
Confirm the employer understands sponsorship duties and paperwork before starting. Pay should be market-supported. Families planning long stays should align housing and schools; using GEP only as a “bridge” while staying abroad raises extension risk.
Information current as of October 2026.
This article is general information, not legal or tax advice. See Hong Kong GEP.