📌最新修訂與變更（適用於2026年6月16日或以後獲勞工處發出初步甄別通知的申請）
- 分級審批機制：政府根據行業供求情況將審批分為兩級，餐飲業被納入第 2 級。
- 餐飲業收緊人手比例至 3:1：出品部（例如二廚）及樓面部（例如侍應生），過往聘用 2 名全職本地僱員，可聘請 1 名外勞。新例要求，每聘用 3 名全職本地僱員，才可聘請 1 名外勞，而且改以整個部門的所有職位為基礎合併計算。
- 餐飲業延長本地招聘期至 6 星期：本地公開招聘期由 4 星期延長至 6 星期
- 餐飲業強制參加招聘會：在招聘期間，僱主須每兩星期參加 1 次由勞工處舉辦的實體招聘會，否則勞工處會拒絕其申請。
- 聘殘疾僱員人手比例放寬至 1:1：為鼓勵僱主聘用殘疾僱員，計算配額時，每 1 名全職本地殘疾僱員可對應 1 名外勞配額。
- 放寬工作地點限制：僱主可申請安排外勞在不超過 5 個同屬《區議會條例》列明的地方行政區內的業務地點工作。
- 6 個月內禁止重複遞交：同一申請者如在 6 個月內遞交多於一次申請（包括已撤銷、中止處理或被拒個案），勞工處將直接退還不予處理。
- ⚠️ 另外，勞工處亦提醒各位，內地輸入勞工必需經已核准的勞務企業招聘，慎選內地勞務企業，以免受騙，合資格內地勞務企業名單載於國家商務部網頁 👉 https://zsmcorp.mofcom.gov.cn/zsmbgacommon/zsmbga_innerCorp_hk_list
💡 留意未來動向
- 未有下一個收緊目標：由於勞工處檢討數據顯示，餐飲業錄得 5% 空缺率的同時，本地失業率高達 6%。這反映出餐飲業是嚴重的結構性人力錯配，其他行業情況較輕。另外其他行業外勞申請數量明顯較少，因此其他行業暫時維持第 1 級。
- 新每月中位工資：將於6月下旬左右發布並即時生效。自發布當日起，勞工處會按最新發布的中位工資處理所有申請，包括調整申請職位的工資水平（如適用），不作另行通知。
- 近期僱主／職業介紹所簡介會：為僱主而設的定期簡介會，下期將於6月26日舉行，6月21日截止報名。
🚨 違規加辣：行政制裁
勞工處已將違規的「停賽」禁制期由現時最多 2 年改為疊加制，累計單一個案最高可被禁止申請外勞長達 5 年，並會公開所有被制裁僱主的身分。
過去 12 個月，舊制下的行政制裁業案例：
- 個案一：環球生命（1）有限公司（2026年6月）禁輸入外勞： 1 年
- 違規原因：在申請輸入侍應生及見習廚師期間，就其聘用本地僱員的情況向勞工處提供失實資料，未能做到優先聘用本地勞工。
- 個案二：信豐專業服務有限公司（2026年4月）禁輸入外勞： 2 年
- 違規原因：在本地公開招聘期間無合理理由取消或缺席面試（涉及兩名本地合資格求職者）；未經勞工處同意私自更改招聘條件迫使求職者放棄聘任；未在限期內回覆面試結果及遞交失實面試資料。
- 個案三：展能集團有限公司（中菜廳「盈苑」）（2025年12月）禁輸入外勞： 2 年
- 違規原因：涉嫌在聘用外籍勞工後，無合理理由解僱原有的本地員工（炒本地工換外勞）。你認為這是一套公平的制度，還是已經過時的產物？
📌 Latest Revisions & Changes (Applicable to applications receiving the Labour Department’s initial screening notice on or after June 16, 2026)
- Two-Tier Vetting Mechanism: The Government classifies the vetting process into two tiers based on the supply and demand conditions of specific industries. The F&B sector has been placed under the stricter “Tier 2” vetting process.
- F&B Manpower Ratio Tightened to 3:1: For the production section (e.g., No. 2 cook) and table service section (e.g., Waiter/Waitress), the previous 2:1 ratio is tightened to 3:1 (employers must hire 3 full-time local employees for every 1 imported worker). Calculations are now combined based on all positions within the entire section.
- F&B Local Recruitment Period Extended to 6 Weeks: The mandatory local recruitment period is extended from 4 weeks to 6 weeks.
- F&B Mandatory Job Fair Participation: During the recruitment period, employers must participate once every two weeks in physical job fairs organized by the Labour Department, or the application will be rejected.
- Relaxation of Work Location Restrictions: Employers can apply to arrange for imported workers to work at business premises located within no more than five administrative districts as set out in the District Councils Ordinance.
- 6-Month Ban on Repeated Submissions: If the same applicant submits more than one application for the same vacancy within 6 months (including withdrawn, suspended, or rejected cases), the Labour Department will return it without processing.
⚠️ Critical Reminder: Imported workers from the Mainland must be recruited through approved labor service enterprises. To avoid scams, check the qualified list on the Ministry of Commerce website👉 https://zsmcorp.mofcom.gov.cn/zsmbgacommon/zsmbga_innerCorp_hk_list
💡 Future Trends to Watch
- No Immediate Target for Next Tightening: Labour Department data shows a 5% vacancy rate in F&B alongside a 6% local unemployment rate, indicating a severe structural mismatch. Other sectors have fewer applications and lighter mismatches, so their current policies (Tier 1) remain unchanged.
- New Median Monthly Wage: To be released around late June and take effect immediately. From the date of publication, the Labour Department will process all applications (including adjusting wage levels for applications in progress) based on the latest data without further notice.
- Upcoming Briefing for Employers/Employment Agencies: The regular briefing session will be held on June 26, with the registration deadline on June 21.
🚨 Stricter Penalties: Cumulative Administrative Sanctions
The Labour Department has changed the “suspension” penalty from a maximum of 2 years to a cumulative (stacked) system. The maximum ban for a single case has increased to 5 years, and the identities of all sanctioned employers will be publicly disclosed.
Typical Administrative Sanction Cases over the Past 12 Months (Under Old Rule):
- Case 1: June 2026 | Imported Labour Ban: 1 Year
- Violation: Provided false information regarding the employment of local workers when applying for imported waiters and trainee chefs, failing to prioritize local employment.
- Case 2: April 2026 | Imported Labour Ban: 2 Years
- Violation: Cancelled or skipped interviews without reasonable grounds during local recruitment (involving two qualified local applicants); altered recruitment terms without consent to force applicants to withdraw; failed to reply with interview results on time and submitted false interview records.
- Case 3: December 2025 | Imported Labour Ban: 2 Years
- Violation: Discharged existing local workers without reasonable grounds after hiring imported workers.
參考資料 Reference:
Labour Department https://www.labour.gov.hk/tc/plan/iwESLS.htm
News.gov.hk https://www.news.gov.hk/chi/2026/06/20260615/20260615_151325_733.html
HKCD https://www.hkcd.com.hk/content_app/2025-12/03/content_8728610.html
HKCD https://www.hkcd.com.hk/hkcdweb/content/2026/06/09/content_8759065.html