Hong Kong vs Japan Paid Annual Leave: What Is Different?
This article compares paid annual leave in Hong Kong and Japan, including service length, attendance requirements, part-time coverage and practical checks.
Hong Kong and Japan have different statutory paid annual leave systems. Hong Kong uses continuous-contract status and service length, while Japan uses employment length and attendance. Actual entitlement depends on the applicable law, contract and worker status.
Comparison in brief
Hong Kong statutory paid annual leave rises from 7 days to a maximum of 14 days according to service length. In Japan, a general employee usually receives 10 working days after six months of service and at least 80% attendance, increasing to a maximum of 20 days. The qualifying rules and units are different.
Hong Kong
Employees covered by a continuous contract qualify for paid annual leave after each 12 months of service. The statutory entitlement starts at 7 days and increases by one day from the third year, up to 14 days.
Japan
Japan’s Ministry of Health, Labour and Welfare states that a general worker receives 10 working days after six months of employment if attendance is at least 80%. The entitlement then increases with service length to a maximum of 20 days. Part-time workers may receive proportionate leave based on scheduled working days.
Practical implications
Employers and jobseekers should confirm jurisdiction, contract, start date, attendance rate, scheduled working days and leave procedures. A part-time label alone does not determine entitlement.
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This article was assisted by AI and checked by the editorial team against public official sources on 4 October 2026. It is for general information only and does not constitute legal advice. Rules may vary by year, jurisdiction, industry, contract, worker status and effective date. Check with the relevant government department or a qualified professional. Hong Kong Employment Agency Licence No. 82734.