[Statutory Holidays] Foreign Domestic Helpers’ Holidays in 2026
There are over 370,000 foreign domestic helpers in Hong Kong, and they play an important role in taking care of families and doing household chores. As an employer, knowing their holiday rights is not just a legal duty – it also helps build a better working relationship. Starting from 2026, the number of statutory holidays will increase from 14 to 15 days. Employers must follow the law and give their helpers these holidays to avoid misunderstandings or breaking the law.
Statutory Holidays Are Not the Same as Public Holidays
Some employers think helpers get public holidays, but that’s not correct. Helpers are only entitled to the statutory holidays listed in the Employment Ordinance. Even if it’s a typhoon day or a red/black rainstorm signal, it doesn’t count as a holiday.
According to the 2021 Amendment of the Employment Ordinance, Easter Monday (April 6) will become a statutory holiday starting in 2026. This brings the total to 15 statutory holidays – just 2 days fewer than the 17 public holidays. The missing days are Good Friday and Easter Saturday.
2026 Statutory Holidays in Hong Kong
These apply to all employees, including foreign domestic helpers:
Date Holiday Name
Jan 1 The First Day of Lanuary
Feb 17 Lunar New Year’s Day
Feb 18 Second Day of Lunar New Year
Feb 19 Third Day of Lunar New Year
Apr 5 (Sun) Ching Ming Festival
Apr 6 Easter Monday (New)
May 1 Labour Day
May 24 (Sun) The Birthday of the Buddha
Jun 19 Tuen Ng Festival
Jul 1 HKSAR Establishment Day
Sep 26 Day after Mid-Autumn Festival
Oct 1 National Day
Oct 18 (Sun) Chung Yeung Festival
Dec 25 Winter Solstice or Christmas Day (at the option of the employer)
Dec 26 First Weekday after Christmas Day
Source: Hong Kong Labour Department
Key Reminders for 2026 Statutory Holidays
In 2026, three holidays fall on a Sunday:
Ching Ming Festival (Apr 5)
The Birthday of the Buddha (May 24)
Chung Yeung Festival (Oct 18)
If a statutory holiday falls on your helper’s rest day (usually Sunday), you must give a replacement day off. The replacement cannot be another statutory holiday, a substituted holiday, another rest day, or a day off-in-lieu.
Example:
Chung Yeung Festival (Oct 18) is a Sunday → Replacement day should be Oct 19 (Monday) or another suitable day.
But for Ching Ming Festival (Apr 5, Sunday), Easter Monday (Apr 6) is already a statutory holiday, so you cannot use that day as a replacement. You should choose Apr 7 or another day.
Frequently Asked Questions (FAQ)
Q1: Can I “buy out” the holiday instead of giving a day off?
No. You cannot pay money instead of giving a statutory holiday, that is illegal. But for annual leave (after 6 years of service), you may pay in lieu of part of it, but only the extra days beyond 10 days.
Source: A Concise Guide to the Employment Ordinance (PDF)
Q2: Do I need to give a replacement day if there’s a typhoon on the helper’s rest day?
No. There’s no official “typhoon holiday” in Hong Kong. If the typhoon hits on a rest day, no replacement is needed. However, for safety, your helper should stay home and not be asked to work. Employers should be considerate.
Related Reading: Understanding Foreign Domestic Helper Insurance: Work Arrangements During Typhoon and Insurance Commencement Day
Q3: Can I refuse to give a statutory holiday?
No. It is illegal to not give a statutory holiday. If convicted, you may be fined up to HK$50,000.
Also, if your helper has worked for over 3 months, you must also pay for the holiday, based on their average daily wage over the past 12 months.
Summary
With Easter Monday added as a statutory holiday in 2026, helpers will enjoy better holiday rights. Employers must follow the rules when arranging holidays and avoid confusing statutory holidays with public holidays or normal rest days.
To be a responsible employer, always plan ahead, understand the rules, and also consider getting helper insurance, because if anything happens during their day off, the employer may be responsible for medical costs under the standard employment contract.
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The information provided in this article is for general reference only and should not be considered as any form of advice. Our company assumes no responsibility for its use
