Hong Kong’s office vacancy rate at 12.7% mirrors global economic uncertainty, driving organisations to adopt cost-saving hybrid work models.
High salary growth in Hong Kong is sparking turnover concerns and is foreshadowing a competitive year ahead for many organisations.
While Hong Kong returns to pre-pandemic productivity levels, income for the lowest-earning employees is nearly 60 times less than the wealthy.
Organisations in Singapore and Hong Kong can do more to engage employees with talent programmes deploying learner-centric tools.
The pandemic-fuelled work landscape is pushing Hong Kong's Gen Z to the brink, with 44% grappling with work-life balance.
As organisations look to attract and retain top talent, university graduates in Hong Kong saw an increase in their starting salaries in 2022.
Demonstrating career proactivity and a desire for better opportunities, more employees are less likely to stay with their current employers for long.
Changing demographics and rising living costs make it difficult for older adults to contemplate retirement, raising the age profile of the workforce.
While Hong Kong has reportedly returned to full employment, the city faces the challenge of keeping their best talent from emigrating.
While SMEs in Hong Kong may lack resources and technical expertise, many are planning to increase their digitalisation investment in 2023.
By increasing temporal predictability and segmenting tasks, employees are more productive and find projects more enjoyable.
Not understanding problems employees face is causing conflict between managers and employees as the return to work accelerates in Hong Kong.
Driven by factors such as emigration and raising wages, companies in Hong Kong have been facing a labour shortage for at least a year.
Employees in Hong Kong have indicated their preference for a more flexible work-life balance and will consider resigning to achieve that aspiration.
A recent revision has labour groups clamouring for a more regular review and increment of the minimum wage in Hong Kong.
Perceptions on pay, rather than income level, is also a significant factor impacting the job satisfaction of employees.
2023 is likely to remain a jobseekers’ market in South-East Asia and Hong Kong, with employees confident of finding alternative employment.
Global hiring grew across many regions in the world, with the majority of job roles designed to be performed remotely, according to a new Deel report.
Kara Cheung, General Manager, Hong Kong and Macau, Amgen, explains the importance of setting up a purpose-driven work culture.
Health and wellness are important to millennials, and they are willing to spend on what is of importance to them.
Deel's Karen Ng highlights why employers are going beyond their shores in search of the right talent and the role Deel is playing to support them.
The appointment of Tess Lumsdaine will allow Baker McKenzie to help cllients structure employment arrangements and improve change management.
The appointment of Graham highlights Manulife’s commitment to Hong Kong and Macau and the company’s ambitions in the region.
Employees will only be tempted to leave for another employer in 2023 if they receive a substantial salary increase as the cost of living continues to raise.
Introducing hybrid work policies and increasing investment in the upskilling of employees are some of the key strategies to retain talent in the new year.
Hong Kong has approved HK$12.1 billion (US$1.5 billion) in wage subsidies for eligible employers and employees.
About 44% of employers see an increased need to retain older employees in the workforce and expect this to be a key trend over the next five years.
The Minimum Wage Commission reached a consensus last Thursday to raise the minimum wage to HK$40, a 6.7% increase.
Despite holding attributes to be successful, women have been paid less than their male counterparts over the last five years.
A government bill has been passed to allow employers to sack workers who refuse to receive a COVID-19 vaccination without a reasonable excuse.