{"id":2786,"date":"2026-09-12T22:02:28","date_gmt":"2026-09-12T14:02:28","guid":{"rendered":"https:\/\/blog.helperlibrary.com\/?p=2786"},"modified":"2026-09-15T11:26:10","modified_gmt":"2026-09-15T03:26:10","slug":"terminate-a-domestic-helper","status":"publish","type":"post","link":"https:\/\/blog.helperlibrary.com\/en\/terminate-domestic-helper\/","title":{"rendered":"What You Need to Know About Terminating a Foreign Domestic Worker: Procedures, Calculation of Compensation, Which Agency to Notify, and Choosing a Notice Period"},"content":{"rendered":"<p class=\"wp-block-paragraph\">When deciding to terminate an employment contract with a foreign domestic worker\u2014regardless of the reason\u2014employers must follow the statutory procedures; otherwise, they risk violating the law or causing labor disputes. Below is a comprehensive guide to terminating a foreign domestic worker\u2019s employment, covering options for notice periods, compensation calculations, which government agencies to notify, and frequently asked questions\u2014all designed to help you handle the process legally and smoothly.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">According to the standard employment contract terms, early termination requires one month\u2019s written notice or payment of one month\u2019s notice pay to the other party. The procedures and legal consequences differ depending on whether the employer terminates the contract or the foreign domestic worker resigns; if you have any questions, please contact the Labor Department.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">I. Should there be a one-month notice period, or should the employee be terminated immediately?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">This is the most common dilemma employers face; the circumstances under which each applies and their legal consequences are entirely different.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Scenario 1: One month\u2019s notice or payment of a notice-in-lieu allowance (general case)<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">According to Article 10 of the Standard Employment Contract, either the employer or the foreign domestic worker may terminate the contract by giving the other party one month\u2019s written notice or by paying one month\u2019s salary in lieu of notice. This is the standard procedure for terminating the contract.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Examples of Use Cases:<\/h3>\n\n\n\n<ul class=\"wp-block-list\"><li>Employer Decides to Immigrate<\/li><li>Our family's financial situation no longer allows us to continue employing a domestic worker.<\/li><li>A foreign domestic worker\u2019s job performance falls short of expectations (but does not constitute gross negligence)<\/li><li>Employers and Foreign Domestic Workers Are Unable to Get Along<\/li><\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">\u26a0\ufe0f Important Reminder: Even when terminating a contract with one month\u2019s notice, the reason must be reasonable. The following circumstances cannot be used as grounds for termination; otherwise, the termination may be deemed unreasonable, and the foreign domestic worker has the right to file a claim:<\/h3>\n\n\n\n<ul class=\"wp-block-list\"><li>The foreign domestic worker has submitted a notice of pregnancy<\/li><li>The foreign domestic worker is currently on paid sick leave.<\/li><li>Foreign domestic workers during their recovery period following a work-related injury<\/li><li>Foreign Domestic Workers Who Provide Evidence in Connection with Trade Union Activities or Law Enforcement Proceedings<\/li><\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Scenario 2: Immediate Termination (No Notice Period or Severance Pay Required)<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">If a foreign domestic worker commits gross misconduct, the employer may terminate the employment immediately without providing notice or paying a notice-in-lieu payment. This is a severe disciplinary measure, and the circumstances under which it applies include:<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>Willful failure to comply with the employer's lawful and reasonable instructions<\/li><li>Misconduct (such as borrowing money that leads to a finance company harassing the employee\u2019s family)<\/li><li>Committing acts of fraud or dishonesty (such as theft or forgery)<\/li><li>Habitual Neglect of Duties (No Improvement Despite Repeated Warnings)<\/li><\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Employers should note: Immediate termination is only applicable when a foreign domestic worker commits a very serious offense or fails to improve despite repeated warnings. If a foreign domestic worker believes they have been unfairly terminated, they have the right to file a claim for compensation in court, where the court will determine whether the grounds for termination were sufficient; employers are advised to retain relevant evidence.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">II. Complete Procedure for Early Termination of a Foreign Domestic Worker\u2019s Contract<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\">Step 1: Complete the Notice of Termination of Employment Contract and notify the Immigration Department<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">After deciding to terminate the employment contract with a foreign domestic worker, both the employer and the worker must each notify the Immigration Department within 7 days from the date of termination.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Online Notification (The Simplest Method)<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">You can log in directly to the Immigration Department\u2019s online platform to submit a notification; this service is free of charge. First-time users will need approximately 10 to 20 minutes to complete the process.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Required Documents (Please refer to the Immigration Department\u2019s online platform for the exact list of required documents):<\/h3>\n\n\n\n<ul class=\"wp-block-list\"><li>Employer Visa File Number<\/li><li>Employment Contract Number<\/li><li>Employer's Full Name and Hong Kong ID Number<\/li><li>Full Name and Hong Kong ID Number of the Foreign Domestic Worker<\/li><\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Mail \/ In-person \/ Fax<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Once you have completed Form ID407E or written a notification letter, you may submit it using one of the following methods:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\ud83d\udcee Mailing Address: Foreign Domestic Workers Unit, 4th Floor, Administration Building, Immigration Department Headquarters, 61 Po Yip Road, Tseung Kwan O, New Territories<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\ud83d\udce0 Fax: (852) 2157 9181<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\ud83c\udfe2 In-person submission: Document Receiving and Dispatching Unit, Ground Floor, Administration Building, Immigration Department Headquarters, 61 Po Yip Road, Tseung Kwan O, New Territories<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\ud83d\udcde Online Services Technical Support Hotline: (852) 3128 8668 (7:00 a.m. to 11:00 p.m. daily)<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">\u26a0\ufe0f Important Consequences:<\/h3>\n\n\n\n<ul class=\"wp-block-list\"><li>If a contract is terminated early, a foreign domestic worker may remain in Hong Kong only until two weeks after the contract\u2019s termination or until the expiration of the authorized period of stay, whichever comes first.<\/li><li>If a foreign domestic worker overstays their visa, they may face criminal prosecution; those who assist or abet them may also be prosecuted. Upon conviction, they may be fined HK$50,000 and imprisoned for two years.<\/li><\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Step 2: Confirm the final workday and departure date with the foreign domestic worker<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Notice of contract termination must be provided in writing and must specify the correct date and the last day of work.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Terminate the contract with one month's notice: The notice letter must specify the last day of employment, and you should keep a copy of the termination letter to prevent unnecessary misunderstandings caused by unauthorized alterations to the letter.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Immediate Termination with One Month\u2019s Notice Pay: After the notice pay is paid, the foreign domestic worker must leave Hong Kong within 14 days. It is recommended that you confirm the specific departure date with the worker as soon as possible and have them sign a departure confirmation form to protect the rights of both parties.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\ud83d\udca1 Quick Reminder: If either party terminates the contract without providing notice or paying a notice-in-lieu payment, they must ensure they have sufficient evidence. If the contract is terminated without reasonable cause, the aggrieved party may file a complaint with the Labor Department to claim the notice-in-lieu payment.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Step 3: Sign the receipt for the termination of the employment contract and pay all amounts due<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Under the Employment Ordinance, employers must pay foreign domestic workers all amounts due to them within 7 days after the expiration or termination of the contract.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\ud83d\udca1 Quick tip: Whether the employer terminates the foreign domestic worker\u2019s employment or the worker resigns voluntarily, it\u2019s best to record the entire process\u2014including signing the termination agreement and discussing the details\u2014and have a third party present as a witness. It is also recommended to take photos and videos when the foreign domestic worker is packing their belongings and leaving to avoid any disputes later on.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">III. Calculation of Payments Due Upon Termination of the Contract<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Employers must pay foreign domestic workers the following amounts (as applicable):<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">1. Unpaid Wages<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Settle all wages due as of the last business day.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">2. Notice Pay (if applicable)<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">If you choose to terminate the contract immediately without giving one month's notice, you must pay a notice-in-lieu payment equal to one month's salary.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">3. Annual Leave Pay<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">When terminating a domestic worker\u2019s contract, the employer must pay the domestic worker annual leave pay in lieu of any unused annual leave. During each annual leave year, if a domestic worker has been employed for at least 3 months but less than 12 months, the worker is also entitled to pro-rated annual leave pay.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">4. Severance pay or long-service gratuity (if applicable)<\/h3>\n\n\n\n<figure class=\"wp-block-table\"><table><thead><tr><th>Funds<\/th><th>Eligibility Requirements<\/th><th>Calculation Method<\/th><\/tr><\/thead><tbody><tr><td>Severance Pay<\/td><td>Employed continuously for at least 24 months and terminated due to layoffs or non-renewal of contract<\/td><td>(Monthly Salary \u00d7 2\/3) \u00d7 Retrospective Years of Service<\/td><\/tr><tr><td>Long-Service Bonus<\/td><td>Has been continuously employed for at least 5 years and was terminated or had their contract not renewed for reasons other than gross negligence or layoffs<\/td><td>(Monthly Salary \u00d7 2\/3) \u00d7 Retrospective Years of Service<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">*Service periods of less than one year are calculated on a pro-rata basis.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u26a0\ufe0f Severance pay and long-service pay cannot be received at the same time; you may only choose one, depending on which applies.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Meal Allowance During Employment: If the employer does not provide free meals during the employment period, the current standard requires that the employer pay the foreign domestic worker a monthly meal allowance of no less than HK$$1,236 (current standard for 2026). This allowance must be paid on a monthly basis throughout the employment period and is not settled only upon termination of the contract.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">5. Airfare for returning home and allowances for meals and transportation<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Under the standard employment contract, upon termination of the contract, the employer must pay the foreign domestic worker\u2019s one-way travel expenses to return to their home country, as well as a daily allowance of 100 Hong Kong dollars for meals and transportation during the journey out of Hong Kong (current standard as of 2026).<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Can cash be used in lieu of an airline ticket? The Labor Department recommends that employers purchase airline tickets that include checked baggage directly for foreign domestic workers, rather than providing the equivalent amount in cash, to reduce the likelihood that foreign domestic workers will use the travel allowance to travel only to nearby areas instead of returning to their home countries.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\ud83d\udca1 Quick Tip: Before purchasing a flight ticket, we recommend confirming the departure date and destination with your domestic helper and having both parties sign a written agreement to protect the rights of both parties. Regardless of the payment method, we recommend that both parties sign the receipt and keep a copy for their records.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">IV. Letter of Early Termination for a Foreign Domestic Worker<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">According to the terms of the employment contract, notice of termination must be given in writing; verbal notice is insufficient and may easily be denied by the other party.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">When drafting a written notice, please note the following:<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>List the submission dates<\/li><li>State the last date of employment<\/li><li>Make three copies of the letter: one for the employer to keep, one to give to the foreign domestic worker, and one for the employer to submit to the Immigration Department along with a completed Form ID407E or a notification letter.<\/li><li>Both parties signed the copies of the letter<\/li><\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">\ud83d\udca1 Quick reminder: The cancellation letter and the Notice of Termination of Contract (ID407E) submitted to the Immigration Department are two separate documents; please do not confuse them.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">V. What happens to the insurance policy purchased for a foreign domestic worker after they leave their job?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Many employers purchase insurance for their foreign domestic workers. In the event of early termination of the employment contract, the following arrangements can be made for the foreign domestic worker\u2019s insurance policy that has not yet expired:<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>Transferring Coverage to a New Foreign Domestic Worker: After notifying the insurance company, the employer may transfer the policy to the next foreign domestic worker; however, this will not extend the policy term. Please note that the policy may expire during the new foreign domestic worker\u2019s contract period, in which case the employer must either renew the policy for the new worker or purchase a new policy.<\/li><li>Cancellation of Insurance: If you do not plan to hire a new foreign domestic worker, you may choose to cancel your insurance policy. Cancellation procedures and refund amounts depend on the terms and conditions of each insurance company; please contact your insurance company for details.<\/li><\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">\ud83d\udca1 Quick Tip: If you want to ensure seamless coverage, we recommend keeping track of your old policy\u2019s expiration date and arranging insurance for your new foreign domestic worker well in advance.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Frequently Asked Questions (FAQ)<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\">Question 1: If a foreign domestic worker is not performing well but the situation is not serious enough to warrant immediate termination, how should I handle it?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">An employer may terminate a contract with one month\u2019s notice, provided there is a reasonable cause. Performance that falls short of expectations or an inability to work harmoniously with others are both valid grounds for termination. However, employers should first issue a written warning and provide an opportunity for improvement; only if the situation continues to persist without improvement should they formally issue a one-month notice. Doing so not only establishes a record of just cause for termination but also helps avoid being deemed an \u201cunjustified termination,\u201d which could result in a claim for compensation. Employers should note that if a foreign domestic worker believes the termination was unjustified, they have the right to file a claim for compensation. The court will then determine whether the grounds for termination were sufficient; therefore, employers should retain relevant evidence.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Question 2: When terminating the employment of a foreign domestic worker, is it necessary to pay long-service pay? What is the difference between severance pay and long-service pay?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Depending on the length of service and the reason for termination:<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li>Severance Pay: Applies when a foreign domestic worker has been continuously employed for at least 24 months and is terminated due to layoffs or non-renewal of the contract.<\/li><li>Long-Service Payment: Applies when a foreign domestic worker has been continuously employed for at least 5 years and is terminated or not had their contract renewed for reasons other than gross negligence or layoffs.<\/li><\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Both are calculated using the same formula (monthly salary \u00d7 2\/3 \u00d7 years of service), but they cannot be received at the same time. If a foreign domestic worker leaves their position due to voluntary resignation or immediate termination (for gross misconduct), they are not eligible to receive either payment.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Question 3: What are the consequences if I fail to notify the Immigration Department within 7 days after the contract ends?<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Notification must be provided within 7 days; otherwise, it may constitute a violation of the law. Under the Standard Employment Contract, both the employer and the foreign domestic worker have a legal obligation to notify the Director of Immigration within 7 days of the contract\u2019s termination. If notification is not provided on time, the foreign domestic worker\u2019s period of stay will not be officially extended; If the foreign domestic worker overstays as a result, the employer may be deemed to have aided or abetted a violation of the conditions of stay; upon conviction, the employer may be fined HK$50,000 and imprisoned for 2 years. In addition, if the employer fails to report within 7 days, the Immigration Department may review the employer\u2019s past compliance record when the employer applies to hire a new foreign domestic helper in the future.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Summary: Checklist for Terminating a Foreign Domestic Worker<\/h2>\n\n\n\n<figure class=\"wp-block-table\"><table><thead><tr><th>Steps<\/th><th>Items<\/th><\/tr><\/thead><tbody><tr><td>1. Reasons for Confirmation<\/td><td>\u25a1 Determine whether a \u201cone-month notice period\u201d or \u201cimmediate termination\u201d applies \u25a1 Ensure the reason does not constitute an unreasonable termination (pregnancy, paid sick leave, work-related injury, etc.)<\/td><\/tr><tr><td>2. Issue a notice<\/td><td>\u25a1 One month's written notice or one month's pay in lieu of notice (in general) \u25a1 Or immediate termination (limited to gross misconduct)<\/td><\/tr><tr><td>3. Notify the Immigration Department<\/td><td>\u25a1 Submit Form ID 407E within 7 days of contract termination (online, by mail, by fax, or in person)<\/td><\/tr><tr><td>4. Confirm Departure Arrangements<\/td><td>\u25a1 Foreign domestic workers must leave Hong Kong within two weeks of the termination of their contract. \u25a1 Purchase a one-way ticket to their home country. \u25a1 Prepare a daily allowance of $100 for meals and transportation.<\/td><\/tr><tr><td>5. Calculating Compensation<\/td><td>\u25a1 Unpaid wages \u25a1 Notice pay (if applicable) \u25a1 Annual leave pay \u25a1 Severance pay\/long-service pay (if applicable) \u25a1 Airfare for return home and meal and transportation allowances<\/td><\/tr><tr><td>6. Handling Insurance<\/td><td>\u25a1 Notify the insurance company to transfer the policy to the new foreign domestic worker or to cancel the policy<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Terminating the employment of a foreign domestic worker involves legal liabilities and financial considerations. Employers are advised to carefully consider their decision before proceeding. If they are unfamiliar with the relevant regulations, they may consult the Labor Department or engage a professional employment agency to assist with the procedures, to avoid inadvertently violating the law.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This answer was generated by AI. The content is for reference only; please evaluate it carefully.<\/p>","protected":false},"excerpt":{"rendered":"<p>\u6c7a\u5b9a\u8207\u5916\u50ad\u7d42\u6b62\u50f1\u50ad\u5408\u7d04\uff0c\u7121\u8ad6\u539f\u56e0\u662f\u4ec0\u9ebc\uff0c\u50f1\u4e3b\u90fd\u5fc5\u9808\u8ddf\u5f9e\u6cd5\u5b9a\u7a0b\u5e8f\uff0c\u5426\u5247\u6709\u6a5f\u6703\u89f8\u72af\u6cd5\u4f8b\u6216\u884d\u751f\u52de [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":2787,"comment_status":"closed","ping_status":"","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[1],"tags":[],"class_list":["post-2786","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-1"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.4 - 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