Human-resources teams importing overseas workers to Hong Kong under the Enhanced Supplementary Labour Scheme (ESLS) must update paperwork after the Labour Department confirmed it will cease accepting the long-used ‘Corrigendum to Standard Employment Contract’ from 14 September 2026 onward. Going forward, employers must execute a fresh Standard Employment Contract (SEC) whenever changes—such as wage adjustments or accommodation details—are required, rather than filing a corrigendum. Legal practitioners warn that submitting outdated forms could delay the Director of Immigration’s issuance of entry visas or even result in rejection. The change aligns the ESLS with the Top Talent Pass Scheme and other newer admission channels, which already require complete contract re-issuance to enhance document traceability. For global-mobility managers, the key impact is lead time: drafting and notarising a new SEC can add five business days to onboarding schedules. Companies are therefore advised to build extra buffer into Q4 recruitment plans, particularly for construction and elderly-care projects ramping up ahead of the 2027 infrastructure cycle. Salary-benchmarking consultants say the revision could improve workforce stability by discouraging frequent mid-contract changes, but may also increase administrative overheads for SMEs. The Labour Department has published bilingual templates and will hold briefing sessions on 22 September to walk employers through the revised process. Immigration advisers recommend that employers audit all ESLS staff files to ensure any anticipated amendments—such as role transfers—are actioned under the new contract framework to remain compliant.
Source: Hong Kong Labour Department
