香港 vs 新加坡｜有薪年假 2026香港 vs 新加坡｜有薪年假 2026Hong Kong vs Singapore | Paid Annual Leave 2026
比較香港與新加坡 2026 年有薪年假制度，整理年假日數、服務年期及需要按個案核對的事項，附官方來源。比较香港与新加坡 2026 年有薪年假制度，整理年假日数、服务年期及需要按个案核对的事项，附官方来源。Compare Hong Kong and Singapore paid annual leave in 2026, including days by service length, eligibility and case-specific checks, with official sources.
香港連續性合約僱員每服務 12 個月可享 7 天有薪年假，按年資逐步增加至最多 14 天。新加坡僱員工作至少 3 個月後可享有薪年假，第 1 年 7 天，其後按服務年期逐年增加至第 8 年及以後 14 天。實際資格、連續服務、比例年假、適用範圍及較優合約安排待確認。
香港
香港勞工處資料顯示，僱員在連續性合約下每服務 12 個月，可享 7 天有薪年假；年假日數會按服務年資逐步增加，最高為 14 天。僱主安排年假時間、年假薪酬及未滿一年服務的比例年假，須按《僱傭條例》及個別情況核對。
新加坡
新加坡人力部資料顯示，受《僱傭法》保障並為僱主工作至少 3 個月的僱員，可享有薪年假。第 1 年為 7 天，第 2 年至第 8 年逐年增加 1 天，至第 8 年及以後為 14 天；比例年假按完成服務月數計算。
真正要留意的地方
兩地均以服務年期影響年假日數，但起算條件、連續服務、比例年假計算、未放年假處理及適用僱傭身份並不完全相同。新加坡另有外判 PWM 工人由 2029 年起分階段提高最低年假至 10 天的政策，具體時間表及適用細節待公布。
對僱主及求職者的實際提醒
僱主發出聘用資料時，應列明工作地區、服務開始日期、年假日數、比例計算、申請及批核安排。求職者應保存合約及年假紀錄，並按實際僱主、連續服務及適用地區的官方規定核對，不應只按職位名稱推斷年假權利。
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本文按香港勞工處及新加坡人力部公開資料整理。適用年份為 2026，資料核對日期及最後更新日期均為 2026-11-03。本文只供一般資訊參考，不構成法律意見；未核實項目已標示「待確認」。職業介紹所牌照編號：82734。
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常見問題
香港有薪年假有幾多日？
香港勞工處資料顯示，僱員在連續性合約下每服務 12 個月，可享 7 天有薪年假；年假日數會按服務年資逐步增加，最高為 14 天。僱主安排年假時間、年假薪酬及未滿一年服務的比例年假，須按《僱傭條例》及個別情況核對。
新加坡有薪年假點樣按年資計算？
新加坡人力部資料顯示，受《僱傭法》保障並為僱主工作至少 3 個月的僱員，可享有薪年假。第 1 年為 7 天，第 2 年至第 8 年逐年增加 1 天，至第 8 年及以後為 14 天；比例年假按完成服務月數計算。
兩地有薪年假制度可以直接互換嗎？
兩地均以服務年期影響年假日數，但起算條件、連續服務、比例年假計算、未放年假處理及適用僱傭身份並不完全相同。新加坡另有外判 PWM 工人由 2029 年起分階段提高最低年假至 10 天的政策，具體時間表及適用細節待公布。
分享這篇文章
香港连续性合约雇员每服务 12 个月可享 7 天有薪年假，按年资逐步增加至最多 14 天。新加坡雇员工作至少 3 个月后可享有薪年假，第 1 年 7 天，其后按服务年期逐年增加至第 8 年及以后 14 天。实际资格、连续服务、比例年假、适用范围及较优合约安排待确认。
香港
香港劳工处资料显示，雇员在连续性合约下每服务 12 个月，可享 7 天有薪年假；年假日数会按服务年资逐步增加，最高为 14 天。雇主安排年假时间、年假薪酬及未满一年服务的比例年假，须按《雇佣条例》及个别情况核对。
新加坡
新加坡人力部资料显示，受《雇佣法》保障并为雇主工作至少 3 个月的雇员，可享有薪年假。第 1 年为 7 天，第 2 年至第 8 年逐年增加 1 天，至第 8 年及以后为 14 天；比例年假按完成服务月数计算。
真正要留意的地方
两地均以服务年期影响年假日数，但起算条件、连续服务、比例年假计算、未放年假处理及适用雇佣身份并不完全相同。新加坡另有外判 PWM 工人由 2029 年起分阶段提高最低年假至 10 天的政策，具体时间表及适用细节待公布。
对雇主及求职者的实际提醒
雇主发出聘用资料时，应列明工作地区、服务开始日期、年假日数、比例计算、申请及批核安排。求职者应保存合约及年假纪录，并按实际雇主、连续服务及适用地区的官方规定核对，不应只按职位名称推断年假权利。
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Settle Up Consulting (Hong Kong) Limited 提供香港活动人手、临时人手、兼职及全职招聘支援；实际服务、费用、人选及工作安排须按个案确认。职业介绍所牌照编号：82734。
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本文按香港劳工处及新加坡人力部公开资料整理。适用年份为 2026，资料核对日期及最后更新日期均为 2026-11-03。本文只供一般资讯参考，不构成法律意见；未核实项目已标示「待确认」。职业介绍所牌照编号：82734。
来源及免责声明:
常见问题
香港有薪年假有多少天？
香港劳工处资料显示，雇员在连续性合约下每服务 12 个月，可享 7 天有薪年假；年假日数会按服务年资逐步增加，最高为 14 天。雇主安排年假时间、年假薪酬及未满一年服务的比例年假，须按《雇佣条例》及个别情况核对。
新加坡有薪年假如何按年资计算？
新加坡人力部资料显示，受《雇佣法》保障并为雇主工作至少 3 个月的雇员，可享有薪年假。第 1 年为 7 天，第 2 年至第 8 年逐年增加 1 天，至第 8 年及以后为 14 天；比例年假按完成服务月数计算。
两地有薪年假制度可以直接互换吗？
两地均以服务年期影响年假日数，但起算条件、连续服务、比例年假计算、未放年假处理及适用雇佣身份并不完全相同。新加坡另有外判 PWM 工人由 2029 年起分阶段提高最低年假至 10 天的政策，具体时间表及适用细节待公布。
分享这篇文章
In Hong Kong, an employee under a continuous contract is entitled to 7 days of paid annual leave after every 12 months of service, increasing progressively to 14 days. In Singapore, an employee covered by the Employment Act becomes eligible after at least 3 months; entitlement starts at 7 days in the first year and rises by one day per year to 14 days from the eighth year onwards. Individual eligibility, continuous service, pro-rating, coverage and better contractual terms remain pending confirmation.
Hong Kong
The Hong Kong Labour Department states that an employee under a continuous contract is entitled to 7 days of paid annual leave after every 12 months of service. The entitlement increases progressively with length of service to a maximum of 14 days. The timing of leave, leave pay and pro-rated entitlement on termination should be checked under the Employment Ordinance and the actual facts.
Singapore
Singapore’s Ministry of Manpower states that an employee covered by the Employment Act is entitled to paid annual leave after working for the employer for at least 3 months. Entitlement is 7 days in the first year, increases by one day per year, and reaches 14 days in the eighth year and thereafter. Pro-rated leave is based on completed months of service.
What to check carefully
Both systems link annual leave to length of service, but their eligibility thresholds, continuous-service rules, pro-rating, treatment of unused leave and worker coverage are not identical. Singapore also announced a phased increase from 2029 for outsourced PWM workers, raising the minimum annual leave entitlement to 10 days; the detailed timeline and application remain pending confirmation.
Practical reminders for employers and jobseekers
When issuing employment information, employers should state the work location, service start date, annual-leave entitlement, pro-rating method and application and approval process. Jobseekers should keep their contract and leave records and check the actual employer, continuous service and applicable local rules rather than relying on the job title alone.
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This article was prepared from public information published by the Hong Kong Labour Department and Singapore Ministry of Manpower. Applicable year: 2026. Data checked and last updated: 3 November 2026. It is general information only and is not legal advice; unverified items are labelled “Pending confirmation”. Employment Agency Licence No. 82734.
Sources and disclaimer:
Frequently asked questions
How many days of paid annual leave are available in Hong Kong?
The Hong Kong Labour Department states that an employee under a continuous contract is entitled to 7 days of paid annual leave after every 12 months of service. The entitlement increases progressively with length of service to a maximum of 14 days. The timing of leave, leave pay and pro-rated entitlement on termination should be checked under the Employment Ordinance and the actual facts.
How is paid annual leave calculated by service length in Singapore?
Singapore’s Ministry of Manpower states that an employee covered by the Employment Act is entitled to paid annual leave after working for the employer for at least 3 months. Entitlement is 7 days in the first year, increases by one day per year, and reaches 14 days in the eighth year and thereafter. Pro-rated leave is based on completed months of service.
Can the two annual-leave systems be applied interchangeably?
Both systems link annual leave to length of service, but their eligibility thresholds, continuous-service rules, pro-rating, treatment of unused leave and worker coverage are not identical. Singapore also announced a phased increase from 2029 for outsourced PWM workers, raising the minimum annual leave entitlement to 10 days; the detailed timeline and application remain pending confirmation.